Director, HR, Pre-opening
Marriott International, IncShanghaiUpdate time: July 22,2019
Job Description
Posting Date Jul 17, 2019
Job Number 19098467
Job Category Human Resources
Location Shanghai-Raffles City, Unit 2902, Raffles City, Shanghai, Shanghai, China VIEW ON MAP
Brand Corporate
Schedule Full-time
Relocation? No
Position Type Management

Start Your Journey With Us
Marriott International is the world’s largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you?

JOB SUMMARY

This position is responsible for leading and managing activities to source and recruited of high quality, diverse, qualified candidates for General Manager’s role at properties in Greater China. This position will occasionally travel to different locations to source talents and will partner and work closely with Hiring Managers and Discipline Leaders to build credible talent pools to better support the talent needs of the business.
This position must be instrumental in recommending appropriate effective sourcing channels to ensure optimal use of resources and effective use technological applications in managing, driving entire selection process, screening and pre-qualifying applicants, interviewing and conducting reference checks and delivering required feedback to the hiring managers.

This position will manage the Greater China TA team on the Executive Committee team sourcing and recruiting at properties. They will work out the talent acquisition initiatives and program and better partnership with other HR COE functions and area teams to capture the good talents to cater for company growth. They would also be responsible for all direct sourcing, talent acquisition, internal hiring processes and administration within providing centralized support.
CANDIDATE PROFILE

Education and Experience

  • Bachelor’s degree (Business, Human Resources Management or other related field) required.
  • Human Resources Management or related disciplines, with 8-10 years’ solid HR experience in hospitality, including 3years’ solid leadership experience in large scale talent acquisition organizations.
  • Current with Talent Acquisition, Talent Management and business trends and best practices.
  • Experience providing solutions to or consulting with a multi-generational audience.
  • Experience with talent management systems a plus.
  • Experience in planning and coordinating middle - large-sized projects.
  • Prior consulting experience preferred.

Skills and Attributes

  • Computer skills such as Microsoft Word, Excel, Access, PeopleSoft.
  • Generally, a professional position requiring significant knowledge and experience in one or more disciplines (e.g., talent acquisition, recruitment, HR data analytics, HR consulting, change management) and/or business operations as well as associate and/or organizational management experience.
  • Strong team leadership result driven and forwarding looking. Ability to work in a fast pace professional work environment. High integrity.
  • Demonstrated capability to craft and deliver a business-oriented Talent Acquisition strategy and team that is effective, and value add. Ability to lead and execute through efficient processes and structured thinking
  • Excellent communication and interpersonal skill, influence power, and English

CORE WORK ACTIVITIES
CLS Generic Expected Contribution

  • Partners with Area Team to source and recruit executive committee members for properties through internal and external sources.
  • Prepares General Manager candidate’s CV in standard format for AVP’s review.
  • Roll-outs and implements corporate recruitment tools to properties, and ensure tools are being used consistently and according to the recommended guidelines.
  • Facilitates the transfer and promotions between properties and brands in Marriott International.
  • Identifies various external recruitment sources (e.g. recruitment agencies, websites, etc.), and educates sources on desired candidate profile for management openings. Effectively communicates the benefits of working in the brand to attract candidates.
  • Lead a team of TA professionals at different experience level up to senior managers
  • Establish and implement effective performance measurements, refine the work flow to fulfil the manpower needs of the company in an efficient and effective manner
  • Formulate and execute comprehensive recruitment strategies
  • Closely partnering with senior business and HR stakeholders to ensure that talent acquisition plans and deliverables are aligned with broader business strategies and needs. Candidate will also be looked to for external talent market intelligence to inform our people strategies;
  • Evolve talent selection capabilities and processes to select for the most suitable talent. Coach and educate hiring managers in selection process;
  • Drive the TA strategy in Greater China to align with APAC TA Strategy Road Map while leverage the local best practice;

    Specific Expected Contributions
  • Talent Acquisition & Management
  • Manage both internal and external staffing resources for identified business functions.

  • Support the identified Discipline Leader in talent acquisition for:
    • Business function Leader roles on Purple Band at hotel properties level, for both operating and pre-opening hotels.
    • Cluster or above property level role as assigned.
  • Prequalification interviews to assess interest level and credentials.

  • Manage and lead external recruitment sources inclusive of employment agencies contract negotiations and Third-Party Independent Contractors.

  • Workforce Planning
  • Leads and facilitates Workforce Planning Process for identified business functions. This scope may include monthly workforce planning meeting and periodic talent review sessions and annual human capital review, and will be defined further in consultation with leadership.

  • Act as a subject expert to facilitate talent movement between properties, cluster and above-property through Workforce Planning meeting.

  • This includes document generation and updating and meeting scheduling

  • Talent Pipeline Engagement & Management
  • Dedicated key focus in building “external” talent database and where needed “cold calling” and/or” headhunting” competitor candidates that usually require extensive market research i.e. prospect candidate name generation, property mapping, competitive intelligence in specific targeted audience market.

  • Nurture candidate relations via applicable channels such as social media and/or in-person events and/or e-mail or WeChat platforms - Design and launch target group recruitment marketing

  • Maintain active database and surface external prospects to function leadership in talent review meetings.

  • Generate and maintain a pool of external ready talent and internal Hi-Potentials for building effective talent pipeline to support the future growth.

  • Collaborate with HR/TA Manager in other region to facilitate talent movement for identified business functions.


  • Talent Acquisition Systems and Deployment
  • Provide active support and participate in global system implementation for selection assessment tool, as needed.

  • Work closely with Talent Acquisition COE on key initiative rollouts.

  • Active user and expert in the use of GRS and Recruitment Candidate Relations Management System (CRM).

  • Support other users and maximize benefits from the system.

  • Project Management
  • Leads and manages team projects as assigned by team leader.

  • Supports TAMS team projects.


  • Others:
  • Other TA responsibilities and programs as assigned.

  • Work closely with Talent Acquisition on the global initiatives and assist on deployment for identified business functions in the region.


    MANAGEMENT COMPETENCIES

Leadership

  • Adaptability - Maintains performance level under pressure or when experiencing changes or challenges in the workplace.
  • Communication - Conveys information and ideas to others in a convincing and engaging manner through a variety of methods.
  • Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develops and evaluates alternatives and solutions, solves problems, and chooses a course of action.

  • Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values.

Managing Execution

  • Building and Contributing to Teams - Participates as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.

  • Driving for Results - Sets high standards of performance for self and/or others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required.

  • Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements to accomplish goals and ensure work is completed.

Building Relationships

  • Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.

  • Customer Relationships - Develops and sustains relationships based on an understanding of customer/stakeholder needs and actions consistent with the company’s service standards.

  • Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opportunity to contribute to their full potential.

Generating Talent and Organizational Capability

  • Organizational Capability - Evaluates and adapts the structure of assignments and work processes to best fit the needs and/or support the goals of an organizational unit.
  • Talent Management - Provides guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.

Learning and Applying Professional Expertise

  • Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self and/or others.
  • Business Acumen - Understands and utilizes business information to manage everyday operations and generate innovative solutions to approach business and administrative challenges.

  • Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges. o Talent Acquisition-Designs, develops and executes tools and processes associated with employee recruitment, hiring, and onboarding.

  • Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
  • Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
  • Mathematical Reasoning - Adds, subtracts, multiplies, or divides quickly, correctly, and in a way that allows one to solve work-related issues.

  • Oral Comprehension - Listens to and understands information and ideas presented through spoken words and sentences.
  • Reading Comprehension - Understands written sentences and paragraphs in work related documents.
  • Writing - Communicates effectively in writing as appropriate for the needs of the audience.

Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.

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