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Job Number 24022640

Job Category Human Resources

Location W Muscat, Al Kharijiyah Street Shatti Al Qurum, Muscat, Oman, Oman

Schedule Full-Time

Located Remotely? N

Relocation? N

Position Type Non-Management

JOB SUMMARY

Position directs and works with human resource employees to carry out the daily activities of the Human Resource Department, including recruitment, total compensation, employee relations and training and development. Focuses on delivering human resource services that meet or exceed the needs of employees and customers.

CANDIDATE PROFILE

Education and Experience

• 2-year degree from an accredited university in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; 2 years experience in human resources or related professional area; certified trainer.

OR

• 4-year bachelor's degree in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; certified trainer; no work experience required.

CORE WORK ACTIVITIES

Manages Employee Relations and Compensation Issues

• Brings issues concerning employee satisfaction to the attention of the department manager and Human Resources as necessary.

• Solicits employee feedback, utilizes an “open door” policy, and reviews employee satisfaction to identify and address employee problems or concerns.

• Conducts annual wage survey to ensure hourly rates of pay are competitive in the market.

• Utilizes an “open door” policy to acknowledge employee problems or concerns in a timely manner.

• Monitors work environment for signs of employee discontent and/or union organization.

• Ensures hourly performance appraisal processes are in place, reviews are conducted in a timely manner, and increases are processed.

Supporting the Recruitment and Hiring Process

• Manages the advertisement of open positions in appropriate venues to attract a diverse candidate pool.

• Ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.

• Monitors and supports the selection/non-selection and offer processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection are stated on screening cards, applicants receive status notifications).

Managing Employee Progressive Discipline Process

• Reviews progressive discipline documentation for accuracy and consistency.

• Checks for supportive information to progressive discipline documentation and forwards information to Director of Human Resources to determine appropriate action.

• Ensures employee issues are referred to either the Director of Human Resources or Department Manager for resolution.

• 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.

Overseeing Employee Training and Development Activities

• 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 the brand culture.

• Supervises on-going training initiatives and conducts training when appropriate.

Managing Legal and Compliance Practices

• Ensures property policies are administered fairly and consistently.

• Attends unemployment hearings and ensures property is properly represented.

• Ensures employee files contain required paperwork (e.g., employment application, reference checks, tax forms, EEO/Veteran/Disability status forms, Information Protection Agreement, job description), are properly maintained, and secured.

• Supports the maintenance of the Human Resource Information System in accordance with Human Resources Standard Operating Procedures.

• Ensures all I-9 documentation is properly recorded, filed, and updated in accordance with the Immigration Reform and Control Act.

• Communicates property rules and regulations, the progressive discipline policy, Peer Review, Employee Resource Line, Business Integrity Line, and the Guarantee of Fair Treatment during orientation and via an employee handbook.

• Ensures drug screening and background checks are completed and social security numbers are verified in accordance with brand Standard Operating Procedures.

• Ensures wages are paid in accordance to Standard Operating Procedures and federal and state laws (e.g., employee pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, separation pay).

• Takes appropriate action with individuals who are unable to produce valid I-9 documentation.

MANAGEMENT COMPETENCIES

Leadership

• Adaptability - Determines how change impacts self and others; displays flexibility in adjusting priorities; and communicates both the reasons for change and how it impacts the workplace.

• Communication - Customizes approach to conveying complex information and ideas to others in a convincing and engaging manner; appropriately interprets verbal and non-verbal behavior; and models active listening to ensure understanding..

• Problem Solving and Decision Making - Models and coaches others on breaking complex issues into manageable parts, identifying and evaluating alternatives and their implications before making decisions, and involving and gaining agreement from others when making key decisions.

• 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.

Managing Execution

• Building and Contributing to Teams - Leads and participates as a member of a team to move the team toward the completion of common goals while fostering cohesion and collaboration among team members.

• 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 for self and/or others to accomplish goals and ensure work is completed.

Building Relationships

• 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.

Generating Talent and Organizational Capability

• Organizational Capability - Evaluates and adapts the structure of team assignments and work processes to best fit the needs and/or support the goals of an organizational unit.

• Talent Management - Provides guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.

Learning and Applying Professional Expertise

• 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 and generate innovative solutions to approach team, business, and administrative challenges.

• Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges

• Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems.

• Compensation and Benefits - The knowledge of principles, regulatory laws, and application of human resources compensation and benefit methods, including workers compensation and work accident procedures.

• EEO - Knowledge of federal, state, and local laws and regulations that affect employment. This includes the ability to administer and monitor Affirmative Action programs and analyzing diversity reports.

• Associate Relations - Knowledge of the broad range of relationships that could impact an employee, employer, or applicant. This includes knowledge of federal and state laws, company policies and practices, and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee or labor relations complaint.

• Recruitment and Hiring - Ability to recruit, interview, and hire qualified candidates. This includes knowledge of best practices for each stage of the selection system.

• Training - The ability to perform training needs assessment analysis, develop training programs, and effectively delivering training modules to employees.

• Payroll - Knowledge of principles and application of human resources hourly and management payroll methods and practices.

• Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

• Basic Competencies - Fundamental competencies required for accomplishing basic work activities.

• Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).

• Mathematical Reasoning - Demonstrates ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.

• Oral Comprehension - Demonstrates ability to listen to and understand information and ideas presented through spoken words and sentences.

• Reading Comprehension - Demonstrates understanding of written sentences and paragraphs in work-related documents.

• Writing - Communicates effectively in writing as appropriate for the needs of the audience.

W Hotels’ mission is to Ignite Curiosity, Expand Worlds. We are a place to experience life. We’re here to open doors and open minds. We are constantly inspired by new faces and new experiences. A tuned-in, up-for-anything spirit is at our core and has made us renowned for reinventing the norms of luxury around the globe. Whatever/Whenever is our culture and service philosophy that brings our guests’ passions to life. If you are original, innovative, and always looking towards the future of what’s possible, welcome to W Hotels. In joining W Hotels, you join a portfolio of brands with Marriott International. Be where you can do your best work,​ begin your purpose, belong to an amazing global​ team, and become the best version of you.