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Director of Labor Relations

Company: Marriott International, Inc.
Location: Honolulu
Posted on: September 17, 2020

Job Description:

Posting Date Sep 10, 2020

Job Number 20051276

Job Category Human Resources

Location Sheraton Waikiki, 2255 Kalakaua Ave, Honolulu, Hawaii, United States VIEW ON MAP

Brand Sheraton Hotels & Resorts

Schedule Full-time

Relocation? No

Position Type Management

Start Your Journey With Us JOB SUMMARY

Leads labor management for multi-hotel complex and promotes positive employee relations in unionized environment. Keeps organized records of and verifies compliance with collective bargaining agreements, applicable laws and regulations, and standard operating procedures (SOPs). Serves as the point of contact for communications with the union(s) regarding grievances, mediation and negotiations. Provides consultation and training to hotel managers to verify understanding and consistent application of collective bargaining agreement and labor laws.

CANDIDATE PROFILE

Education and Experience

·High school diploma or GED; 5 years experience in the human resources, management operations, or related professional area, a portion of which needs to be in a unionized environment.

OR

·2-year degree from an accredited university in Human Resources, Business Administration, or related major; 3 years experience in the human resources, management operations, or related professional area, a portion of which needs to be in a unionized environment.

·Focus in industrial relations or employment law a plus.

·Experience in writing policies preferred.

·Experience in mediations and arbitrations preferred.

CORE WORK ACTIVITIES

Managing Legal and Compliance Practices

·Assesses departmental specific Policies & Procedures to verify compliance with applicable Collective Bargaining Agreements (CBAs).

·Updates and amends Policies & Procedures as needed for operational need, compliance and/or consistency.

·Holds regular labor related training for managers across complex to verify high level of CBA understanding and reduce unnecessary grievances.

·Builds and maintains a resource center/database for labor related material. Creates a full data base of grievance settlements establishing consistency of disciplinary decisions.

·Monitors and maintains all side letters throughout the complex.

·Verifies equitable issuance of just cause across the complex.

·Initiates complex wide precedents as appropriate.

·Verifies compliance with key policies (e.g., Sexual Harassment, Non-Harassment, Non-Discrimination, No Solicitation).

·Verifies progressive discipline is consistently applied and proper documentation is maintained on all disciplinary issues.

·Verifies employees are treated fairly and equitably and that issues are brought to resolution.

Managing  Communication with Union

·Determines level of communication needed in compliance with the National Labor Relations Board (NLRB) and CBA.

·Determines notification requirements in compliance with the NLRB and applicable CBAs.

·Assesses and prepares subject information when union notification, consultation or negotiation needs arise from issues such as: changes in operations, adding/removing hotel services, reorganizing departments for operational need, scheduling/hours of operation/closures/openings, new or amended SOPs.

·Initiates contact and discussion with union(s) and keeps negotiation processes moving forward in timely manner to meet implementation dates/deadlines.

·Partners with management staff to work through discipline grievances with union(s) including those escalated to mediation and arbitration.

Serving as HR Labor Advisor

·Serves as contact person for basic and daily matters relating to labor and CBA interpretation.

·Coaches managers on progressive discipline process, scheduling, and other labor related matters.

·Determines level of involvement needed for decision making.

·Assesses and summarizes notable mitigating factors to present to higher levels.

·Recommends course of action for labor related matters within company purview in compliance with applicable CBA(s), labor laws, arbitration decisions, past practice, etc.

·Supports departments with staffing and scheduling productivity, assisting them in looking for more efficiencies.

Maintaining Employee Relations

·Establishes and maintains open, collaborative relationships with employees.

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

·Verifies effective employee communication channels are established and active in departments.

·Verifies employees establish and maintain open, collaborative relationships with their team members.

·Strives to improve employee retention.

·Monitors work environment for signs of labor agitation.

·Solicits employee feedback.

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

o 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.

o 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.

o 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.

o 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.

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

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

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

o 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.

o Computer Skills  - The ability to use HRIS Systems (working knowledge of tools and processes for monitoring and evaluating personnel data), ability to use PeopleSoft software, and ability to use Microsoft Office (excel, word, access, and outlook).

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

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

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

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

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

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

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.

JOB SUMMARY

Leadslabor management for multi-hotel complex and promotes positive employeerelations in unionized environment. Keeps organized records of and verifiescompliance with collective bargaining agreements, applicable laws andregulations, and standard operating procedures (SOPs). Serves as the point ofcontact for communications with the union(s) regarding grievances, mediationand negotiations. Provides consultation and training to hotel managers to verifyunderstanding and consistent application of collective bargaining agreement andlabor laws.

CANDIDATE PROFILE

Educationand Experience

· Highschool diploma or GED; 5 years experience in the human resources, managementoperations, or related professional area, a portion of which needs to be in aunionized environment.

OR

· 2-yeardegree from an accredited university in Human Resources, Business Administration,or related major; 3 years experience in the human resources, managementoperations, or related professional area, a portion of which needs to be in aunionized environment.

· Focusin industrial relations or employment law a plus.

· Experiencein writing policies preferred.

· Experiencein mediations and arbitrations preferred.

Marriott participates in the Electronic Employment Eligibility Verification Program.

This Employer Participates in E-Verify ENGLISH/SPANISH (PDF)

Right to Work ENGLISH/SPANISH (PDF)

Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.

Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.

If you are an individual with a disability and need assistance completing the online application, please call 301-581-1400. Please leave a message and a member of our Human Resources team will return your call within three business days. Alternatively, an email may be sent to

hqaffirmativeaction@marriott.com . "Applicant Accommodation" should be included in the subject line of the email. Please note that this phone number and email are only for those individuals who would like to request an accommodation to apply for a job.

Keywords: Marriott International, Inc., Honolulu , Director of Labor Relations, Other , Honolulu, Hawaii

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