Job Number 22128910
Job Category Human Resources
Location The St. Regis Venice, San Marco 2159, Venice, Benatky, Italy VIEW ON MAP
Position Type Management
The St. Regis Venice is currently recruiting for a Director of Human Resources.
This is a great opportunity to work in the most sophisticated hotel in Venice, which combines an impeccable legacy with contemporary luxury at the city’s best address on the Grand Canal.
Refurbished in 2019, The St. Regis Venice merges its artistic and cultural history of 150 years with an avant-garde outlook and a revolutionary design captivating luminaires and influencers from all around the world.
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.
Responsible for Employee and Union relations. 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.
You must possess the legal right to work in Italy.
Italian mother tongue, fluent in English.
Solid experience in payroll management and knowledge of Italian labor legislation
Education and Experience
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.
Leads the assessment of property leadership pipeline through the human capital review process and assists with follow-up.
Creates value through proactive approaches that will affect performance outcome and control cost.
Monitors effective use of MGS and m-Hub by property managers and employees.
Leads and participates in workforce planning and budget cycle
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., critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
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.
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.
Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
Creates and implement s total compensation management packages / offers, particularly recognition and incentive programs directed towards property priorities.
Managing Staff Development Activities
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.
Managing Employee Relations and Human Resources Communication
Maintain 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
Partners with Loss Prevention to conduct employee accident investigations, as necessary.
Communicates performance expectations in accordance with job descriptions for each position.
Analyzes accident trends and reports these trends to the management team.
Assisting in Managing Legal and Compliance Practices
Assists with ensuring employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
Assists with ensuring compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.
Assists with ensuring medical records are maintained in a separate, secure and confidential medical file.
Communicates property rules and regulations.
Assists with ensuring all safety and security policies are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.
Assists with periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.
Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture.
We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.
The St. Regis brand first established luxury hospitality more than 110 years ago, with the opening of the St. Regis New York.
From the moment John Jacob Astor IV opened the doors of his Beaux-Arts masterpiece on New York’s Fifth Avenue, St. Regis has stood as a symbol of uncompromising elegance and bespoke service.
Today, with more than 40 of the best addresses around the world, St. Regis is a place where trends are born, boundaries are broken and guests can simply live exquisite.
We invite you to explore careers at St. Regis.