*job number* 23083617
*job category* human resources
*location* the st. Regis punta mita resort, lote h-4, punta de mita, nayarit, mexico
*schedule* full-time
*located remotely?
* n
*relocation?
* n
*position type* management
*job summary*
the director of human resources will report directly to the property general manager, with a dotted-line (functional) reporting relationship to the regional senior director of human resources and will be an integral member of the property executive committee.
as a member of the human resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property.
he/she 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.
he/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives.
additionally, he/she utilizes a human resource business plan aligned with property and brand strategies to deliver hr services that enable business success.
*candidate profile*
*education and experience*
- 2-year degree from an accredited university in human resources, business administration, or related major; 4 years experience in the human resources, management operations, or related professional area.
or
- 4-year bachelor's degree in human resources, business administration, or related major; 2 years experience in the human resources, management operations, or related professional area.
*core work activities*
*managing the human resources strategy*
- executes and follows-up on engagement survey related activities.
- champions and builds the talent management ranks in support of property and region diversity strategy.
- translates business priorities into property human resources strategies, plans and actions
- implements and sustains human resources initiatives at the property.
- coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.
- leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
- creates value through proactive approaches that will affect performance outcome or control cost.
- monitors effective use of myhr by property managers and employees.
- leads and participates in succession management and workforce planning.
- responsible for human resources strategy and execution.
- serves as key change manager for initiatives that have high employee impact.
- attends owners meetings as a member of the property executive committee and provides meaning or context to the human resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
- supervises one or more on-property human resources, as well as market-based human resources specialist type resources where appropriate.
*managing staffing and recruitment process*
- analyzes open positions to balance the development of existing talent and business needs.
- serves as coach and expert facilitator of the selection and interviewing process.
- surfaces opportunities in work processes and staffing optimization.
- makes staffing decisions to manage the talent cadre and pipeline at the property.
- develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
- monitors sourcing process and outcomes of staffing process.
- ensures managers are competent in assessing and evaluating hourly staff.
*managing employee compensation strategy*
- remains current and knowledgeable in the internal and external compensation and work competitive environments.
- leads the planning of the hourly employee total compensation strategy.
- champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
- participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
- creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
*managing staff development activities*
- ensures completion of the duties and responsibilities of the properties' human resources staff members, as outlined in applicable job description(s).
- ensures property human resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.
- serves as resource to property human resources staff on employee relations questions and issues.
- continually rein