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
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.
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.
·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
·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
·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
·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
·Verifies equitable issuance of just cause across the
·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
·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
·Partners with management staff to work through discipline
grievances with union(s) including those escalated to mediation and
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
·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.
· 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
· 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
· 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.
· 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
· 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
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
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
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
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
· 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
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
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.
· 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.
· 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
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
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
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