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director of human resources

Marriott International

<div>Additional Information 
Job Number25150520 
Job CategoryHuman Resources 
LocationW Doha, West Bay, Zone 61, Doha, Qatar, Qatar 
ScheduleFull Time 
Located Remotely?N 
Position Type Management<div><div> 
JOB SUMMARY 
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. 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. 
CANDIDATE PROFILE 
Education and Experience
<ul><li>2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area.</li></ul>
OR
<ul><li>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.</li></ul> 
CORE WORK ACTIVITIES 
Managing the Human Resources Strategy
<ul><li>Executes and follows-up on engagement survey related activities.</li></ul>
<ul><li>Champions and builds the talent management ranks in support of property and region diversity strategy.</li></ul>
<ul><li>Translates business priorities into property Human Resources strategies, plans and actions</li></ul>
<ul><li>Implements and sustains Human Resources initiatives at the property.</li></ul>
<ul><li>Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.</li></ul>
<ul><li>Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.</li></ul>
<ul><li>Creates value through proactive approaches that will affect performance outcome or control cost.</li></ul>
<ul><li>Monitors effective use of myHR by property managers and employees.</li></ul>
<ul><li>Leads and participates in succession management and workforce planning.</li></ul>
<ul><li>Responsible for Human Resources strategy and execution.</li></ul>
<ul><li>Serves as key change manager for initiatives that have high employee impact.</li></ul>
<ul><li>Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.</li></ul>
<ul><li>Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.</li></ul> 
Managing Staffing and Recruitment Process
<ul><li>Analyzes open positions to balance the development of existing talent and business needs.</li></ul>
<ul><li>Serves as coach and expert facilitator of the selection and interviewing process.</li></ul>
<ul><li>Surfaces opportunities in work processes and staffing optimization.</li></ul>
<ul><li>Makes staffing decisions to manage the talent cadre and pipeline at the property.</li></ul>
<ul><li>Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.</li></ul>
<ul><li>Monitors sourcing process and outcomes of staffing process.</li></ul>
<ul><li>Ensures managers are competent in assessing and evaluating hourly staff.</li></ul> 
Managing Employee Compensation Strategy
<ul><li>Remains current and knowledgeable in the internal and external compensation and work competitive environments.</li></ul>
<ul><li>Leads the planning of the hourly employee total compensation strategy.</li></ul>
<ul><li>Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.</li></ul>
<ul><li>Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.</li></ul>
<ul><li>Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.</li></ul> 
Managing Staff Development Activities
<ul><li>Ensures completion of the duties and responsibilities of the properties&rsquo; Human Resources staff members, as outlined in applicable job description(s).</li></ul>
<ul><li>Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.</li></ul>
<ul><li>Serves as resource to property Human Resources staff on employee relations questions and issues.</li></ul>
<ul><li>Continually reinforces positive employee relations concepts.</li></ul></div><div> 
</div>At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
W Hotels&rsquo; mission is to Ignite Curiosity, Expand Worlds. We are a place to experience life. We&rsquo;re here to open doors and open minds. We are constantly inspired by new faces and new experiences. A tuned-in, up-for-anything spirit is at our core and has made us renowned for reinventing the norms of luxury around the globe. Whatever/Whenever is our culture and service philosophy that brings our guests&rsquo; passions to life. If you are original, innovative, and always looking towards the future of what&rsquo;s possible, welcome to W Hotels. In joining W Hotels, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.</div></div>

Director of Human Resources

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 25150520
 
 
 
 Job Category
 
 Human Resources
 
 
 
 Location
 
 W Doha, West Bay, Zone 61, Doha, Qatar, Qatar,VIEW ON MAP
 
 
 
 Schedule
 
 Full Time
 
 
 
 Located Remotely?
 
 N
 
 
 
 Position Type
 
 Management
 
 
 
 Job Summary
 
 
 
 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. 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.
 
 
 
 CANDIDATE PROFILE
 
 
 
 
 Education And Experience
 
 
 
 <ul>
 <li>
 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 OR
 
 
 <ul>
 <li>
 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.
 
 
 </li>
 </ul>
 
 CORE WORK ACTIVITIES
 
 
 
 
 Managing the Human Resources Strategy
 
 
 
 <ul>
 <li>
 Executes and follows-up on engagement survey related activities.
 </li>
 <li>
 Champions and builds the talent management ranks in support of property and region diversity strategy.
 </li>
 <li>
 Translates business priorities into property Human Resources strategies, plans and actions
 </li>
 <li>
 Implements and sustains Human Resources initiatives at the property.
 </li>
 <li>
 Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.
 </li>
 <li>
 Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
 </li>
 <li>
 Creates value through proactive approaches that will affect performance outcome or control cost.
 </li>
 <li>
 Monitors effective use of myHR by property managers and employees.
 </li>
 <li>
 Leads and participates in succession management and workforce planning.
 </li>
 <li>
 Responsible for Human Resources strategy and execution.
 </li>
 <li>
 Serves as key change manager for initiatives that have high employee impact.
 </li>
 <li>
 Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
 </li>
 <li>
 Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.
 
 
 </li>
 </ul>
 
 Managing Staffing and Recruitment Process
 
 
 
 <ul>
 <li>
 Analyzes open positions to balance the development of existing talent and business needs.
 </li>
 <li>
 Serves as coach and expert facilitator of the selection and interviewing process.
 </li>
 <li>
 Surfaces opportunities in work processes and staffing optimization.
 </li>
 <li>
 Makes staffing decisions to manage the talent cadre and pipeline at the property.
 </li>
 <li>
 Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
 </li>
 <li>
 Monitors sourcing process and outcomes of staffing process.
 </li>
 <li>
 Ensures managers are competent in assessing and evaluating hourly staff.
 
 
 </li>
 </ul>
 
 Managing Employee Compensation Strategy
 
 
 
 <ul>
 <li>
 Remains current and knowledgeable in the internal and external compensation and work competitive environments.
 </li>
 <li>
 Leads the planning of the hourly employee total compensation strategy.
 </li>
 <li>
 Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
 </li>
 <li>
 Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
 </li>
 <li>
 Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
 
 
 </li>
 </ul>
 
 Managing Staff Development Activities
 
 
 
 <ul>
 <li>
 Ensures completion of the duties and responsibilities of the properties&rsquo; Human Resources staff members, as outlined in applicable job description(s).
 </li>
 <li>
 Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.
 </li>
 <li>
 Serves as resource to property Human Resources staff on employee relations questions and issues.
 </li>
 <li>
 Continually reinforces positive employee relations concepts.
 
 
 </li>
 </ul>
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 
 W Hotels&rsquo; mission is to Ignite Curiosity, Expand Worlds. We are a place to experience life. We&rsquo;re here to open doors and open minds. We are constantly inspired by new faces and new experiences. A tuned-in, up-for-anything spirit is at our core and has made us renowned for reinventing the norms of luxury around the globe. Whatever/Whenever is our culture and service philosophy that brings our guests&rsquo; passions to life. If you are original, innovative, and always looking towards the future of what&rsquo;s possible, welcome to W Hotels. In joining W Hotels, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
</div>

Wyndham Hotels & Resorts

<div>
 
 Wyndham Grand Doha West Bay Beach is now looking for Director of Human Resources to join their team!
 
 
 
 
 
 SUMMARY
 
 
 
 
 
 The Director of Human Resources (in conjunction with the HR Team) will lead the day to day HR Operations.
 
 
 This will include all aspects of Human Resources from employee relations, compensation and benefits, performance management, training, recruitment, housing, wellness as well as the management of the HR Team, partnering HOD&rsquo;s, Exec Com as well as driving the hotels KPI&rsquo;s of GOP, Wynreview, LTO, AOS etc.
 
 
 
 
 
 KEY RESPONSIBILITIES
 
 
 
 
 
 
 Employee Relations
 
 
 
 
 <ul>
 <li>
 Ensure that the agreed upon disciplinary process is maintained at all times and fair disciplinary processes are followed by all HOD&rsquo;s.
 </li>
 <li>
 Maintain and enhance the open door policy to all team members providing advice and guidance when needed in regards to their issues or concerns and/or grievances.
 </li>
 <li>
 To provide a source of information to HOD&rsquo;s regarding disciplinary, grievance and staff counselling issues.
 </li>
 <li>
 Ensure that all disciplinary procedures are carried out, taking role of implementing them by ensuring consistency in the policy&rsquo;s implementation. Take an active role as an arbitrator, note taker or advisor where appropriate.
 </li>
 <li>
 Train the AHRM/HR Executive/HR Coordinator etc. in the above process.
 </li>
 <li>
 Log all the incidents in HRIS and file the original copies in the employee files.
 </li>
 <li>
 On a monthly basis summarise all the incidents with regards disciplinary action and present to GM/RHRM with recommendations.
 </li>
 </ul>
 
 
 
 
 HR Administration
 
 
 <ul>
 <li>
 Ensure the smooth workflow of the various HR functionalities as to maintaining and providing the needed support to team members and Supervisors/ HOD&rsquo;s at all times. This includes, but is not limited to filing, administration of starters and leavers and payroll.
 </li>
 <li>
 To provide an advice service to team members and Supervisors/ HOD&rsquo;s on HR SOP&rsquo;s, Wyndham and local people policies, legal requirements, staffing issues, and act as an arbitrator where necessary.
 </li>
 <li>
 Ensure that the hotels are fully compliant with Wyndham people processes and deadlines that govern all Wyndham properties. i.e. WES, Success Matters etc.
 </li>
 <li>
 Ensure that the handbook is kept up-to-date at all times and that it is reviewed and printed prior to on boarding.
 </li>
 <li>
 Ensure that sporadic team member files audits are carried out on a monthly basis. Follow-up and ensure that team is fully trained on the correct filing standards.
 </li>
 <li>
 Payroll to be reviewed and checked prior to the GM/Director of Finance signing.
 </li>
 <li>
 Letters to be produced for the team members in a timely manner.
 </li>
 <li>
 On boarding process to be seamless.
 </li>
 <li>
 To ensure that all leavers are processed in a timely manner and their leaving process is as
 </li>
 <li>
 good as their joining one.
 </li>
 <li>
 Manage the PRO and visa process to ensure that all team members have valid visas and that they are tracked appropriately.
 </li>
 </ul>
 
 
 
 
 Performance Management
 
 
 <ul>
 <li>
 Ensure that all departing team members/staff members have the opportunity to have an online exit interview.
 </li>
 <li>
 On a monthly basis ensure that a summary of exit interviews is sent to the GM as well as the HOD&rsquo;s.
 </li>
 <li>
 Ensure that the administration of the 3-month/5 month review (where applicable) process in the property and ensure that follow-up for all issues is done in timely manner and results of both follow-up and the initial reviews are communicated to all relevant parties
 </li>
 <li>
 Analyse the reviews to see if there are trends in the reviews; this is to be shared on a monthly basis with the GM.
 </li>
 </ul>
 
 
 
 
 Performance Review
 
 
 <ul>
 <li>
 Ensure that appropriate training is done with the HOD&rsquo;s and Supervisors that administer the review process
 </li>
 <li>
 Talent Reviews are alive and active and the target audience know why they are so important
 </li>
 <li>
 Pay increase master spreadsheet is constructed to be reviewed by the GM/RHRM/DOF.
 </li>
 <li>
 Pay increase letters are done in an accurate and timely manner. All letters are distributed, one singed copy returned and all the information updated in HRIS.
 </li>
 </ul>
 
 
 
 
 Reporting
 
 
 <ul>
 <li>
 Provide summary analyses and statistics of turnover at the beginning of each month to the HOD&rsquo;s and HR teams
 </li>
 <li>
 Have an up to date account of internal promotions/transfers in/transfers out to be submitted to the GM/RHRM on a monthly basis.
 </li>
 <li>
 Complete the monthly and mid-month HR finance forecast.
 </li>
 <li>
 Update the personalised departmental reports so that the HOD&rsquo;s and Exec Com have a clear overview of where is going well and what they need to focus on.
 </li>
 </ul>
 
 
 
 
 HR Communication
 
 
 <ul>
 <li>
 Conduct monthly departmental HR meetings and ensure that it is minuted.
 </li>
 <li>
 Conducted weekly documented 121&rsquo;s with all direct reports.
 </li>
 <li>
 Share all relevant information with GM/RHRM in weekly 121&rsquo;s.
 </li>
 <li>
 Monthly HOD Meeting .
 </li>
 <li>
 Weekly Exec Com Meeting.
 </li>
 <li>
 Quarterly all Hotel Meeting.
 </li>
 <li>
 Morning HR Meeting.
 </li>
 <li>
 Attend Morning hotel meeting when needed.
 </li>
 <li>
 Ensure that team publish the monthly hotel magazine.
 </li>
 <li>
 Team member Meetings.
 </li>
 </ul>
 
 
 
 
 Employee Wellness
 
 
 <ul>
 <li>
 Conduct walkabout of heart of house areas once a week and report any maintenance and cleanliness issues to relevant parties. Ensure that clean and hygienic, well-kept staff areas are maintained at all times. Follow-up on action items to ensure that they are completed before the next weekly HOH walkabout.
 </li>
 <li>
 Ensure together with the HR team that at least 2-4 social or sports activities are organised for the team members on a monthly bases.
 </li>
 <li>
 Review the annual social calendar to ensure a good mix for the nationalities etc. we employ
 </li>
 <li>
 Wellness Events take place ideally at least once a month.
 </li>
 <li>
 Analyse the trends in sickness to ensure that we get to the bottom of any root causes.
 </li>
 <li>
 Ensure one CSR event takes place every quarter.
 </li>
 </ul>
 
 
 
 
 Team member Dining
 
 
 <ul>
 <li>
 Ensure that you dine in the Team member restaurant at least three times a week.
 </li>
 <li>
 Work in conjunction with the Chef or provider to ensure consistent service delivery.
 </li>
 </ul>
 
 
 
 
 Payroll
 
 
 <ul>
 <li>
 Ensure that the payroll is submitted to Finance on the agreed date.
 </li>
 <li>
 PH and Lieu day tracking is accurate and up to date.
 </li>
 <li>
 Overtime tracking is done in a timely manner &ndash; analyse to see if we need any more staff/team members in any of the departments due to consistent overtime.
 </li>
 <li>
 Analysis of the above to see if the hotel need to change the way that we use casuals etc. &ndash; make a business case with the HOD for any changes.
 </li>
 <li>
 Review with the DOF/GM the payroll figures and challenge the HOD&rsquo;s with regards to over spending and casual usage.
 </li>
 </ul>
 
 
 
 
 Budgeting
 
 
 <ul>
 <li>
 Meet with all the HOD&rsquo;s and Exec Com to discuss their manning wish list for the follow year&rsquo;s budget.
 </li>
 <li>
 Work in excel to ensure that all the costs are accurately budgeted for Finance to upload into Wynview
 </li>
 <li>
 Prepare the HR Budget &ndash; Training, Recruitment, Housing, HR General.
 </li>
 </ul>
 
 
 
 
 Third party contracts
 
 
 
 Manage the following contracts:
 
 <ul>
 <li>
 Transportation
 </li>
 <li>
 Team member/Staff dining
 </li>
 <li>
 Pest Control
 </li>
 <li>
 Medical Insurance.
 </li>
 </ul>
 
 
 
 
 Management
 
 
 <ul>
 <li>
 Supervise the HR team and office on daily basis
 </li>
 <li>
 Schedule HR shift patterns and office opening times to ensure that HR are delivering what the team members need.
 </li>
 <li>
 Train and develop the team and provide support when required.
 </li>
 <li>
 Ensure all direct reports have an PDP to achieve their goals.
 </li>
 <li>
 Ensure that effective communication flow is maintained at all times.
 </li>
 <li>
 Actively participate in the community involvement projects and initiatives together with the hotel&rsquo;s management team.
 </li>
 <li>
 Conduct monthly inspections at the staff accommodations with the Housing team and report the results
 </li>
 <li>
 Attend Departmental Meetings to address any issues or concerns for staff each department on a quarterly basis.
 </li>
 </ul>
 
 
 
 
 HR Audit
 
 
 <ul>
 <li>
 Ensure 100% compliance in the HR Audit and do monthly reviews to keep this alive.
 </li>
 </ul>
 
 
 
 
 WES
 
 
 <ul>
 <li>
 Create awareness about WES and market the increased scores with regular celebrations.
 </li>
 <li>
 Coordinate the hotel&rsquo;s WES action plans with all HOD&rsquo;s to ensure that it is a living document.
 </li>
 <li>
 For the Pulse check ensure that the HOD&rsquo;s have followed up on their agreed actions and escalate with regards to any challenges.
 </li>
 <li>
 Check and annual WES cycle is maintained and part of the living culture of the hotel.
 </li>
 </ul>
 
 
 
 
 Training
 
 
 <ul>
 <li>
 Ensure that the Training Manager/responsible person conducts the relevant trainings to the
 </li>
 <li>
 Business needs
 </li>
 <li>
 Attend where possible the monthly departmental trainer meetings with the Training Manager/responsible person.
 </li>
 <li>
 Ensure 100% Training Manager/responsible person compliant with all mandatory training
 </li>
 <li>
 requirements
 </li>
 <li>
 Review the monthly training calendar with the Training Manager/responsible person.
 </li>
 </ul>
 
 
 
 
 
 
 Minimum requirements
 
 
 <ul>
 <li>
 Minimum of 5 years&rsquo; experience of related work experience (human resources, management operations, or related professional area)
 </li>
 <li>
 Ideally 2-year degree from an accredited university in in Human Resources, Business Administration, or related major
 </li>
 <li>
 Excellent communication and interpersonal skills
 </li>
 <li>
 Good knowledge of written and spoken English
 </li>
 <li>
 
 Knowledge of Qatar employment law
 
 </li>
 <li>
 Proficient in MS Office applications, Oasys HRMS, FMC
 </li>
 <li>
 Able to lead and manage a large team
 </li>
 </ul>
 
 
 
 
 
 
 
 Employment Disclaimer
 
 
 
 
 
 
 In some locations around the world, Wyndham Hotels &amp; Resorts manages hotel properties on behalf of a third party owner. At many of those properties, the Hotel owner is the actual employer, and Wyndham Hotels &amp; Resorts performs recruiting and hiring functions on their behalf. I understand and agree that, by applying through this site, I may be applying for a position with a company other than Wyndham Hotels &amp; Resorts where Wyndham Hotels &amp; Resorts is serving as the management company and will not be the actual employer.
 
 
 
</div>

International School of London Qatar

<div>Person Profile

The Head of Human Resources should be a caring, strategic, and adaptable leader, passionate about fostering a positive and inclusive school culture. S/he should have an excellent leadership experience and skills, with a diverse range of qualities and competencies. 
The Head of HR will lead key HR initiatives and optimize talent management ensuring HR policies and processes align with the school&rsquo;s strategic plans. 
Above all, the Head of HR should be committed to staff welfare, creating a supportive environment that promotes continuous improvement and aligns with the school&rsquo;s educational goals. 


Qualifications and Experience.
<ul>
<li>Bachelor&rsquo;s degree in Human Resources 
or related field</li>
<li>Master&rsquo;s degree or certification in Human Resources Management (CHRP/CHRM/CIPD 
etc), Business Administration or related discipline is highly desirable</li>
<li>Specialization or additional qualification in Education Leadership or Organizational Development is a plus, especially for international school environments</li>
<li>A minimum of 8&ndash;10 years of progressive HR experience, with at least 5 years in a leadership role</li>
<li>Strong background in HR compliance and labor law, with knowledge of local labor laws in Qatar</li>
<li>Experience with HRIS systems and data-driven decision-making to improve HR processes and strategies</li></ul> 


Knowledge and Skills. 
S/he should:
<ul>
<li>be aligned with the ISL values of belonging, integrity, grit and kindness</li>
<li>possess excellent 
communication and collaborative skills, with the ability to work effectively across all levels of school administration, department and staff</li>
<li>be able to lead, develop and provide guidance and support to the HR team, while fostering a culture of teamwork and mutual respect</li>
<li>have strong knowledge and expertise in Qatar employment laws and regulations</li>
<li>have absolute discretion in handling confidential information</li>
<li>ability to analyse, evaluate and prioritise challenges and issues and develop workable practical solutions to HR related issues</li>
<li>leverage technology and innovative HR practices, such as the use of HR analytics and automation tools</li>
<li>bring extensive experience of international human resources 
practices and be innovative and creative in applying them within the context of the school&rsquo;s unique needs</li>
<li>have an innovative and creative approach to 
human resources leadership, based on best current practice</li>
<li>have a strong sense of responsibility and focus on institutional strategic goals</li>
<li>have an excellent command of spoken and written English (ability to 
speak and read Arabic is helpful)</li> 
</ul>
Responsibilities. S/he will 
be responsible for: 


Strategic Leadership
<ul>
<li>design, develop and implement the HR strategy in alignment with the school&rsquo;s strategic priorities</li>
</ul><ul><li>serve as a trusted advisor to the Senior Leadership Team on HR-related matters, including staff welfare, and talent development in collaboration with the Director of Learning, Analytics and Innovation</li>
</ul><ul><li>lead the organizational design, succession planning and school-wide HR projects</li></ul> 


 Personnel Management 

<ul>
<li>lead the recruitment during the recruitment season, ensuring that hiring practices promote diversity and inclusion</li>
</ul><ul><li>ensure that performance management tools are available and up to date to keep records of training, and professional development in collaboration with the Director of Learning, Analytics and Innovation</li>
</ul><ul><li>ensure effective onboarding / offboarding process in collaboration with Head of Operations and Director of Learning, Analytics and Innovation</li>
</ul><ul><li>organize training programs, professional development workshops, and career advancement opportunities in collaboration with the head of operations</li>
</ul><ul><li>ensure that retention strategies are in place for all staff members</li></ul> 


Employee Relations and Compliance
<ul>
<li>foster a positive workplace culture based on trust, collaboration, and belonging</li>
</ul><ul><li>promote employee well-being and mental health, including initiatives like wellness programs, mental health support, and work-life balance policies</li>
</ul><ul><li>handle complex employee relations issues and advice on conflict resolution, grievances, and disciplinary actions</li>
</ul><ul><li>ensure compliance with local labor laws and school policies</li></ul> 


HR policy and systems
<ul>
<li>review, develop, and implement HR policies and documentation 
in conjunction with the Head of Operations 
that reflect best practices, promote diversity and inclusion, and support the school&rsquo;s goals</li>
</ul><ul><li>optimize HR systems and tools to ensure effective data management and reporting 
to the Head of Operations</li></ul> 


HR Operations
<ul>
<li>work closely with 
the HR Team members to ensure seamless HR operations across the school</li>
</ul><ul><li>align HR strategy with day-to-day HR business practices, ensuring operational efficiency</li>
</ul><ul><li>hold regular termly review meetings with the HR team to evaluate the effectiveness of the department with current practices, process, etc.</li>
</ul><ul><li>provide leadership and guidance to the HR Team in their roles</li>
</ul><ul><li>in conjunction with the Head of Operations, the Head of HR is responsible for the budget process of the HR department</li>
</ul><ul><li>collaborate with other departments, such as working closely with the finance department for budgeting, with the IT department for enhancing the HR platform, or with Advancement for HR Marketing needs.</li></ul></div>

Head of Human Resources

City Centre Rotana Doha

<div>
 
 Job Description
 
 
 
 We are currently seeking for passionate and dynamic guest focused Human Resources professionals who pride themselves on their ability to deliver extraordinary levels of customer service and provide creative solutions to our employees.
 
 
 As a Human Resources Coordinator you are responsible for coordinating the various functions including administrative procedures and recruitment, leavers / joiners administration, liaison with the various departments of the hotel and outside contractors, maintaining and producing reports and records. Your role needs you to adhere to policies and procedures ensuring the smooth functioning of the Human Resources Department and will include key responsibilities such as-
 
 
 <ul>
 <li>
 Initiate and process employment requisitions, develop and edit departmental job descriptions, vacancy announcements and position advertisements in consultation with the Director of Human Resources / Human Resources Manager
 </li>
 <li>
 Develop and maintain confidential departmental employee files, documents and databases
 </li>
 <li>
 Coordinate employee recruitment process, as appropriate, ensuring search documentation is accurate, consistent and complete
 </li>
 <li>
 Coordinate departmental employee relation functions in consultation with the Director of Human Resources / Human Resources Manager, monitor employee performance appraisal completions and track annual and sick leave accruals
 </li>
 <li>
 Prepare and complete the monthly Human Resources report and other statistical reports as required by the Director of Human Resources / Human Resources Manager
 </li>
 <li>
 Coordinate and conduct departmental training and conduct the Human Resources Orientation for new hires
 
 
 </li>
 </ul>
 
 Skills
 
 
 
 
 Education, Qualifications &amp; Experiences
 
 
 
 You should have a university degree in a related discipline with preferable experience within the same role. You must be a computer literate, ideally with proficiency in a computerized payroll system and fluent in English.
 
 
 
 Knowledge &amp; Competencies
 
 
 
 The ideal candidate will be result oriented, self motivated and with a positive attitude. You have the ability to think laterally and have strong social skills and a presence, enabling you to interact and deal with employees effectively. You portray a fair leadership style and be easily approachable for employees at all levels, while possessing following additional competencies-
 
 
 Understanding Hotel Operations
 
 
 Effective Communication
 
 
 Planning for Business
 
 
 Supervising People
 
 
 Understanding Differences
 
 
 Supervising Operations
 
 
 Teamwork
 
 
 Adaptability
 
 
 Customer Focus
 
 
 Drive for Results
</div>

Human Resources Coordinator

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 25161154
 
 
 
 Job Category
 
 Human Resources
 
 
 
 Location
 
 Delta Hotels City Center Doha, Zone 61, Building 31, Aba Almsan-Blumsan Street 831, Doha, Qatar, Qatar,VIEW ON MAP
 
 
 
 Schedule
 
 Full Time
 
 
 
 Located Remotely?
 
 N
 
 
 
 Position Type
 
 Management
 
 
 
 Job Summary
 
 
 
 As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures.
 
 
 
 CANDIDATE PROFILE
 
 
 
 
 Education And Experience
 
 
 
 <ul>
 <li>
 High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 OR
 
 
 <ul>
 <li>
 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area.
 
 
 </li>
 </ul>
 
 CORE WORK ACTIVITIES
 
 
 
 
 Managing Recruitment and Hiring Process
 
 
 
 <ul>
 <li>
 Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.
 </li>
 <li>
 Establishes and maintains contact with external recruitment sources.
 </li>
 <li>
 Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
 </li>
 <li>
 Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
 </li>
 <li>
 Oversees/monitors candidate identification and selection process.
 </li>
 <li>
 Provides subject matter expertise to property managers regarding selection procedures.
 </li>
 <li>
 Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
 </li>
 <li>
 Performs quality control on candidate identification/selection.
 
 
 </li>
 </ul>
 
 Administering And Educating Employee Benefits
 
 
 
 <ul>
 <li>
 Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors.
 </li>
 <li>
 Prepares, audits and distributes unemployment claim activity reports to property management.
 </li>
 <li>
 Attends unemployment hearings and ensures property is properly represented.
 </li>
 <li>
 Ensures that department has the available resources on hand to administer employee.
 
 
 </li>
 </ul>
 
 Managing Employee Development
 
 
 
 <ul>
 <li>
 Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job.
 </li>
 <li>
 Ensures employees are cross-trained to support successful daily operations.
 </li>
 <li>
 Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate.
 </li>
 <li>
 Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture.
 </li>
 <li>
 Ensures attendance by all new hires and participation of the leadership team in training programs
 </li>
 <li>
 Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.
 
 
 </li>
 </ul>
 
 Maintaining Employee Relations
 
 
 
 <ul>
 <li>
 Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).
 </li>
 <li>
 Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action.
 </li>
 <li>
 Utilizes an &ldquo;open door&rdquo; policy to acknowledge employee problems or concerns in a timely manner
 </li>
 <li>
 Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources.
 </li>
 <li>
 Partners with Loss Prevention to conduct employee accident investigations, as necessary.
 </li>
 <li>
 Communicates performance expectations in accordance with job descriptions for each position.
 
 
 </li>
 </ul>
 
 Managing Legal and Compliance Practices
 
 
 
 <ul>
 <li>
 Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
 </li>
 <li>
 Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act.
 </li>
 <li>
 Ensures medical records are maintained in a separate, secure and confidential medical file.
 </li>
 <li>
 Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable).
 </li>
 <li>
 Communicates property rules and regulations via the employee handbook.
 </li>
 <li>
 Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc.
 </li>
 <li>
 Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims.
 </li>
 <li>
 Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity.
 </li>
 <li>
 Manages Workers Compensation claims to ensure appropriate employee care and manage costs.
 </li>
 <li>
 Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
 
 
 </li>
 </ul>
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 
 Delta Hotels provide a seamless travel experience that has been thoughtfully designed with the essential needs of the modern frequent traveler in mind. We flawlessly deliver the key essentials guests need and we work hard to eliminate everything they don&rsquo;t. At Delta Hotels by Marriott, we are always warm, wise and in control so our guests can focus on what&rsquo;s most important. With a strong presence in Canada, the United Kingdom, and the United States, Delta Hotels by Marriott is rapidly expanding across markets all around the world. If you enjoy delivering purposeful service and focusing on the details that matter, we invite you to explore jobs at Delta Hotels by Marriott. In joining Delta Hotels, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
</div>

Multi-Property HR Manager (Delta City Center Doha and Al Samriya Doha Autograph Collection)

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 25133672
 
 
 
 Job Category
 
 Spa
 
 
 
 Location
 
 The Westin Doha Hotel &amp; Spa, Salwa Road, Doha, Qatar, Qatar,VIEW ON MAP
 
 
 
 Schedule
 
 Full Time
 
 
 
 Located Remotely?
 
 N
 
 
 
 Position Type
 
 Management
 
 
 
 Job Summary
 
 
 
 Supports the Director of Spa and Recreation in all aspects of the pool and beach areas, including overall maintenance, daily upkeep, cleanliness and the operation of cabana units. Provides and models service behavior to guests and employees. Strives to continually improve guest and employee satisfaction and maximize the financial performance in areas of responsibility. Position works with direct reports to carry out departmental strategies.
 
 
 
 CANDIDATE PROFILE
 
 
 
 
 Education And Experience
 
 
 
 <ul>
 <li>
 High school diploma or GED; 2 years experience in the spa, guest services, or related professional area.
 
 
 </li>
 </ul>
 
 CORE WORK ACTIVITIES
 
 
 
 
 Supporting Management of Spa Operations and Budgets
 
 
 
 <ul>
 <li>
 Assumes the responsibilities of the Spa Director in his/her absence.
 </li>
 <li>
 Ensures all employees have the proper supplies, equipment and uniforms.
 </li>
 <li>
 Comprehends budgets, operating statements and payroll progress reports as needed to assist in the financial management of department.
 </li>
 <li>
 Manages supplies and equipment inventories within budget.
 </li>
 <li>
 Maintains cleanliness of spa and related areas and equipment.
 </li>
 <li>
 Understands the impact of department&rsquo;s operations on the overall property financial goals and objectives and managing to achieve or exceed budgeted goals.
 
 
 </li>
 </ul>
 
 Ensuring and Delivering Exceptional Customer Service
 
 
 
 <ul>
 <li>
 Sets a positive example for guest relations.
 </li>
 <li>
 Interacts with guests to obtain feedback on product quality and service levels.
 </li>
 <li>
 Handles guest problems and complaints.
 </li>
 <li>
 Empowers employees to provide excellent customer service.
 </li>
 <li>
 Emphasizes guest satisfaction during all departmental meetings and focusing on continuous improvement.
 </li>
 <li>
 Strives to improve service performance.
 
 
 </li>
 </ul>
 
 Conducting Human Resources Activities
 
 
 
 <ul>
 <li>
 Solicits employee feedback, utilizing an &ldquo;open door&rdquo; policy and reviewing employee satisfaction results to identify and address employee problems or concerns.
 </li>
 <li>
 Ensures employees understand expectations and parameters.
 </li>
 <li>
 Brings issues to the attention of the department manager and Human Resources as necessary.
 </li>
 <li>
 Observes service behaviors of employees and providing feedback to individuals.
 </li>
 <li>
 Participates in employee progressive discipline procedures.
 </li>
 <li>
 Participates in an on-going employee recognition program.
 </li>
 <li>
 Reviews comment cards and guest satisfaction results with employees.
 </li>
 <li>
 Supports a Spa orientation program for employees to receive the appropriate new hire training to successfully perform their job.
 </li>
 <li>
 Supervises on-going training initiatives and conducting training when appropriate.
 </li>
 <li>
 Establishes and maintains open, collaborative relationships with employees and ensuring employees do the same within the team.
 </li>
 <li>
 Celebrates successes and publicly recognizes the contributions of team members.
 </li>
 <li>
 Ensures property policies are administered fairly and consistently, disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and support the Peer Review Process.
 </li>
 <li>
 Assists the Spa Director in managing the day-to-day operations of the spa as necessary.
 
 
 </li>
 </ul>
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 
 At Westin, we are committed to empowering guests to regain control and enhance their well-being when they need it most while traveling, ensuring they can be the best version of themselves. To achieve the brand mission of becoming the preeminent wellness brand in hospitality, we need passionate and engaged associates to bring the brand&rsquo;s unique programming to life. We want our associates to embrace their own well-being practices both on and off property. You are the ideal Westin candidate if you are passionate; you are active and take pride in how you maintain your well-being; you are optimistic; you are adventurous.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
</div>

Recreation and Fitness Manager

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