Human Resources Generalist

The HR Generalist (HRG) will report directly to HR Director and is responsible under the guidance of HR Director for managing, assessing, and reviewing all of the Talent Development, Retention and Engagement strategies and social / community activities including work environment, associate relations, compliance, Mexico’s Federal Labor Law, and interpretation of site and company Training & Development policies and procedures. The incumbent contributes a high level of HR knowledge with specialization in Training & Development & Engagement. The incumbent will generally work with considerable independence ensuring Training & Development, Retention & Engagement programs and processes are effectively implemented to accomplish objectives in alignment with broader business objectives and strategies. It is expected for this position to comply with all administrative and reporting requirements by Mexico’s labor related authorities and the company.

Generic Expected Contributions

• Escalates matters to appropriate leaders when appropriate.
• Responsible for own work / discipline and contributing to team, department and/or business results. May direct work of non-management staff and interact with third party management companies.
• Assists leaders in achieving business results by:

• Identifying opportunities to enhance the effectiveness of business processes.
• Providing training and technical guidance to less senior staff, where appropriate,
• Assist Human Resources Leadership by escalating situation that may impact the business participating in setting department operating plans.
• Recognizing and celebrating team successes.

• Demonstrates an awareness of personal strengths and areas for improvement and acts independently to improve and increase skills and knowledge.
• Performs other duties as appropriate.

Specific Expected Contributions

Strategic Human Resources

• Provides liaison and consulting services to all levels of management and associates, interpreting and defining company / regional / market and Human Resources policies and procedures to ensure/enforce compliance.
• Partner with HR Director & Talent Acquisition to analyze and review statistical data and reports to identify and determine causes of turnover and retention within the workforce, and partners to develops recommendations/improvements to management, as well as improvements to employment policies, processes, and practices.

• Partners with Director of HR to assists site leadership in the planned development and reinforcement of organizational strategies, structure and processes.
• Partners with Director of HR & site management to identify current and future weaknesses and strengths; problems and concerns; job satisfaction and productivity.
• Partners with Director of HR in works with all levels of management on-site to ensure organizational competence and performance management.
• Assists HR Director on any labor related audits under Mexico’s Federal Labor Department (STPS) and provide timely escalation of events to HR leadership as needed.

Work Environment

• Manages & maintains positive associates relations.
• Liaise with the HR Director, and where needed, COE Work Environment manager to ensure that consistent treatment is being afforded to all associates.
• Supports HR Director to enhance Positive Work Environment (PAR) training, labor/employee relations-related interventions (focus groups, feedback sessions, etc.), Guarantee of Fair Treatment/Arbitration to come to a satisfactory resolution.
• Under the guidance of HR Director, coach and advise management on Work Environment issues.
• Under the guidance of HR Director, where possible the HRM should be aware of any issues relating to Associate areas at any site which might impact associate well-being (e.g. the Associate break-room/the Associate entrance).
• Key escalation points for associate relation issues and may substitute for Director Human Resources (e.g., progressive discipline issues)
• Participate in resolution of serious grievances surfaced by any site.
• Partners with site management and Director of HR in development of policies that may result in disciplinary procedures.

Compensation.

• Partners with Director of HR advises and recommends to all levels of management appropriate compensation actions/adjustments to attract, retain and motivate employees.
• Partners with Director of HR and Compensation COE on non-management pay administration guidelines, including annual performance/merit increase guidelines.
• Partners with Director of HR and Compensation COE on issues relating to wage parity/analysis.

Compliance

• Responsible for documenting, tracking and reporting all training related matters as required by government agencies, brand and company.
• Under the guidance of HR Director, the HRG reviews adherence to Mexico’s Federal Labor Law as it relates to training legal requirements.
• Under the guidance of HR Director, the HRG, ensures site compliance with all applicable MVW training policies and procedures.
• Assist HR Director and Business Leaders, to ensure compliance with the requirements in terms of Safety, Security and Hygiene on site, in accordance with the provisions of the corresponding regulations.

Talent Acquisition

• Partners with TA Coordinator to follow the TA Owner services needs for cover the open positions.  
• Ensures compliance with company employment policies & procedures in addition to fulfilling Mexico Labor Law requirements for employment.
• Ensures that all the job descriptions are updated.
• Responsible to identify and create materials or programs in partnership with Talent Acquisition COE to impulse and develop TA strategies according to area and location specific needs.
• Partner with corporate HR communications to ensure best practices related to talent acquisition and retention are shared accordingly.

Talent Management

• Partner with corporate and regional HR communications (and HR Director) to ensure best practices related to talent development and retention are shared accordingly.
• Under the guidance of the HR Director for the business, manage to stay on track in relation to the Development, Retention, Engagement & Associates Relations budgets.
• Responsible for identifying and creating materials or programs which will enhance the performance of all associates, develops leaders, and builds strong retention ties and Engagement to the brand the company.
• Develops structure for offering experiential development opportunities to eligible associates or positions.
• Coordinates and Facilitates day one orientation at the site.
• Provides task aids and training materials to site leaders and associates.

Engagement and Retention

• Coordinates all social HR related activities and sustainability programs to ensure the compliance of the location to corporate social & environmental policy, standards and requirements.
• Under the guidance of HR Director and COE, the incumbent will participate in the talent review process, succession planning and any other programs relevant to strategic planning from a Talent Training & Development, retention and Engagement perspective.
• The HRG will support the on-site life cycle of the Engagement Survey and the associated action planning. In addition, for overseeing the improvement departments who fail to meet the minimum standards in any portion of the lifecycle and/or the associated metrics.

General

• Under the guidance of HR Director, the HRM, remains current with new labor legislation, and government regulations within the incumbent’s scope of responsibility in order to keep abreast of legal developments.
• Maintains a good business relationship with all legal/government institutions.
• Under the guidance of HR Director, the HRM performs any reasonable request as assigned.

Education
Bachelor’s Degree in Human Resources, Administration or Tourism disciplines and/or equivalent education/experience required.

Experience

• 3 + years of experience in similar roles as Human Resources Generalist / Human Resources Business Partner.
• Experience as a Human Resources individual contributor
• Preferable experience in call center.
• Availability for first 6 - 12 months on-site. (Mexico City) Reforma centro
• Bilingual (English and Spanish)

The job description is illustrative but not limiting.

#imvwcorp
#LI-GD1

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