Hr Director - Sheraton Milan Malpensa Bardi

Hr Director - Sheraton Milan Malpensa
Bardi
Emilia Romagna, Bardi

Job Number** 24047764

**Job Category** Human Resources

**Location** Sheraton Milan Malpensa Airport Hotel & Conference Centre, Malpensa Terminal 1 S. S. 336, Ferno, Italy, Italy VIEW ON MAP

**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 rel