Director of Human Resources – W Montreal – W Montreal – Canada

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Job Number 1900183I
Job Category Human Resources
Location W Montreal| 901 Rue du Square Victoria| Montreal| Quebec| Canada

Brand W Hotels
Schedule Full-time
Relocation? No
Position Type Management
Start Your Journey With Us
Boldly coloring outside the lines of luxury| W turns the traditional notion of
the extravagant hotel on its head. Our irreverent attitude and taste for
excess redefine revelry for the modern jet set. Our guests have a lust for a
life less ordinary that drives them to demand more| experience it all| and hit
repeat.
We share our guests’ passions| providing insider access to what’s new and
what’s next. Moderation is not in our vocabulary and we know that lust for
life demands more| not less. W guests soak it in and live each day with a
mantra: Detox.Retox.Repeat. If you’re ready to create the energetic W scene
that is magnetic to everyday disruptors around the world| then we invite you
to explore a career with W Hotels.

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 reinforces positive employee relations concepts.

_

Manager| Human Resources (1 Year Contract) – The Westin Calgary – Canada

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Job Number 1900197P
Job Category Human Resources
Location The Westin Calgary| 320 4 Ave SW| Calgary| Alberta| Canada VIEW
ON MAP
Brand Westin Hotels & Resorts
Schedule Full-time
Relocation? No
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.

JOB SUMMARY

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
procedures. This position is a one year maternity leave coverage.

CANDIDATE PROFILE

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).

MANAGEMENT COMPETENCIES

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
lasting relationships.

• Customer Relationships – Develops and sustains relationships based on an
understanding of customer needs and actions consistent with the company’s
service standards.

• 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
potential.

• 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
objectives.

• 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
everyday operations.

• 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|
mathematical reasoning| oral comprehension| reading comprehension and
professional writing.

_

Area Director of Human Resources – Hilton Toronto

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JOB DESCRIPTION
 
Hilton Toronto located in the heart of Toronto| steps from PATH Underground
Shopping Mall and Queen Street is seeking a talented business partner Area
Human Resources Director!
As Area Human Resources Director you will be responsible for supporting
and contributing to the achievement of superior business results in the areas
of ensuring outstanding guest service| team member engagement| favorable
financial outcomes| strategic leadership and talent development| culture|
innovation and human resources operations.
This position will be based at the Hilton Toronto and will include all HR
responsibilities for the Hilton Toronto property. In addition| this position
will provide support and guidance to Hilton Toronto Airport & Suites| Hilton
Mississauga Meadowvale| Hilton Quebec and Hilton Saint John New Brunswick.

Specifically| an Area Director of Human Resources will perform the followin

tasks to the highest standard:

Lead and implement HR strategies to support superior business results

Successfully and innovatively implement HR strategic objectives and monitor for best-in-class results

Innovate| avoid the status quo and cultivate a transformational Team Member-centric workplace

Partner with GM/EC to deliver on Hilton|s values by creating high-impact TM engagement experiences

Champion Hilton|s culture at the hotel to inspire high-performing multi-cultural| multi-generational teams that build Hilton|s talent pipeline

Leverage people analytics for positive talent and work environment ROI

Role model strategic business partner standards to actively contribute to business results

Provide owner relations guidance in key areas of HR expertise| as needed

As applicable| partner with regional HRD and labor relations team on development of effective labor relations strategies and training

Ensure comprehensive People Plans are in place and updated annually

Guide| support and advise hotels in their approach to Union contract negotiations

Develop innovative forward thinking leaders

Serve as the Area|s credible SME on all matters relating to Team Member engagement| culture| performance management| talent| compliance| leadership and talent development| training and TM relations and Labor Relations

Serve as a visible| participatory leader who proactively and consistently engages with their GM/EC teams| HR teams and Team Members| external guests and communicates/presents HR Operations topics and initiatives to key stakeholders

Remain current on trends to evaluate innovative ways for process/practice improvements| workplace enhancements and coordinate the sharing of best practices within the Area

Partner with GM/EC on leading and coordinating community activities at the hotels

Participate or represent Hilton in industry or HR professional associations

Lead and engage in grievance process representing the interests of the hotel| organization and owners in conjunction with Hilton standards and CBA provisions

Ensure a best-in-class workplace that builds a culture in support of
Hilton|s values| mission and purpose

Integrate Hilton|s Values/Mission/Purpose when implementing HR Ops initiatives and support guest-centric programs

Create a vibrant Heart of House physical environment and ambiance that makes TMs feel energized| comfortable and motivated

Develop a recognition culture that exists among TMs and across all departments

Serve as an ambassador of Hilton|s culture engaging with TMs through direct and meaningful inter actions| leading by example| social media and digital tools

Deliver Thrive@Hilton well-being programs to enhance the mind| body and spirit of each Team Member

Champion Hilton|s community interests with pride

Actively supports Hilton|s guest-centric focus with the GM|s and EC Teams in the spirit of our vision and mission

Hire| Engage and develop the world|s best hospitality team members

Proactively identify present and future talent gaps and create action plans to address shortfalls.

Create talent development & succession plans to be shared across the area to encourage cross exposure and sharing of talent around the hotels. Retain in-depth knowledge of internal talent to help facilitate/manage people moves and talent decisions

Perform annual salary and benefits evaluation to ensure the hotels| total rewards are market competitive within each area

Ensure meaningful onboarding programs are in place for all new hires

Partner with key leaders within the hotels to create a leadership and development culture to support current and future talent needs

Ensure internal transfers/promos are the priority when filling positions

Maintain open lines of continuous| interactive communication with Team Members to ensure engagement (town halls| exit interviews| focus groups| coffee with Team Members)

Ensure all key hotel leadership roles have career development plans in place that are actively supported by leadership and profiles are current

Partner with GM/EC on completion of talent reviews| ensures consistency across hotels and departments and align with Hilton|s benchmarks

Lead the implementation and delivery of training and leadership development programs and ensure Team Members receive specific training to perform their jobs

Personally participate in the selection process for all management positions to ensure hotels select the best qualified candidates and ensure Hilton|s interviewing process (BBI) is followed for all positions

Promote benefits and perks of working for Hilton through various communication channels

Engage in industry networking or academic events to ensure the most qualified| diverse applicants are attracted and selected for employment and showcases Hilton as an employer of choice

Ensure mentoring and coaching culture is part of the hotel|s DNA and incorporate career discussions

Oversee| support and promote Hilton|s Performance Management process

Promote tools and communication channels that encourage regular| open TM performance feedback

Leads implementation of all Americas HR Operations initiatives and
objectives

Ensure HR standards/practices are compliant with local laws and audit at least 1x/year incl. but not limited to key areas

Ensure HR budget is prepared with focus on creating high-impact Team Member experiences| expenses are managed and variances are monitored including workers| compensation

Ensure HR Basics are collectively in place and applied

Ensure social/digital platforms are accessible and utilized across departments for purposes of real-time delivery of relevant property information and Team Member engagement

Embraces| implements and supports Americas HR Ops initiatives within the parameters and audiences defined each year

What are we looking for?

An Area Human Resources Director serving Hilton brands is always working on
behalf of our Guests and workingwith Team Members. To successfully fill this
role| you should maintain theattitude| behaviours| skills| and values that
follow:

Minimum 3 (three) years of Hotel Human Resources Director level experience
Minimum 3 (three) years in Labor Relations| Employee Relations and Performance Management experience
Minimum 3 (three) years of medium and/or large hotel property experience
Excellent leadership skills and exceptional communication skills
Strong commercial/business acumen
A passion for leadership and the vision to create a winning team
A proven track record of leading and developing an engaged team
HR experience in managing in a unionized environment

Preferred Qualifications:

Ability to communicate in French
Human Resources Professional Certificate ie) CHRP| SHRM/SCMP or equivalent

Whatwill it be like to work for Hilton?

Hilton is the leading globalhospitality company| spanning the lodging sector
from luxurious full-servicehotels and resorts to extended-stay suites and mid-
priced hotels. For nearly acentury| Hilton has offered business and leisure
travelers the finest inaccommodations| service| amenities and value. Hilton is
dedicated to continuingits tradition of providing exceptional guest
experiences across its global brands. Our vision to fill theearth with the
light and warmth of hospitality unites us as a team to createremarkable
hospitality experiences around the world every day. And| ouramazing Team
Members are at the heart of it all!

Human Resources Manager – Sheraton Gateway Hotel in Toronto International Airport – Canada

APPLY HERE

Job Number 19000KOR
Job Category Human Resources
Location Sheraton Gateway Hotel in Toronto International Airport|
Mississauga| Ontario
Brand Sheraton Hotels & Resorts
Schedule Full-time
Relocation? No
Position Type Management

Start Your Journey With Us
At Sheraton| we go above and beyond in everything we do. We are inspired by
our guests and one another – and are driven to make things better. We love
what we do| and we give it all we’ve got – on property and off. When guests
stay with us| it’s not just a room with a bed that they’re buying. It’s an
experience. We’re looking for someone who is ready to go beyond in everything
they do. If you are someone with a genuine drive to improve your life and the
lives of those around you| we encourage you to explore careers with Sheraton.

JOB SUMMARY

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| total compensation| 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 procedures.

CANDIDATE PROFILE

Education and Experience

• High school diploma or GED; 3 years experience in the human resources|
management operations| or related professional area.

OR

• 2-year degree from an accredited university in Human Resources| Business
Administration| or related major; 1 year experience in the human resources|
management operations| or related professional area.

CORE WORK ACTIVITIES

Managing Recruitment and Hiring Process

• Assists in the interviewing and hiring of Human Resource employee team
members with the appropriate skills| as needed.

• 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 (e.g.| Hotel Association and peers) 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.

• Partners with vendor partners to ensure effective advertisement efforts are
being utilized for open positions in appropriate venues to attract a diverse
candidate pool.

• Performs quality control on candidate identification/selection.

Administering and Educating Employee Benefits

• Works with the unemployment services provider to respond to unemployment
claims; reviews provider reports for accuracy and corrects errors.

• Prepares| audits and distributes unemployment claim activity reports to
property management.

• Attends unemployment hearings and ensures property is properly represented.

• Ensures that department has the available resources on hand to administer
employee.

Managing Employee Development

• Supports a departmental orientation program for employees to receive the
appropriate new hire training to successfully perform their job.

• Ensures employees are cross-trained to support successful daily operations.

• Uses all available on the job training tools for employees; supervise on-
going training initiatives and conducts training| when appropriate.

• 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.

• Ensures attendance by all new hires and participation of the leadership team
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 daily 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/Multi-Property
Director of Human Resources.

• Partners with Loss Prevention 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.

• Ensures medical records are maintained in a separate| secure and
confidential medical file.

• Facilitates random| reasonable belief and post accident drug testing process
(in properties where applicable).

• Communicates property rules and regulations via the employee handbook.

• Ensures all safety and security policies (e.g.| property removal| lost and
found items| blood borne pathogens| accident reporting| and hygiene) are
communicated to employees on a regular basis through orientation| property
meetings| bulletin boards| etc.

• Conducts periodic claims reviews with Regional Claims office to ensure
claims are closed in a timely manner and reserve levels are appropriate for
open claims.

• 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).

_

Market Director of Human Resources (Delta Bessborough and Delta Saskatoon) – Delta Hotels Bessborough – Canada

APPLY HERE

Job Number 19000QSU
Job Category Human Resources
Location Delta Hotels Bessborough| Saskatoon| Saskatchewan
Brand Delta Hotels and Resorts
Schedule Full-time
Relocation? No
Position Type Management

Start Your Journey With Us
With our diverse portfolio of locations| you’ll find Delta Hotels in world-
renowned cities and prestigious resorts across Canada. Delta Hotels is a
Marriott International brand and offers you the opportunity to find the
hospitality job and career journey that|s right for you. With more than 1100
managed properties and 19 brands you|ll find Marriott International in your
neighborhood and in more than 74 countries across the globe. Find Your World™
at Delta Hotels.

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 reinforces positive employee relations concepts.

Area Director of Human Resources – Hilton Toronto

APPLY HERE

JOB DESCRIPTION
 
As Area Director – Human Resources you will be responsible for supporting and
contributing to the achievement of superior business results in the areas of
ensuring outstanding guest service| team member engagement| favorable
financial outcomes| strategic leadership and talent development| culture|
innovation and human resources operations.
This position will be based at the Hilton Toronto and will include all HR
responsibilities for the Hilton Toronto property. In addition| this position
will provide support and guidance to Hilton Toronto Airport & Suites| Hilton
Mississauga Meadowvale Hilton Quebec and Hilton Saint John.
Specifically| an Area Director of Human Resources will perform the following
tasks to the highest standard:
Lead and implement HR strategies to support superior business results

Successfully and innovatively implement HR strategic objectives and monitor for best-in-class results

Innovate| avoid the status quo and cultivate a transformational Team Member-centric workplace

Partner with GM/EC to deliver on Hilton|s values by creating high-impact TM engagement experiences

Champion Hilton|s culture at the hotel to inspire high-performing multi-cultural| multi-generational teams that build Hilton|s talent pipeline

Leverage people analytics for positive talent and work environment ROI

Role model strategic business partner standards to actively contribute to business results

Provide owner relations guidance in key areas of HR expertise| as needed

As applicable| partner with regional HRD and labor relations team on development of effective labor relations strategies and training

Ensure comprehensive People Plans are in place and updated annually

Guide| support and advise hotels in their approach to Union contract negotiations

Develop innovative forward thinking leaders

Serve as the Area|s credible SME on all matters relating to Team Member engagement| culture| performance management| talent| compliance| leadership and talent development| training and TM relations and Labor Relations

Serve as a visible| participatory leader who proactively and consistently engages with their GM/EC teams| HR teams and Team Members| external guests and communicates/presents HR Operations topics and initiatives to key stakeholders

Remain current on trends to evaluate innovative ways for process/practice improvements| workplace enhancements and coordinate the sharing of best practices within the Area

Partner with GM/EC on leading and coordinating community activities at the hotels

Participate or represent Hilton in industry or HR professional associations

Lead and engage in grievance process representing the interests of the hotel| organization and owners in conjunction with Hilton standards and CBA provisions

Ensure a best-in-class workplace that builds a culture in support of
Hilton|s values| mission and purpose

Integrate Hilton|s Values/Mission/Purpose when implementing HR Ops initiatives and support guest-centric programs

Create a vibrant Heart of House physical environment and ambiance that makes TMs feel energized| comfortable and motivated

Develop a recognition culture that exists among TMs and across all departments

Serve as an ambassador of Hilton|s culture engaging with TMs through direct and meaningful inter actions| leading by example| social media and digital tools

Deliver Thrive@Hilton well-being programs to enhance the mind| body and spirit of each Team Member

Champion Hilton|s community interests with pride

Actively supports Hilton|s guest-centric focus with the GM|s and EC Teams in the spirit of our vision and mission

Hire| Engage and develop the world|s best hospitality team members

Proactively identify present and future talent gaps and create action plans to address shortfalls.

Create talent development & succession plans to be shared across the area to encourage cross exposure and sharing of talent around the hotels. Retain in-depth knowledge of internal talent to help facilitate/manage people moves and talent decisions

Perform annual salary and benefits evaluation to ensure the hotels| total rewards are market competitive within each area

Ensure meaningful onboarding programs are in place for all new hires

Partner with key leaders within the hotels to create a leadership and development culture to support current and future talent needs

Ensure internal transfers/promos are the priority when filling positions

Maintain open lines of continuous| interactive communication with Team Members to ensure engagement (town halls| exit interviews| focus groups| coffee with Team Members)

Ensure all key hotel leadership roles have career development plans in place that are actively supported by leadership and profiles are current

Partner with GM/EC on completion of talent reviews| ensures consistency across hotels and departments and align with Hilton|s benchmarks

Lead the implementation and delivery of training and leadership development programs and ensure Team Members receive specific training to perform their jobs

Personally participate in the selection process for all management positions to ensure hotels select the best qualified candidates and ensure Hilton|s interviewing process (BBI) is followed for all positions

Promote benefits and perks of working for Hilton through various communication channels

Engage in industry networking or academic events to ensure the most qualified| diverse applicants are attracted and selected for employment and showcases Hilton as an employer of choice

Ensure mentoring and coaching culture is part of the hotel|s DNA and incorporate career discussions

Oversee| support and promote Hilton|s Performance Management process

Promote tools and communication channels that encourage regular| open TM performance feedback

Leads implementation of all Americas HR Operations initiatives and
objectives

Ensure HR standards/practices are compliant with local laws and audit at least 1x/year incl. but not limited to key areas

Ensure HR budget is prepared with focus on creating high-impact Team Member experiences| expenses are managed and variances are monitored including workers| compensation

Ensure HR Basics are collectively in place and applied

Ensure social/digital platforms are accessible and utilized across departments for purposes of real-time delivery of relevant property information and Team Member engagement

Embraces| implements and supports Americas HR Ops initiatives within the parameters and audiences defined each year

What are we looking for?

An Area Director – Human Resourcesserving Hilton brands is always working on
behalf of our Guests and workingwith Team Members. To successfully fill this
role| you should maintain theattitude| behaviours| skills| and values that
follow:

Hold or be working towards CHRP designation| or equivalent
Minimum 5 years experience as an HR Director within a hotel environment
Excellent leadership skills and exceptional communication skills
Strong commercial/business acumen
A passion for leadership and the vision to create a winning team
HR experience in managing and supporting in a unionized environment

Preferred Qualifications;

BA/BSc degree

Whatwill it be like to work for Hilton?

Hilton is the leading globalhospitality company| spanning the lodging sector
from luxurious full-servicehotels and resorts to extended-stay suites and mid-
priced hotels. For nearly acentury| Hilton has offered business and leisure
travelers the finest inaccommodations| service| amenities and value. Hilton is
dedicated to continuingits tradition of providing exceptional guest
experiences across its global brands. Our vision to fill theearth with the
light and warmth of hospitality unites us as a team to createremarkable
hospitality experiences around the world every day. And| ouramazing Team
Members are at the heart of it all!

Human Resources Manager – Sheraton Gateway Hotel in Toronto International Airport – Canada

APPLY HERE

Job Number 19000KOR
Job Category Human Resources
Location Sheraton Gateway Hotel in Toronto International Airport|
Mississauga| Ontario
Brand Sheraton Hotels & Resorts
Schedule Full-time
Relocation? No
Position Type Management

Start Your Journey With Us
At Sheraton| we go above and beyond in everything we do. We are inspired by
our guests and one another – and are driven to make things better. We love
what we do| and we give it all we’ve got – on property and off. When guests
stay with us| it’s not just a room with a bed that they’re buying. It’s an
experience. We’re looking for someone who is ready to go beyond in everything
they do. If you are someone with a genuine drive to improve your life and the
lives of those around you| we encourage you to explore careers with Sheraton.

JOB SUMMARY

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| total compensation| 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 procedures.

CANDIDATE PROFILE

Education and Experience

• High school diploma or GED; 3 years experience in the human resources|
management operations| or related professional area.

OR

• 2-year degree from an accredited university in Human Resources| Business
Administration| or related major; 1 year experience in the human resources|
management operations| or related professional area.

CORE WORK ACTIVITIES

Managing Recruitment and Hiring Process

• Assists in the interviewing and hiring of Human Resource employee team
members with the appropriate skills| as needed.

• 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 (e.g.| Hotel Association and peers) 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.

• Partners with vendor partners to ensure effective advertisement efforts are
being utilized for open positions in appropriate venues to attract a diverse
candidate pool.

• Performs quality control on candidate identification/selection.

Administering and Educating Employee Benefits

• Works with the unemployment services provider to respond to unemployment
claims; reviews provider reports for accuracy and corrects errors.

• Prepares| audits and distributes unemployment claim activity reports to
property management.

• Attends unemployment hearings and ensures property is properly represented.

• Ensures that department has the available resources on hand to administer
employee.

Managing Employee Development

• Supports a departmental orientation program for employees to receive the
appropriate new hire training to successfully perform their job.

• Ensures employees are cross-trained to support successful daily operations.

• Uses all available on the job training tools for employees; supervise on-
going training initiatives and conducts training| when appropriate.

• 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.

• Ensures attendance by all new hires and participation of the leadership team
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 daily 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/Multi-Property
Director of Human Resources.

• Partners with Loss Prevention 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.

• Ensures medical records are maintained in a separate| secure and
confidential medical file.

• Facilitates random| reasonable belief and post accident drug testing process
(in properties where applicable).

• Communicates property rules and regulations via the employee handbook.

• Ensures all safety and security policies (e.g.| property removal| lost and
found items| blood borne pathogens| accident reporting| and hygiene) are
communicated to employees on a regular basis through orientation| property
meetings| bulletin boards| etc.

• Conducts periodic claims reviews with Regional Claims office to ensure
claims are closed in a timely manner and reserve levels are appropriate for
open claims.

• 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).

_

Housekeeper-Guest Environment Expert ($15/HR) – Delta Hotels Thunder Bay – Canada

APPLY HERE

Job Number 180037KC
Job Category Housekeeping & Laundry
Location Delta Hotels Thunder Bay| Thunder Bay| Ontario
Brand Delta Hotels and Resorts
Schedule Full-time
Relocation? No
Position Type Non-Management/Hourly

Start Your Journey With Us
With our diverse portfolio of locations| you’ll find Delta Hotels in world-
renowned cities and prestigious resorts across Canada. Delta Hotels is a
Marriott International brand and offers you the opportunity to find the
hospitality job and career journey that|s right for you. With more than 1100
managed properties and 19 brands you|ll find Marriott International in your
neighborhood and in more than 74 countries across the globe. Find Your World™
at Delta Hotels.

Job Summary

Guest Environment Experts are skilled in a wide range of housekeeping
functions with responsibility for maintaining the impeccable appearance and
cleanliness of the property. Our jobs aren’t just about giving guests a clean
room and a freshly made bed. Instead| we want to build an experience that is
memorable and unique. Our Guest Environment Experts are skilled in a wide
range of housekeeping functions with responsibility for maintaining the
appearance and cleanliness of the whole hotel. They are empowered to move
about their space and do what needs to be done. Whether delivering guest
requests| stocking carts| cleaning rooms and public spaces| or other similar
responsibilities| the Guest Environment Expert makes sure the spaces in the
hotel help create a great guest experience.

No matter what position you are in| there are a few things that are critical
to success – ensuring a safe work place| following company policies and
procedures| maintaining confidentiality| upholding quality standards| and
ensuring your uniform| personal appearance| and communications are
professional. Guest Environment Experts will be on their feet and moving
around (stand| sit| or walk for an extended time) and taking a hands-on
approach to work (move| lift| carry| push| pull| and place objects weighing
less than or equal to 50 pounds without assistance). Doing all these things
well (and other reasonable job duties as requested) is critical for Guest
Environment Experts – to get it right for our guests and our business each and
every time.

_

Human Resources Manager – Sheraton Gateway Hotel in Toronto International Airport – Canada

APPLY HERE

Job Number 19000KOR
Job Category Human Resources
Location Sheraton Gateway Hotel in Toronto International Airport|
Mississauga| Ontario
Brand Sheraton Hotels & Resorts
Schedule Full-time
Relocation? No
Position Type Management

Start Your Journey With Us
At Sheraton| we go above and beyond in everything we do. We are inspired by
our guests and one another – and are driven to make things better. We love
what we do| and we give it all we’ve got – on property and off. When guests
stay with us| it’s not just a room with a bed that they’re buying. It’s an
experience. We’re looking for someone who is ready to go beyond in everything
they do. If you are someone with a genuine drive to improve your life and the
lives of those around you| we encourage you to explore careers with Sheraton.

JOB SUMMARY

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| total compensation| 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 procedures.

CANDIDATE PROFILE

Education and Experience

• High school diploma or GED; 3 years experience in the human resources|
management operations| or related professional area.

OR

• 2-year degree from an accredited university in Human Resources| Business
Administration| or related major; 1 year experience in the human resources|
management operations| or related professional area.

CORE WORK ACTIVITIES

Managing Recruitment and Hiring Process

• Assists in the interviewing and hiring of Human Resource employee team
members with the appropriate skills| as needed.

• 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 (e.g.| Hotel Association and peers) 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.

• Partners with vendor partners to ensure effective advertisement efforts are
being utilized for open positions in appropriate venues to attract a diverse
candidate pool.

• Performs quality control on candidate identification/selection.

Administering and Educating Employee Benefits

• Works with the unemployment services provider to respond to unemployment
claims; reviews provider reports for accuracy and corrects errors.

• Prepares| audits and distributes unemployment claim activity reports to
property management.

• Attends unemployment hearings and ensures property is properly represented.

• Ensures that department has the available resources on hand to administer
employee.

Managing Employee Development

• Supports a departmental orientation program for employees to receive the
appropriate new hire training to successfully perform their job.

• Ensures employees are cross-trained to support successful daily operations.

• Uses all available on the job training tools for employees; supervise on-
going training initiatives and conducts training| when appropriate.

• 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.

• Ensures attendance by all new hires and participation of the leadership team
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 daily 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/Multi-Property
Director of Human Resources.

• Partners with Loss Prevention 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.

• Ensures medical records are maintained in a separate| secure and
confidential medical file.

• Facilitates random| reasonable belief and post accident drug testing process
(in properties where applicable).

• Communicates property rules and regulations via the employee handbook.

• Ensures all safety and security policies (e.g.| property removal| lost and
found items| blood borne pathogens| accident reporting| and hygiene) are
communicated to employees on a regular basis through orientation| property
meetings| bulletin boards| etc.

• Conducts periodic claims reviews with Regional Claims office to ensure
claims are closed in a timely manner and reserve levels are appropriate for
open claims.

• 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).

_

Human Resources Generalist – Marriott Downtown at CF Toronto Eaton Centre – Canada

APPLY HERE

Job Number 19000IL9
Job Category Human Resources
Location Marriott Downtown at CF Toronto Eaton Centre| Toronto| Ontario

Brand Marriott Hotels Resorts /JW Marriott
Schedule Full-time
Position Type Non-Management/Hourly
Start Your Journey With Us
Marriott International portfolio of brands includes both JW Marriott and
Marriott Hotels.
Marriott Hotels | Marriott International’s flagship brand with more than
500 global locations| is advancing the art of hosting so that our guests can
travel brilliantly. As a host with Marriott Hotels| you will help keep this
promise by delivering premium choices| sophisticated style| and well-crafted
details. With your skills and imagination| together we will innovate and
reinvent the future of travel.

JW Marriott is part of Marriott International|s luxury portfolio and
consists of more than 80 beautiful properties in gateway cities and
distinctive resort locations around the world. JW believes our associates come
first. Because if you’re happy| our guests will be happy. It’s as simple as
that. Our hotels offer a work experience unlike any other| where you’ll be
part of a community and enjoy a true camaraderie with a diverse group of co-
workers. JW creates opportunities for training| development| recognition and
most importantly| a place where you can really pursue your passions in a
luxury environment. Treating guests exceptionally starts with the way we take
care of our associates. That’s The JW Treatment™.

Job Summary

Assist and support management and the leadership team with handling and
resolving Human Resources issues. Assist employees with internal and external
transfer requests and procedures. Monitor and assist managers/supervisors with
hiring processes and issues. Coordinate and conduct applicant drug screens|
reference checks| background checks| motor vehicle checks| and social security
number verification. Maintain applicant flow| drug screen| orientation and
transfer request logs. Create and maintain new hire and personnel files and
enter them into Human Resources Information Systems. Assist with orientation
of new employees. Monitor all hiring and recruitment processes for compliance
with all local| state| and federal laws and company policies and standards.
Ensure accurate maintenance of all employee records and files (e.g.| interview
documents| I-9|s). Support processing and maintenance of payroll records in
accordance with policies and procedures| as necessary. Inform Human Resources
management of issues related to employee relations within the division or
property. Create and maintain filing systems. Generate Human Resources data
reports as necessary Answer phone calls and record messages. Create and type
office correspondence using computer. Serve as Human Resources subject matter
expert and participate on project teams. Train new hires on Human Resources
processes| programs| policies| information systems| etc. Follow all company
policies and procedures; ensure uniform and personal appearance are clean and
professional; maintain confidentiality of proprietary information. Speak with
others using clear and professional language; prepare and review written
documents accurately and completely; answer telephones using appropriate
etiquette. Develop and maintain positive working relationships with others;
support team to reach common goals; listen and respond appropriately to the
concerns of other employees. Move| lift| carry| push| pull| and place objects
weighing less than or equal to 10 pounds without assistance. Perform other
reasonable job duties as requested by Supervisors.

_