(AUS-Sydney) Director of Human Resources

**Job Number** 20011328 **Job Category** Human Resources **Location** W Sydney, 31 Wheat Road, Darling Harbour, Sydney, New South Wales, Australia VIEW ON MAP **Brand** W Hotels **Schedule** Full-time **Relocation?** No **Position Type** Management **Start Your Journey With Us** Boldly coloring outside the lines of luxury, W turns the traditional notion of the extravagant hotel on its head. Our irreverent attitude and taste for excess redefine revelry for the modern jet set. Our guests have a lust for a life less ordinary that drives them to demand more, experience it all, and hit repeat. We share our guests’ passions, providing insider access to what’s new and what’s next. Moderation is not in our vocabulary and we know that lust for life demands more, not less. W guests soak it in and live each day with a mantra: Detox.Retox.Repeat. If you’re ready to create the energetic W scene that is magnetic to everyday disruptors around the world, then we invite you to explore a career with W Hotels. The W Sydney has 450 guest rooms and suites and 136 one, two- and three-bedroom apartments, 3 beverage and food outlets, a 600 SM ballroom and 3 meeting rooms. Guests will enjoy uninterrupted water views across Sydney Harbour to the north and a vista across the city and Tumbalong park. The W Sydney offers easy accessibility and good proximity to the newly reopened Sydney convention & exhibition centre, retail and dining facilities located in and around the Darling Harbour area, including Cockle Bay Wharf and Harbourside Shopping Centre and major tourist attractions located in Sydney Harbour. The hotel is project to open in Q1, 2021. **Purpose ofRole:** The Director of the Human Resources organization contributes a high level of human resource generalist knowledge and expertise for the property. The DOHR will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner. The DOHR generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives. Additionally, the DOHR utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success. **Cast KeyResponsibilities:** Managing the Human Resources Strategy + Executes and follows-up on engagementsurvey related activities. + Champions and builds the talentmanagement ranks in support of property and region diversity strategy. + Translates business priorities intoproperty Human Resources strategies, plans and actions + Implements and sustains Human Resourcesinitiatives at the property. + Coordinates the human capital reviewprocess at property(s) and leads succession planning activities onproperty and in the market, as appropriate. + Leads the assessment of property(s)leadership pipeline through the human capital review process and assistswith follow-up. + Creates value through proactiveapproaches that will affect performance outcome or control cost. + Monitors effective use of myHR byproperty managers and employees. + Leads and participates in successionmanagement and workforce planning. + Responsible for Human Resources strategyand execution. + Serves as key change manager forinitiatives that have high employee impact. + Attends owners meetings as a member ofthe property executive committee and provides meaning or context to theHuman Resources results (e.g., retention statistics, critical openpositions, employee satisfaction, and training initiatives and results);and demonstrates an understanding of owner priorities. + Supervises one or more on-property HumanResources, as well as market-based Human Resources Specialist typeresources where appropriate. Managing Staffing and Recruitment Process + Analyzes open positions to balance thedevelopment of existing talent and business needs. + Serves as coach and expert facilitator ofthe selection and interviewing process. + Surfaces opportunities in work processesand staffing optimization. + Makes staffing decisions to manage thetalent cadre and pipeline at the property. + Develops staffing strategy (incollaboration with hiring manager) relating to hiring practices; consultswith hiring manager on compensation, benefits, etc. + Monitors sourcing process and outcomes ofstaffing process. Managing Employee Compensation Strategy + Ensures managers are competent in assessingand evaluating hourly staff + Remains current and knowledgeable in theinternal and external compensation and work competitive environments. + Leads the planning of the hourly employeetotal compensation strategy. + Champions the communication and properuse of total compensation systems, tools, programs, policies, etc. + Participates in quarterly internal equityanalysis; reviews internal equity reports and surface issues needingresolution. + Creates and implement s totalcompensation management packages/offers, particularly recognition andincentive programs directed towards property priorities. Managing Staff Development Activities + Ensures completion of the duties andresponsibilities of the properties’ Human Resources staff members, asoutlined in applicable job description(s). + Ensures property Human Resources staff isproperly trained in all employee-related human resource information toappropriately respond to property employees. + Serves as resource to property HumanResources staff on employee relations questions and issues. + Continually reinforces positive employeerelations concepts. Leader + Collaboration and Communication with theSenior Leadership Team and all talent within W Sydney + Promoting effective communication amongst alltalents within the Revenue Management department to ensure every member of theteam has sufficient information and resources to fuel the lust for life of ourinternal & external guests. + Building long-lasting relationships withtalents and guests at all times. + Providing guidance to all talents by givingconstructive feedback. To identify talent’s learning gaps and develop trainingsystems designed around employees’ developmental needs. + Understanding the talent within thedepartment’s strengths and weaknesses and in doing so, foster a working environmentwhere all talents are able to build on constructive feedback. To encourage theuse of direct and indirect feedback to improve talent’s self-awareness anddevelopment in growing with Marriott. Human Resources + Embracing the W Sydney Core Vision and Valuesand ensuring it is cascaded to our talent + Promoting a playful working culture based onMarriott’s “Put People First” culture and W Hotels’ Core Values whereby talentscan achieve their fullest potential and their accomplishments are recognizedand rewarded. + Embracing talent development by activelyplanning and participating in training initiatives. + Encouraging bottom-up feedback andcommunication to regularly review and action on talent suggestions. Admin + Acting ethically in the handling, reportingand use of confidential information. + Ensure health & safety regulationsstandards are complied with. + Working knowledge of federal, state and locallaws governing equal employment opportunity and civil rights, occupationalsafety and health, wage and hour issues, and labour relations. + Conducting meetings, communicating regularlywith peers and other departments. + Flexibility to respond to a range of differentwork situations. **ProfileRequired** Talent and Key Competencies You+You=W + Collaborate + Produce exciting shows together + Embrace differences Get it Done, Make it Happen + Own it + Get it done creatively + Think and act proactively + Do it with style Believe and Achieve + Believe in W and personally engage + Be all that is now, embrace what is next + Achieve your potential + Innovate + Cultivate your talent Be An Expert + Know your job and serve as an expert in yourparticular area + Effectively learn and apply job knowledge andtechnical skills + Work to improve your functional skills for thefuture + Readily share your expertise with other Be W + Serve as a champion of W through words,actions and gestures + Follow brand standards + Have and show pride in W + Support the brand values: Bold, Witty, Insider Influence Your Audience + Communicate clearly and thoughtfully to engageyour audience + Use the brand voice when writing and speakingto promote the culture + Tailor method and style to persuade andcapture the attention of your audience + Continually enhance stand-up and visual presentationskills + Sell it! Flex Your Style + Know your strengths and weaknesses + Understand how your style and actions affectothers + Understand what’s going on around you + Choose to stay cool, confident, thoughtful andencourage others to follow your lead + Fill emotional bank accounts Innovate! + Know when it’s time to change and try newthings + Foster excitement for what’s next + Encourage the free exchange of ideas and risktaking + Bench mark the best and adapt good ideas tomake them great + Build and communicate the case for change + Influence others to innovate and evolve Solve the Right Problem + Support and investigate the resolution ofimportant problems + Escalate issues and eliminate barriers toprogress + Secure additional resources where payoff isclear + Provide guidance and work together to findcreative solutions Be a Talent Magnet + Hire for attitude and train for skills + Actively coach and develop others Lead with Passion + Show passion for what we do + Inspire, celebrate and promote team success Align and Engage + Solicit input and involve others + Work through others to execute plans andachieve objectives Technical / Functional Competencies + Excellent networking and communicationsskills. + A genuine personal interest in lifestyleevents and information that is close to W’s core values and brand positioning. + Excellent interpersonal and problem resolutionskills with an outgoing personality and ability to work as part of a team. + Excellent communication and organizationskills – ability to handle multiple tasks at once and follow-up whenever needed + Excellent analytical and numerical skills + Minimum of 3 years’ experience in a hotel HRteam + Australia experience required Other skills (Language, computers) + Must be able to speak, read, write andunderstand English. Additional knowledge of international and local languagesis appreciated but not mandated. + Proficiency in Microsoft Outlook, Word, Exceland PowerPoint _MarriottInternational is an equal opportunity employer committed to hiring a diverseworkforce and sustaining an inclusive culture. Marriott International does notdiscriminate on the basis of disability, veteran status or any other basisprotected under federal, state or local laws_