Human Resources

Director of Human Resources - Hilton Irvine/Orange County Airport

Hilton Hotels & Resorts

Director of Human Resources - Hilton Irvine/Orange County Airport

Company:
Hilton Hotels & Resorts

Location:
Irvine, CA
US

Category:
Human Resources

Degrees Required:
Not Specified

Employment Type:
Full-Time

Manages Others:
No

Requirements:
 

The Hilton Irvine/Orange County Airport is directly across the street from the John Wayne Airport. Our quiet and comfortable urban oasis is in the heart of Orange County, CA, is near several Fortune 500 corporations and beautiful beaches.

Due to an internal promotion, we are currently seeking a Director of Human Resources to support our team of 150 union and nonunion team members.The ideal candidate will have a combination of union experience, hotel experience and be bilingual Spanish.

Department Overview

The Americas HR Operations function leadsand implements all initiatives and standards in support of positive team memberengagement, leadership effectiveness, talent, culture as a high-performing HR Operationsteam that contributes to superior business results, performance management anddevelopment, recognition, talent management, compliance, team member and laborrelations while delivering a best-in-class, internationally recognizedworkplace environment.



Position Statement


As Director - Human Resources, you willprovide continuous leadership in creating and delivering an exceptional teammember experience and best place to work. The Director - Human Resources willbe directly responsible for contributing to the achievement of superior businessresults in the areas of ensuring outstanding guest service, team memberengagement, favorable financial outcomes, strategic leadership and talentdevelopment, culture, innovation and human resources operations.



  • Strategy - Be globally aligned with the Americas HR Operations function while locally supporting superior business results

  • Leadership - Develop innovative, forward-thinking leaders within a comprehensive learning environment

  • Culture - Ensure a best-in-class workplace that delivers on Hilton's values, mission and purpose

  • Talent - Hire, engage and develop the world's best hospitality team members

  • HR Operations - Embrace and lead implementation of Americas HR Operations initiatives and objectives



PositionSummary



As a Team Member in thisrole, you will be responsible for:



STRATEGY:



  • Successfully and innovatively implement HR strategic objectives and monitor for best-in-class results

  • Innovate, avoid the status quo and cultivate a transformational Team Member-centric workplace

  • Partner with GM/EC to deliver on Hilton's values by creating high-impact TM engagement experiences

  • Champion Hilton's culture at the hotel to inspire high-performing multi-cultural, multi-generational teams that build Hilton's talent pipeline

  • Leverage people analytics for positive talent and work environment ROI

  • Role model strategic business partner standards to actively contribute to business results

  • Provide owner relations guidance in key areas of HR expertise, as needed (Mgt. Agreements, Wage & Hour, Compliance, Staffing Models)

  • As applicable, partner with regional HRD and labor relations team on development of effective labor relations strategies and training

  • Ensure comprehensive People Plan is in place and updated annually



LEADERSHIP:


  • Serve as the hotel'scredible SME on all matters relating to Team Member engagement, culture,performance management, talent, compliance, leadership and talentdevelopment, training and TM relations & Labor Relations
  • Serve as a visible, participatory leader who proactively and consistently engages with their GM/EC, HR team and Team Members, external guests and communicates/presents HR Ops topics and initiatives to key stakeholders (regional/hotel leadership, owners, Team Members)
  • Remain current on trends to evaluate innovative ways for process/practice improvements, workplace enhancements and share best practices

  • Partner with GM/EC on leading and coordinating community activities at the hotels

  • Participate or represent Hilton in industry or HR professional associations

  • Lead and engage in grievance process representing the interests of the hotel, organization and owners in conjunction with Hilton standards and CBA provisions


CULTURE:



  • Integrate Hilton's Values/Mission/Purpose when implementing HR Ops initiatives and support guest-centric programs

  • Create a vibrant Heart of House physical environment and ambiance that makes Team Members feel energized, comfortable and motivated

  • Develop a recognition culture that exists among Team Members and across all departments

  • Serve as an ambassador of Hilton's culture engaging with TMs through direct and meaningful interactions, leading by example, social media and digital tools

  • Deliver Thrive@Hilton well-being programs to enhance the mind, body and spirit of each Team Member

  • Champion Hilton's community interests with pride

  • Actively supports Hilton's guest-centric focus with the GM/EC/4D in the spirit of our vision and mission

  • Cultivate and promote diversity and inclusion at the hotel and deliver on Hilton's D&I objectives


HR OPERATIONS:



  • Ensure HR standards/practices are compliant with federal/country, state/city laws and audit at least 1x/year incl. but not limited to key areas of W&H, employment/labor laws, AAP, safety, immigration, etc.

  • Ensure HR budget is prepared with focus on creating high-impact Team Member experiences, expenses are managed and variances are monitored including workers' compensation

  • Ensure HR Basics are collectively in place and applied

  • Ensure social/digital platforms are accessible and utilized across departments for purposes of real-time delivery of relevant property information and Team Member engagement

  • Embraces, implements and supports Americas HR Ops initiatives in alignment within the parameters and in support of audiences defined each year



TALENT:



  • Proactively identify present and future talent gaps and create action plans to address shortfalls

  • Perform annual salary and benefits evaluation to ensure the hotels' total rewards are market competitive

  • Ensure meaningful onboarding programs are in place for all new hires

  • Partner with key leaders within the hotel to create a leadership and development culture to support current and future talent needs

  • Ensure internal transfers/promos are the priority when filling positions

  • Generate consolidated mo. labor turnover data, ensure GM reviews with EC with corrective action plans

  • Maintain open lines of continuous, interactive communication with Team Members to ensure engagement (town halls, exit interviews, focus groups, coffee with Team Members)

  • Ensure all key hotel leadership roles have career development plans in place that are actively supported by leadership and profiles are current

  • Retain in-depth knowledge of internal talent to help facilitate/manage people moves and talent decisions

  • Ensure all key hotel roles have meaningful succession plans with detailed timelines for next moves

  • Partner with GM/EC on completion of talent reviews, ensures consistency across departments and align with Hilton's benchmarks

  • Lead the implementation and delivery of training and leadership development programs and ensure Team Members receive specific training to perform their jobs

  • Personally participate in the selection process for all management positions to ensure hotels select the best qualified candidates and ensure Hilton's interviewing process (BBI) is followed for all positions

  • Promote benefits and perks of working for Hilton through various communication channels

  • Engage in industry networking or academic events to ensure the most qualified, diverse applicants are attracted and selected for employment and showcases Hilton as an employer of choice

  • Ensure mentoring and coaching culture is part of the hotel's DNA and incorporate career discussions

  • Oversee, support and promote Hilton's Performance Management process

  • Ensure culture of not tolerating poor performance with 90-day PIPs in place, as needed

  • Promote tools and communication channels that encourage regular, open Team Members performance feedback

Core Competencies including but not limited to:

o Strategic Positioner:Able to position a business to win its market.

o Credible Activist:Able to build relationships of trust by having a proactive point of view.


o Paradox Navigator:Able to manage tensions inherent in business (including long-term andshort-term tensions and top-down and bottom-up tensions.)


o Culture and ChangeChampion: Able to make change happen and manage organizational culture.


o Human CapitalCurator: Able to manage the flow of talent by developing people and leaders,driving individual performance and building technical talent.


o Total Rewards Steward: Able tomanage employee well-being through financial and non-financial rewards.


o Technology and MediaIntegrator: Able to use technology and social media to drive and createhigh-performing organizations.


o Analytics Designerand Interpreter: Able to use analytics to improve decision-making.


o Compliance Manager:Able to manage processes related to compliance by following regulatoryguidelines.



What are we looking for?

Since being founded in 1919, Hilton has been a leader in the hospitality industry. Today, Hilton remains a beacon of innovation, quality, and success. This continued leadership is the result of our Team Members staying true to our Vision, Mission, and Values. Specifically, we look for demonstration of these Values:

  • Hospitality - We're passionate about delivering exceptional guest experiences.
  • Integrity - We do the right thing, all the time.
  • Leadership - We're leaders in our industry and in our communities.
  • Teamwork - We're team players in everything we do.
  • Ownership - We're the owners of our actions and decisions.
  • Now - We operate with a sense of urgency and discipline

In addition, we look for the demonstration of the following key attributes:

  • Quality
  • Productivity
  • Dependability
  • Customer Focus
  • Adaptability
What will it be like to work for Hilton?

Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision to fill the earth with the light and warmth of hospitality unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all!



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