Job Number 19131767
Job Category Human Resources
Location The Westin Calgary| 320 4 Ave SW| Calgary| Alberta| Canada VIEW
Brand Westin Hotels & Resorts
Position Type Management
Start Your Journey With Us
At Westin| we are committed to empowering the well-being of our guests by
providing a refreshing environment| thoughtful amenities| and revitalizing
programming to help ensure that they leave feeling better than when they
arrived. We recognize that travel can be disruptive to our guests’ well-being|
and we’re energized to assist as partners in helping them maintain control and
soaring above it all while on the road. Everything we do is designed to help
guests be at their best| and they appreciate our supportive attitude|
anticipatory service and extensive knowledge on how to best assist them
throughout their stay. We are looking for dynamic people who are excited to
join the team and ready to jump into any situation to give a helping hand. If
you’re someone who has is positive| adaptable and intuitive| and has a genuine
interest in the well-being of others around you| we invite you to discover how
at Westin| together we can rise.
As a member of the property Human Resources support staff| he/she works with
Human Resources employees to carry out the daily activities of the Human
Resource Office including oversight of recruitment| employee relations|
benefit and worker’s compensation administration| payroll| and training and
development. Additionally| he/she focuses on delivering HR services that meet
or exceed the needs of employees and enable business success; as well as
ensures compliance with all applicable laws| regulations and operating
Education and Experience
High school diploma or GED; 2+ years experience in Human Resources| Operations Management| or related professional area.
Post-secondary education from an accredited university or college in Human Resources| Business Administration or Hospitality Management is preferred.
CORE WORK ACTIVITIES
Managing Recruitment and Hiring Process
Establishes and maintains contact with external recruitment sources.
Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
Networks with local organizations to source candidates for current or future openings.
Oversees/monitors candidate identification and selection process.
Provides subject matter expertise to property managers regarding selection procedures.
Performs quality control on candidate identification/selection.
Administering and Educating Employee Benefits
Works with new employees to educate and enroll in company sponsored pension and health benefit plan.
Provide employee assistance in switching coverage levels.
Provide general information to existing employees surrounding coverage levels.
Managing Employee Development
Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.
Uses available on the job training tools for employees; supervise on-going training initiatives and conducts training| when appropriate.
Ensures attendance and participation by all required employees in training programs
Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.
Maintaining Employee Relations
Assists in maintaining effective employee communication channels in the property (e.g.| develops formal written and verbal communications and assists with regularly scheduled property-wide meetings).
Reviews progressive discipline documentation for accuracy and consistency| and checks for supportive documentation and is accountable for determining appropriate action.
Utilizes an “open door” policy to acknowledge employee problems or concerns in a timely manner
Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources as necessary.
Partners with other managers to conduct employee accident investigations| as necessary.
Communicates performance expectations in accordance with job descriptions for each position.
Managing Legal and Compliance Practices
Ensures employee files contain required employment paperwork| proper performance management and compensation documentation| are properly maintained and secured for the required length of time.
Ensures compliance with procedure for accessing| reviewing| and auditing employee files and ensure compliance with the Privacy Act.
Communicates property rules and regulations via the employee handbook.
Ensures all safety and security policies are communicated to employees on a regular basis through orientation| property meetings| bulletin boards| etc.
Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
Manages Workers Compensation claims to ensure appropriate employee care and manage costs.
Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g.| valid reasons for selection/non-selection and applicants receive status notifications).
Adaptability – Maintains performance level under pressure or when experiencing changes or challenges in the workplace.
• Communication – Conveys information and ideas to others in a convincing and
engaging manner through a variety of methods.
• Problem Solving and Decision Making – Identifies and understands issues|
problems| and opportunities; obtains and compares information from different
sources to draw conclusions| develop and evaluate alternatives and solutions|
solve problems| and choose a course of action.
• Professional Demeanor – Exhibits behavioral styles that convey confidence
and command respect from others; makes a good first impression and represents
the company in alignment with its values.
• Building and Contributing to Teams – Actively participates as a member of a
team to move the team toward the completion of goals.
• Driving for Results – Sets high standards of performance for self and/or
others; assumes responsibility for work objectives; initiates| focuses| and
monitors the efforts of self and/or others toward the accomplishment goals;
proactively takes action and goes beyond what is required.
• Planning and Organizing – Gathers information and resources required to set
a plan of action for self and/or others; prioritizes and arranges work
requirements to accomplish goals and ensure work is completed.
• Coworker Relationships – Interacts with others in a way that builds
openness| trust| and confidence in the pursuit of organizational goals and
• Customer Relationships – Develops and sustains relationships based on an
understanding of customer needs and actions consistent with the company’s
• Global Mindset – Supports employees and business partners with diverse
styles| abilities| motivations| and/or cultural perspectives; utilizes
differences to drive innovation| engagement and enhance business results; and
ensures employees are given the opportunity to contribute to their full
• Organizational Capability – Evaluates and adapts the structure of own
assignments and suggests improvements to work processes to best fit the needs
and/or support the goals of an organizational unit.
• Talent Management – Provides support and feedback to help individuals
develop and strengthen skills and abilities needed to accomplish work
• Applied Learning – Seeks and makes the most of learning opportunities to
improve performance of self and/or others.
• Business Acumen – Understands and utilizes business information to manage
• Technical Acumen – Understands and utilizes professional skills and
knowledge in a specific functional area to conduct the work activities listed.
• Basic Competencies – Understands the fundamental competencies required for
accomplishing basic work activities including basic computer skills|
mathamatecial reasoning| oral comprehension| reading comprehension and