Market Director of Human Resources, Sub Saharan Africa

POSITION SUMMARY

This position will report to the Vice President Market Human Resources Europe, Middle & Africa. As an integral member of the continent team, the MDHR will work with the rest of the Europe Middle East & Africa (EMEA) HR Team, Area Team, and property teams, contributing a high level of generalist knowledge and skills in human resources to support both business and human resource objectives, as well as contribute significantly in all aspects of strategic business leadership and operations management.

This position will play a role as Senior HR Generalist for all brands across Sub Saharan Africa. The MDHR partners with the Area team and the rest of the EMEA HR leadership team to translate business strategy into human resources practices that build organizational capability to meet business goals. He/she will also partner with the various HR departments to ensure the delivery of HR support and services to the Area. DHR/HR Leaders at each property in the region will have a direct solid reporting line into this position.

The MDHR works with the DHR/HR Property leader to comply with company policy including recruitment, total compensation and benefits, employee relations, and development, and ensures compliance with local country regulations and Marriott International operating procedures. As a member of the area team, develops and implements hotel-wide strategies that deliver products and services to meet or exceed the needs and expectations of the brand's target customer and property associates.

The successful incumbent will work within appropriate business guidelines and considerable independence on market-based issues and initiatives including but not limited to developing operating plans and related operational processes to lead implementation and sustainability of all human resource strategies, policies and programs and driving alignment with broader business objectives.

SCOPE

The MDHR provides HR Generalist support for managed hotels in a broad geographic area:

1. MDHR: Works directly with all brand property leaders across Sub Saharan Africa.
2. Location Requirements: Preference for the MDHR to be based in Cape Town, South Africa.
3. Language Requirements: English is required.
4. Travel Requirements: Travel required in area for support and property visits. Travel can range from 40%+ depending upon business needs.

BUSINESS CONTEXT

Strategic HR Leadership

1. Provides leadership and development to the HR leaders in partnership with the GM.
2. Market point person for key communications, ownership of issues, policy changes, etc. for total compensation and labor.
3. Build and support the use of best practices for Human Resources; ensure area achieves balanced scorecard goals.
4. Contribute to the development and execution of business priorities by providing informed viewpoints about human resource operations.
5. Lead the planning and execution of implementation of continent human resource initiatives, strategies, policies and practices across the market, as required.
6. Engage in a close partnership with VP HR's for EMEA, RVP and GMs to drive HR systems and talent management excellence, organizational effectiveness, and continually assess and address market level HR trends and opportunities.
7. Apply personal expertise and consult with hotel leadership teams on complex human resource issues.
8. Conduct property reviews for hotels that are identified annually as high risk, needing additional focus, or have a significant impact on continent performance.
9. Use analytical tools and techniques produced by new HR systems to ensure that property visits are issue-based and focused on troubleshooting.

Talent Acquisition

1. Partner with Talent Management Team and RVP on GM succession planning and recruiting efforts for the area and work closely with the Talent Acquisition team on GM recruiting and succession planning efforts ensuring process and tools are fully optimized to select the best.
2. Work with property GMs to recruit and select HR Leader (DHR/HRM) for each property.
3. Drive staffing and workforce planning efforts for top talent in geography:
4. In partnership with Area team and/or market leaders determine the management staffing needs for openings and ensure that candidates are identified for these opportunities.
5. Assess, on an ongoing basis, hotel needs, and competencies required to fill upcoming openings; work with resources to ensure workforce planning is aligned with needs.
6. Support hourly recruiting efforts by ensuring the appropriate education, training, and/or tools are provided to properties in geography in a timely and efficient manner.

Performance Development

1. Ensure HR Leaders are trained (i.e. attend HR onboarding program, trained on key HR processes), development plans are in place and that goals are documented and progress towards goal achievement is measured.
2. Partner with Talent Management team on market-wide human capital reviews (HCR) and succession management in respective geography by:
3. Driving execution of LPA in their geography.
4. Working in partnership with the area team to provide job performance development and career guidance (e.g., coaching, mentoring) to on-property leadership (e.g., GMs, HR Leaders, etc.).
5. Working in partnership with market leadership and VP Learning & Development EMEA to identify, plan and implement training and development needs and activities for management and hourly associates.
6. Ensuring that all yellow/purple band associates with exceptional performance and potential have robust development plans.

Total Compensation

1. Responsible for the planning, analysis, and implementation/execution of compensation and benefits programs in the markets.
2. Analyze, recommend and influence to ensure that non-management and management wage programs are equitable and aligned with the market strategy with a goal of mitigating third party activity. Ensure Human Resources leaders conduct salary surveys, develop wage scales to ensure competitive pay rates, and review wage scales for each hotel to ensure internal and external equity.
3. Monitor the compliance and metrics of compensation and benefits programs in the market.
4. Work with VP Compensation & Benefits, EMEA and RVP to gauge trends, evaluate risks to various markets and develop recommendations for implementation.
5. Drive annual hourly total compensation evaluation/analysis/planning process and meetings.

Associate and Labor Relations

1. Ensure that all associate relations programs and policies are communicated in the properties and ensure compliance with these policies. Ensure each property has strong recognition programs.
2. Overall responsibility for associate relations service delivery through partnering with Property HR Leaders.
3. Act as expert as well as key escalation point for high risk/complex associate relations issues.
4. Provide consultation in support of creating and maintaining a positive work environment for associates utilizing the tools, services and resources available (in collaboration with the Continent HR team).
5. Stay abreast of union and work council activity in the various countries (if applicable). Ensure wages and benefits are competitive with local contracts. Continually reinforce concepts taught in Positive Associate Relations with management team.
6. Assist property HR leader to develop effective labor relations strategy and educate leadership team to ensure positive labor relations.
7. Coordinate with Continent HR team and RVP to analyze ES results for trends and need areas, ensure follow-up on need areas.

Coordination and Communication

1. Responsible for the implementation of corporate developed programs requiring continent and market implementation.
2. Drive the execution of transition plans for all acquisitions and divestitures.
3. Provide guidance on HR plan for new openings, in collaboration with the property HR leader and/or Director HR Openings. Prepare pre-opening HR budget for new hotel projects. Oversee HR issues during hotel acquisition and new openings to ensure smooth transition.
4. Facilitate conference calls and regular meetings with property HR leaders.
5. Facilitate any new roll-outs for the area. Provides training and updates on processes to HR leaders.
6. Work with business councils (i.e. GM and HR groups) to discuss HR initiatives and pull through/execution strategies.
7. Ensure community relations programs are part of hotel HR strategies.
8. In select cases, be present during Owner meetings (especially when related to a large ownership group).
9. Work with VP HR's EMEA to align the communication for the field on continent programs, projects and process enhancements.
10. Responsible for the successful execution of HR priorities as outlined by the Continent Sr Leadership Team.

General

1. Provide systemic approach to ensure compliance to HR policies as required by local labor laws.
2. Perform other duties as appropriate to meet business needs.

CANDIDATE PROFILE

Experience

1. At least 10 years of HR generalist experience and experience in a managerial role (Dir level and above) preferred.
2. Prior Multi Property or Cluster DHR experience preferred.
3. Lodging experience. Previous experience operating at a regional or continent level is a plus.

Education/Certification

1. Bachelor's degree/university degree or equivalent HR experience required. Advanced degree preferred.
2. SPHR or CIPD or other types of HR certifications preferred.

Skills & Knowledge

1. Strong business acumen; make decisions using data and business knowledge.
2. Strong understanding of property operations and the market.
3. Strong consulting skills and ability to interface with senior business leaders on complex business issues. Ability to deal effectively with ambiguity.
4. Ability to translate business needs into priorities, develop plans and execute against those effectively securing necessary support and resources, and monitoring progress against plans.
5. Ability to develop effective relationships, deal effectively with a broad group of stakeholders, and influence without direct authority. Develop and maintain strong interpersonal relationships with continent team members, hotel Executive Committee/Guidance Team leadership, hotel management and EMEA HR Team.
6. Strong team player and collaborator; effectively works in a matrix organization partnering to achieve results through others and leveraging resources outside own area.
7. Ability to creatively execute against the strategy and drive results; can originate and invent new ways to create a high performing work environment and maximize the return on talent.
8. Excellent verbal and written communication skills.
9. Cultural sensitivity and ability to leverage diversity. Understand and effectively manage in a diverse global work environment.
10. Ability to initiate and orchestrate systemic change within the organization, taking steps to remove barriers or to accelerate its pace.
11. Straightforward and constructive approach to dealing with conflict. Strong negotiation, consensus building and mediation skills.
12. Ability to articulate and gain support from others, building stakeholder loyalty and influencing strategies and outcomes.
13. Demonstrated initiative and ability to work independently, taking proactive action without relying on directions from others.
14. Ability to exercise flexibility rather than rigid adherence to procedures in order to accomplish goals.
15. Effective decision-making skills; can choose a course of action amongst options involving uncertainty or risk.
16. Strong problem-solving and analytical skills; encourages new innovative solutions and creative thinking.
17. Strong coaching and development planning skills.
18. Ability to work in a transaction-driven, deadline-driven environment to meet objectives of assignments while also meeting budget and quality goals. Delivers results and ability to balance priorities under pressure.
19. Leadership presence to establish credibility in area of expertise to influence with all levels of on-property and off-property organizations.
20. Trustworthy with strong business integrity and ability to hold sensitive information in confidence.
21. High analytical ability to convert soft HR measurement in area of expertise to hard business metrics.

Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.