Human Resources Manager

Human Resources Manager

The Human Resources Manager (HRM) serves as the primary, onsite resource for Marriott Vacation Club San Francisco. The role is responsible for supporting all phases of the employment lifecycle, by leveraging a combination of onsite, corporate and third-party resources to accomplish daily tasks. The HRM serves as a key member of the onsite leadership team, building trust and rapport necessary to influence decisions without formal authority.

The role will report directly to the Area Director of Human Resources and is responsible for providing strategic support to associates and leaders in functional areas, including Associate Relations, Labor Relations, Compliance, Leaves of Absence and Onboarding. Work on special projects may also be required, on an as needed basis.

Work Schedules— Maintain availability to work a fluctuating schedule, based on business needs, which may include days, nights, weekends, and holidays

Education, Certification, or Licenses Preferred – Bachelor's degree in Human Resources, Business Administration, Hospitality or similar discipline or equivalent experience required

Experience – 1 – 3 years progressive experience in an HR Specialist or Generalist role required. Experience working in a union environment preferred.

Competencies – Personal Attributes:

• Strong written and verbal communication skills
• Proficiency with Microsoft Office products, including Word, Excel and PowerPoint
• Proven ability to function as a team player who also works with a high degree of independence
• Experience collecting, analyzing and disseminating data to inform decision-making process
• Ability to prepare written reports, correspondence, and presentations to site leaders as required

Essential Functions

Strategic Human Resources

• Provides liaison and consulting services to all levels of management and associates, interpreting and defining CBA and/or company-specific policies and procedures to ensure/enforce compliance
• Develops, plans, and carries out all local policies and procedures relating to all phases of Human Resources
• Analyzes and reviews statistical data and reports to identify and determine causes of turnover and retention within the workforce, and develops recommendations/improvements to management, as well as improvements to employment policies, processes, and practices
• Assists site leadership in the planned development and reinforcement of organizational strategies, structure, and processes
• Works with site management to identify current and future opportunities and strengths within the workforce
• Collaborates with all levels of leadership to build trust and rapport and exert influence without formal authority

Associate Relations

Conducts investigations and recommends follow up, escalating critical issues, supporting leaders on navigating policy and progressive disciplinary action provisions of the Collective Bargaining Agreement (CBA) and Associate Handbook

Supports property-level efforts to maintain an engaging and inclusive environment through driving participation in monthly engagement and community events

• Maintains confidentiality of sensitive information and demonstrates a high degree of integrity when navigating challenging situations

Labor Relations

• Serves as company point of contact for all union matters
• Represents company at grievance and mediation hearings
• Partners with third-party providers to oversee submission of monthly benefit and dues payments
• Partners with Department Heads to maintain accurate seniority lists and manage update and posting process

Compliance

• Maintains up to date awareness of laws and employment guidelines at the city and county level
• Partners with COEs to ensure all resources (Associate Handbook, Pre and Post Hire Paperwork, On-Site Postings, HRIS Configuration, wage scales, benefit rates, etc.) are updated and available for distribution
• Conducts routine self-audits of internal processes and procedures in preparation for annual HR audit; works with leaders to identify areas of opportunity and create action plans to address

Leaves of Absence

• Partners with COE to ensure all LOA requests comply with company, city and/or CBA-specific guidelines
• Directs associates to resources necessary to submit requests for leave
• Works with leaders on tracking leaves, collecting return to work documentation and navigating process

On Boarding

• Facilitates New Hire Orientation, highlighting site-specific benefits and programs
• Supports region New Manager Orientation facilitation, as needed
• Partners with union on communicating available benefits and resources to new associates

Worker's Compensation

• Partners with onsite Safety & Security Manager and Department Heads to investigate work-related injuries, evaluate requests for accommodation (when appropriate) and track follow-up
• Serves as member of safety committee, actively promotes a culture of safety

Work Environment

Work Area Expectations:

Frequently Asked to Perform the Following

• Lift/Carry/Push/Pull Items that Weigh up to 10 lbs. without assistance
• Use of Computer, telephone, and other office equipment
• Stand
• Walk
• Sit
• Work a schedule that includes specific shifts and hours

Occasionally Asked to Perform the Following

• Exposure to high levels of noise
• Climb Stairs
• Bend
• Stoop
• Crouch
• Reach
• Grasp

Compensation Range - $100,000 - $ 110,000 Relocation assistance available

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.