Happilo International - Head - Human Resources

Head of Human Resources

Profile Overview :

- The Head of Human Resources will report directly to the CEO. 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.

Duties/Responsibilities :

- Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.

- Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.

- Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

- Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.

- Conducts research and analysis of organizational trends including review of reports and metrics from the organization's human resource information system (HRIS) or talent management system.

- Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.

- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

- Develops and implements departmental budget.

- Facilitates professional development, training, and certification activities for HR staff.

- Performs other duties as required.

Required Skills/Abilities :

- Excellent verbal and written communication skills.

- Excellent interpersonal and negotiation skills.

- Excellent organizational skills and attention to detail.

- Excellent time management skills with a proven ability to meet deadlines.

- Strong analytical and problem-solving skills.

- Strong supervisory and leadership skills.

- Ability to adapt to the needs of the organization and employees.

- Ability to prioritize tasks and to delegate them when appropriate.

- Thorough knowledge of employment-related laws and regulations.

- Proficient with Microsoft Office Suite or related software.

- Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.

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 and in the market, as appropriate.

- Leads the property(s) leadership pipeline assessment through the human capital review process and assists with follow-up.

- Creates value through proactive approaches that will affect performance outcomes or control costs.

- Monitors effective use of my HR by property managers and employees.

- Leads and participates in succession management and workforce planning.

- Responsible for Human Resources strategy and execution.

- Serves as a key change manager for initiatives that have high employee impact.

- Attends CEO's 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 implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.

Educational Qualifications & Experience :

- Masters degree in Human Resources & Business Administration, or related field required.

- At least fifteen years of human resource management experience is required.

- SHRM-CP or SHRM-SCP is preferred.

- Collaborates with senior leadership to understand the organization's goals and strategy related to staffing, recruiting, and retention.

- Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization's human resource compliance and strategy needs.

- Administers or oversees the administration of human resource programs including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development.

- Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.

- Conducts research and analysis of organizational trends including review of reports and metrics from the organizations' human resource information system (HRIS) or talent management system.

- Monitors and ensures the organization's compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.

- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.

- Develops and implements departmental budget.

- Facilitates professional development, training, and certification activities for HR staff.

- Performs other duties as required.