Training Series Lead/Coordinator – AECOM – Canada

APPLY HERE

AECOM Training Series Lead/Coordinator in Kincardine- Ontario
Canada – Ontario- Kincardine
Job Summary
AECOM is a premier- fully integrated professional and technical services firm
positioned to design- build- finance and operate infrastructure assets around
the world for public- and private-sector clients. With nearly 100-000
employees — including architects- engineers- designers- planners- scientists
and management and construction services professionals — serving clients in
over 150 countries around the world- AECOM is ranked as the #1 engineering
design firm by revenue in Engineering News-Record magazine`s annual industry
rankings- and has been recognized by Fortune magazine as a World`s Most
Admired Company. The firm is a leader in all of the key markets that i

serves- including transportation- facilities- environmental- energy- oil an

gas- water- high-rise buildings and government. AECOM provides a blend o

global reach- local knowledge- innovation and technical excellence i

delivering customized and creative solutions that meet the needs of clients`
projects. A Fortune 500 firm- AECOM companies- including URS Corporation and
Hunt Construction Group- have annual revenue of approximately $19 billion.
More information on AECOM and its services can be found at www.aecom.com .

AECOM is seeking a Training Series Lead/Coordinator to be based at our
Kincardine- ON location. An ideal candidate must be local or willing to
relocate to the area. A Living Out Allowance may be available.

ABOUT US

The Shoreline Power Group is a Joint Venture of Aecon- AECOM and SNC-Lavalin.
Shoreline Power Group will be completing the Fuel Channel and Feeder
Replacement (FCFR) project. The joint venture has been awarded a contract by
Bruce Power to execute the Unit 6 FCFR at the Bruce Nuclear Generating Station
in Kincardine- Ontario.

This project is part of Bruce Power`s Life Extension Program- which will allow
Bruce Power`s CANDU units to continue to operate safely through to 2064- the
project is the centerpiece of the Major Component Replacement (MCR) program to
replace the main components of the reactor. Unit 6 is the first of six
reactors being replaced by Bruce Power through the MCR program.

The scope of work includes the removal and replacement of calandria tubes-
pressure tubes- and feeders for Unit 6- as well as construction management and
trade labour. Work is scheduled to commence in June 2020- with expected
completion in the third quarter of 2022.

PURPOSE OF THE POSITION

Under the direction of the Series Training Manager- the Training Coordinator
will lead the scheduling and organizing of training activities for the Bruce
Power FCFR Series execution.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

Partner with stakeholders regarding employee training requirements

Coordinate the training analysis phase and apply the Training Needs Analysis and OPEX

Liaise with subject matter experts to organize the relevant information for instructional design

Support the Instructional Designer with training content creation during the development phase

Design and apply assessment tools and KPI`s to measure training effectiveness

Evaluate and make recommendations on training material and methodology

Coordinate logistics for training activities including venues and equipment

Track and report on training outcomes and provide feedback to program participants and management

Act as Training Team interface with Aecon University

Maintain employee training records using project Learning Management System (AU)

Keep current on training technology and methodology

Manage the Training Readiness process to ensure successful implementation of the Training Program.

Ensure Training Program is developed in compliance with regulatory requirements- and applicable project specifications and work plans.

OTHER DUTIES AND RESPONSIBILITIES

Liaise with Project Controls Group for financial forecasting and schedule updates.

Other duties as directed by the Series Training Manager

SUPERVISORY RESPONSIBILITIES

Provide leadership to those interfacing with the training program to ensure organizational objectives are met

Provide mentorship to Training Team Coordinators

Conditions of Employment for this position are:

For positions that fall into the list of required positions within the AECOM
Oil & Gas Background Check policy- qualified applicants who are offered- and
accept- the role must complete a satisfactory pre-employment Background Check.
This may consist of all or a combination of the following: Canadian Criminal
Record check- an Employment Verification and/or an Education and Accreditation
Verification.

Minimum Requirements

KNOWLEDGE AND SKILLS

Technical college diploma or equivalent combination of technical training and/or related experience.

Minimum 5 years industrial construction experience in a coordination role

Knowledge of construction industry best practices for Safety- Quality- Work Planning and Project Controls

Good communication- organization and leadership skills are essential

Advanced Skills using Excel- Outlook and MS Project (database management and programming an asset)

Experience with database management and programming an asset

Preferred Qualifications

OTHER QUALIFICATIONS

Due to the nature of work conducted by AECOM- mandated nuclear export controls requirements must be met for employment

Our background check process includes a full security check and clearance process as well as reference checks. The security clearance process includes a comprehensive list of previous residences- employment- education and other pertinent information. Those with a valid Bruce Power security clearance are strongly preferred.

What We Offer

When you join AECOM- you become part of a company that is

pioneering the future . Our teams around the world are involved in some of the
most cutting-edge and innovative projects and programs of our time- addressing
the big challenges of today and shaping the built environment for generations
to come. We ensure a workplace that encourages growth- flexibility and
creativity- as well as a company culture that champions

inclusion- diversity and overall

employee well-being through programs supported by company leadership. Our

core values define who we are- how we act and what we aspire to- which comes
down to not only

delivering a better world – but working to |make amazing happen| in each
neighborhood- community and city we touch. As an Equal Opportunity Employer-
we believe in each person`s potential- and we`ll help you reach yours.

Job Category Administrative Support / Secretarial

Business Line Construction Services

Business Group Construction Services Group (CS)

Country Canada

Position Status Full-Time

Requisition/Vacancy No. 224702BR

Clearance Required No

Qualified applicants will receive consideration for employment without regard
to race- color- religion- sex- national origin- sexual orientation- gender
identity- disability or protected veteran status.

Director of Human Resources – Delta Hotels Victoria Ocean Pointe Resort – Canada

APPLY HERE

Job Number 190015BD
Job Category Human Resources
Location Delta Hotels Victoria Ocean Pointe Resort| 100 Harbour Road|
Victoria| British Columbia| Canada
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.

Director of Human Resources – Westin Bayshore – The Westin Bayshore – Canada

APPLY HERE

Job Number 19080909
Job Category Human Resources
Location The Westin Bayshore| Vancouver| 1601 Bayshore Dr| Vancouver|
British Columbia| Canada
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

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.

_

HR Manager – AECOM – Canada

APPLY HERE

AECOM HR Manager in The Hague- Newfoundland
Belgium – Flemish Brabant- Leuven
Job Summary
This role will ensure that the EMEA Human Resources strategy is delivered
across Benelux- with a key focus on recruiting and retaining an enabled- high
performing- and engaged team. Operating as a standalone role across Benelux-
and drawing upon the wider EMEA HR model- this role will be primarily
responsible for HR operational delivery.
Duties
In partnership with regional HR leadership- deliver and provide expertise on the full employee life cycle- including talent acquisition- onboarding- talent management- employee relations- reward and HR administration.
Provide strong coaching and HR Partnership to support leadership in the designated business area.
Ensure best practice human resources policies and procedures are embedded.

Participate in regional and global human resources initiatives and lead locally. Collaborate as a team member on EMEA wide ad hoc HR Projects as and when required.

In collaboration with the Talent COE- progress the talent strategy by working closely with the business on work force- leadership development- diversity and inclusion- the culture of change and succession plans.

Deliver and embed key strategic Human Resources and business programs within the designated business area.

Support employer branding activities.

Ensure investment in our people to drive the business forward.

Manage the local implementation of annual performance and compensation reviews.

Partner local management on initiatives to drive and sustain employee engagement- with a positive impact on retention rates.

Deliver transactional HR work across Benelux- including the on boarding of new hires- transfers- local requirements- registration- administration and payroll consolidation.

Working closely with the Tier 1 and EMEA team- identify opportunities to ensure transactional activities are delivered in the most efficient way within the wider HR model.

Advise and support the Country manager on any Dutch Work counsel related queries

Deliver statutory tasks in accordance with the local laws.

Ensure the maintenance of employee files- in accordance with local legislation.

Deliver required documents ensuring legal- financial and tax compliance.

Collaborate closely with centres of expertise such as Talent Acquisition- Global Mobility- HR Transformation- Legal and Rewards.

Behavioural Attributes

Embodies through demonstrable behaviour the key elements of the AECOM values;

Deliver: Growth through operational excellence and flawless execution.

Dream: Reimagine what is possible. And realise it.

Anticipate: Understand the complexity of our clients` challenges- and help them see further.

Inspire: Develop and celebrate our people- and elevate the communities we touch.

Collaborate: Connect expertise to create innovative solutions.

Safeguard: Operate ethically and with integrity- while prioritising safety- ethics- and security- in all that we do.

Minimum Requirements

Internationally recognised qualification in Human Resources- Psychology or a
Business-related subject is preferred.

Specific Skills Required

Demonstrable experience operating in a complex- fast paced- international business environment.

Fluent in English and Dutch (oral and written)

Capacity to convert strategic plans into demonstrable action plans

Ability to identify- develop- mentor and engage with key members of staff

Proven ability to lead and influence change management initiatives

Expertise in local employment legislation

Hands-on in delivery of transactional work

Experience with Belgium and Dutch labor law and pay roll regulation

Experience with Dutch Works council including drafting Advies and Instemmings reports

Person Specification (Attributes)

Capacity to manage high levels of ambiguity

High levels of resilience

Solutions oriented- and outcome focused by being innovative and creative

Collaborative and engaging in style and embraces a |best for business| mindset

Advanced problem-solving skills and a challenging and inquisitive approach

Ethical

Well-developed emotional intelligence

Highly developed influencing- engagement- negotiation and communication skills

Proven capacity to deliver accurate results and make and support tough decisions in the interests of the business

Well organised with strong time management skills and the ability to prioritise

Proven capacity to manage ambiguity and diverse stakeholder groups

Uncompromising approach and demonstrable commitment to Health & Safety- Quality and business ethics

Preferred Qualifications

Experience of working for a large multi-national firm within a complex matrix
structure would be highly preferred

Ability to travel if required. Position can be based in the Netherlands of
Belgium (close to Den Haag or Leuven)- weekly travel (minimally bi weekly)
travel to locations is required.

What We Offer

When you join AECOM- you become part of a company that is

pioneering the future . Our teams around the world are involved in some of the
most cutting-edge and innovative projects and programs of our time- addressing
the big challenges of today and shaping the built environment for generations
to come. We ensure a workplace that encourages growth- flexibility and
creativity- as well as a company culture that champions

inclusion- diversity and overall

employee well-being through programs supported by company leadership. Our

core values define who we are- how we act and what we aspire to- which comes
down to not only

delivering a better world – but working to |make amazing happen| in each
neighborhood- community and city we touch. As an Equal Opportunity Employer-
we believe in each person`s potential- and we`ll help you reach yours.

Job Category Human Resources

Business Line Geography OH

Business Group Design and Consulting Services Group (DCS)

Country Belgium

Position Status Full-Time

Requisition/Vacancy No. 218884BR

Additional Locations NL – The Hague

Clearance Required No

Qualified applicants will receive consideration for employment without regard
to race- color- religion- sex- national origin- sexual orientation- gender
identity- disability or protected veteran status.

Director of Human Resources – Westin Bayshore – The Westin Bayshore – Canada

APPLY HERE

Job Number 19080909
Job Category Human Resources
Location The Westin Bayshore| Vancouver| 1601 Bayshore Dr| Vancouver|
British Columbia| Canada
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

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.

_

Human Resources Manager – Delta Hotels Thunder Bay – Canada

APPLY HERE

Job Number 19079124
Job Category Human Resources
Location Delta Hotels Thunder Bay| 2240 Sleeping Giant Parkway| Thunder
Bay| Ontario| Canada
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

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).

_

Director of Human Resources – Delta Hotels Victoria Ocean Pointe Resort – Canada

APPLY HERE

Job Number 190015BD
Job Category Human Resources
Location Delta Hotels Victoria Ocean Pointe Resort| 100 Harbour Road|
Victoria| British Columbia| Canada
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.

TSR/Technical Trainer – DELL – Canada

APPLY HERE


TSR/Technical Trainer
Competitive salary
Ontario- North York
Dell provides the technology that transforms the way we all work and live. But
we are more than a technology company — we are a people company. We inspire-
challenge and respect every one of our over 100-000 employees. We also provide
them with unparalleled growth and development opportunities. We can`t wait for
you to discover this for yourself as a TSR/Technical Trainer on our DCC
team in Ontario- North York.
At Dell- we create the extraordinary. Our Inside Product Specialists are the
experts who sell innovation to the world. Responsible for a set of product

and services- they get to know their portfolio inside and out. Our Insid

Sales teams rely on them for technical advice during the sales process. The

directly advise customers on everything from product features an

configurations- through to pricing and availability. Crucially- howeve

complex the question- they`re ready to deliver technical solutions to meet
customers` needs via phone- chat- web or email.

Key Responsibilities

Devising technical training programs according to organizational requirements
Producing training schedules and classroom agenda
Determining course content according to objectives

Essential Requirements

Prepare training material (presentations- worksheets etc.)
Execute training sessions- webinars- workshops etc. in groups or individually
Arrange for and conduct on-site training when needed
Keep and report data on completed courses- absences- issues etc.
Observe and evaluate results of training programs
Determine overall effectiveness of programs and make improvements

Desirable Requirements

Knowledge of modern training techniques and tools in technical subjects
Experience in designing technical course content
Ability to address training needs with complete courses
Working knowledge in MS Office (especially Powerpoint)
Outstanding communication skills and comfortable speaking to crowds
Excellent organizational and time-management abilities

Benefits
We offer highly competitive salaries- bonus programs- world-class benefits-
and unparalleled growth and development opportunities — all to create a
compelling and rewarding work environment.

If you`re ready to get to the heart of ground-breaking products and champion
innovation as an expert- this is your opportunity to develop with Dell.

Dell Canada Inc. (|Dell|) is committed to fostering an inclusive- accessible
environment- where all employees and customers feel valued- respected and
supported. We are dedicated to building a workforce that reflects the
diversity of our customers and communities in which we live and serve- and
creating an environment where every employee has the opportunity to reach
her/his potential. We welcome applications from: women- Aboriginal persons-
persons with disabilities- ethnic minorities- visible minorities- and others
who may contribute to diversification.

As part of our commitment to accessibility for all persons with disabilities-
Dell will- upon the request of the applicant- provide accommodation during the
recruitment process to ensure equal access to applicants with disabilities. If
you are selected for an interview and you need accommodation- please contact
your recruiter.

Job Family: Inside-Sales Job ID: R64734

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

APPLY HERE

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

APPLY HERE

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.

_