human resources operations director

McKinstry

<div><div>Build the future, spark innovation and align your career with purpose.
McKinstry is innovating the waste and climate harm out of the built environment and creating lasting impact. Together, we&rsquo;re building a thriving planet.
Buildings are a leading contributor to the climate crisis, generating nearly 40% of total global energy-related carbon emissions. We&rsquo;re making a lasting impact on our industry and within our communities by addressing the climate, affordability and equity crises through:<ul><li>
renewables and energy services</li><li>
engineering and design</li><li>
construction and facility services</li></ul>
To get where we&rsquo;re going, we need big thinkers, problem solvers and collaborative mindsets. Does that sound like you?
The Opportunity with McKinstry
We are seeking a Human Resources Operations Director to join our growing HR team in Seattle, WA.
As the HR Operations Director, you&rsquo;ll serve as a strategic-minded leader responsible for developing, implementing, and optimizing HR operational processes and systems across key functions, including Benefits, Pre-Employment &amp; Onboarding, HRIS, Compliance, and overall HR operational excellence. You will also act as the primary liaison between several Corporate Service units to ensure strong partnership and alignment.
This role includes overseeing the day-to-day operations of the HR Operations department while also leading cross-functional projects. Additionally, you will support the Sr. Director of People Experience &amp; Operations in evolving the HR Operations function from individual workflows into a unified People Operations platform centered on employee experience and business success. 
Key Areas of Focus<ul><li>
Provide strategic leadership and oversight for Benefits, Leave Administration, Immigration, Compliance, Onboarding, and Pre-Employment programs, ensuring operational excellence across all functional areas.</li><li>
Develop and execute a multi-year HR Operations roadmap focused on scaling processes, optimizing internal workflows, and enhancing the employee experience as the organization grows.</li><li>
Partner closely with HR Business Partners, Talent Acquisition, Total Rewards, HRIS, and Employee Relations to ensure seamless, end-to-end HR service delivery and a consistent employee lifecycle.</li><li>
Drive operational efficiency through process redesign, technology enhancements, automation opportunities, and standardized procedures that elevate service quality and reduce administrative burden.</li><li>
Establish and track key performance indicators (KPIs), service-level agreements (SLAs), and operational dashboards to measure effectiveness, identify gaps, and drive data-informed decisions.</li><li>
Lead strategic planning for Open Enrollment, compliance audits, policy updates, and other cyclical HR activities to ensure smooth execution and alignment with organizational priorities.</li><li>
Support strategic HR initiatives, including designing and delivering an upleveled, high-impact onboarding experience that strengthens new-hire engagement and accelerates readiness.</li><li>
Serve as an escalation point for complex benefits, leave, immigration, and compliance matters, ensuring thoughtful, legally sound, and employee-centric resolutions.</li><li>
Strengthening onboarding and pre-employment workflows to create a seamless, timely, and engaging experience that supports retention and operational readiness.</li><li>
Collaborate with Finance, Legal, IT, and business leaders to ensure cross-functional alignment, accurate reporting, and governance across all HR programs.</li><li>
Lead change management efforts for the rollout of new programs, and policies, ensuring stakeholders are informed, trained, and supported.</li></ul>
People Management<ul><li>
Lead, mentor, and develop a high-performing team; strengthen team capabilities through coaching, training, role clarity, and building a culture of accountability and continuous improvement.</li><li>
Provide ongoing coaching, mentorship, and professional development to team members, ensuring they have the skills, tools, and resources needed to excel in their roles.</li><li>
Build team capability through structured training, cross-training, and knowledge-sharing programs to strengthen expertise across benefits, leaves, immigration, compliance, onboarding, and pre-employment.</li><li>
Set clear goals, expectations, and performance standards; conduct regular check-ins, performance reviews, and career development discussions to support growth and retention.</li><li>
Identify skill gaps and create targeted development plans to elevate the team&rsquo;s technical knowledge, customer service capability, and strategic thinking.</li><li>
Foster an inclusive, supportive environment where team members feel valued, empowered, and connected to the organization&rsquo;s mission and HR strategy.</li><li>
Implement effective workload planning, role design, and operational structures to ensure team readiness and scalability as the organization grows.</li><li>
Model strong communication, judgment, and problem-solving, ensuring the team understands priorities and is equipped to navigate complex or high-risk HR matters.</li><li>
Recognize achievements, celebrate team wins, and reinforce behaviors that align with organizational values and HR operational excellence.</li><li>
Serve as a steward of McKinstry&rsquo;s culture by communicating and influencing key policies and procedures.</li></ul>
What You Need to Succeed at McKinstry<ul><li>
Deep operational HR experience with broad knowledge of how all HR functions interact and support one another.</li><li>
Minimum ten (10) years of progressive HR experience.</li><li>
Bachelor&rsquo;s degree in HR, business management, or related field; or equivalent work experience</li><li>
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.</li><li>
Specific experience in benefits and leave management</li><li>
Working knowledge of federal, state, and local employment laws and HR compliance requirements.</li><li>
Uses sound judgment in ambiguous situations and knows when to consult.</li><li>
Influences effectively and serves as a trusted strategic partner to business leaders</li><li>
Strong project management skills with the ability to convene stakeholders, gain alignment on tasks and deadlines, and drive initiatives to successful completion</li><li>
Embraces continuous improvement and thrives in an innovative, evolving environment.</li><li>
Demonstrated people management and leadership experience, including coaching, developing, and guiding high-performing teams.</li><li>
Thrives in a fast-paced, complex business environment and can compartmentalize effectively while pivoting as situations evolve.</li><li>
Strong written and verbal communication skills.</li><li>
Advanced knowledge of Microsoft Office Suite (Word, Excel, PowerPoint, Outlook, and Visio) is required; working knowledge of SharePoint is preferred.</li></ul> 
PeopleFirst Benefits
When it comes to the basics, we have you covered:<ul><li>
Competitive pay</li><li>
401(k) with employer match and profit-sharing plan</li><li>
Paid time off and holidays</li><li>
Comprehensive medical, prescription, dental, and vision with low or zero deductible options and low out of pocket maximums</li></ul>
People come first at McKinstry, and we go beyond the basic benefits with:<ul><li>
Family formation benefits, including adoption and IVF assistance</li><li>
Up to 16 weeks paid parental leave</li><li>
Transgender inclusive benefits</li><li>
Commuter benefits</li><li>
Pet insurance</li><li>
&ldquo;Building Good&rdquo; paid community service time</li><li>
Learning and advancement opportunities via McKinstry University</li><li>
McKinstry Moves onsite gyms or reimbursement for remote workers</li></ul>
See benefit plan documents for complete details.
If you&rsquo;re driven by our vision to build a thriving planet together, McKinstry is the place to build your career.
The pay range for this position is $140,300 - $211,900 per year; however, base pay offered may vary depending on job-related knowledge, skills, and experience. A bonus may be provided as part of the compensation package, in addition to a full range of medical, financial, and/or other benefits, dependent on the position offered. Base pay information is based on market location.
The McKinstry group of companies are equal opportunity employers. We are committed to providing equal employment opportunities to all employees and qualified applicants without regard to sex, gender identity, sexual orientation, age, race, color, creed, marital status, national origin, disability, veteran status, genetic information or any other basis protected by law. This policy applies to all terms and conditions of employment including, but not limited to employment, advancement, assignment, and training. This commitment to Equal Employment Opportunity is made equally as a social responsibility and as an economic and business necessity.
McKinstry is a drug-free workplace. Employment is contingent upon successfully passing a pre-employment drug and alcohol test, complying with the requirements of the Immigration Reform and Control Act and a Confidentiality Agreement, in addition to successful outcomes of background and reference checks.
Applicants for this role will only be considered if they possess current US Work Authorization, and do not require employer-sponsored VISA support to begin or remain in this role.</div></div>

Human Resources Operations Director

Capitol City Rehab and Healthcare Center

<div>Up To $85,000 Salary! Competitive Rate - Medical, Dental, Vision Benefits - SOFI Wellness - Daily Pay - 401K Match - Tuition Reimbursement
Capitol City Rehabilitation &amp; Nursing Center in beautiful Washington DC is hiring an experienced Human Resources Director.
 Job Duties and Responsibilities:<ul><li>
The Human Resources Director assists with internal and external HR related inquiries and requests.</li><li>
The Human Resources Director maintains confidential employee records and updates records of current staff.</li><li>
The Human Resources Director assists with the recruitment process by identifying candidates, performing background checks, scheduling interviews, providing in-services in corporate compliance mandates.</li><li>
The HR Director organizes orientation for new staff, assists with benefit administration and retention events in the facility.</li><li>
The HR Director process payroll for the facility and other assigned functions.</li></ul> 
 MAKE A DIFFERENCE AND JOIN THE WINNING TEAM!
We are an EEO employer - M/F/Vets/Disabled
#PH2024</div>

Human Resources Director

Marriott International

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 25174498
 
 
 
 Job Category
 
 Human Resources
 
 
 
 Location
 
 The St. Regis Al Mouj Muscat Resort, Al Mouj, Muscat, Oman, Oman,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.
 
 
 
 Combining timeless glamour with a vanguard spirit, St. Regis Hotels &amp; Resorts is committed to delivering exquisite experiences at more than 50 luxury hotels and resorts in the best addresses around the world. Beginning with the debut of The St. Regis hotel in New York by John Jacob Astor IV at the dawn of the twentieth century, the brand has remained committed to an uncompromising level of bespoke and anticipatory service for all of its guests, delivered flawlessly by a team of gracious hosts that combine classic sophistication and modern sensibility, as well as our signature Butler Service. We invite you to explore careers at St. Regis. In joining St. Regis, 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>

Director of Human Resources - Omani Only

Patricio Enterprises, Inc.

<div>
 Job Details
 
 
 
 Description
 
 
 
 
 POSITION:
 
 Director of Human Resources
 
 
 
 LOCATION:
 
 Stafford HQ (Hybrid role with 3 days in office)
 
 
 
 STATUS:
 
 Open
 
 
 
 TRAVEL:
 
 Negligible
 
 
 
 CLEARANCE:
 
 Ability to obtain Secret Clearance
 
 
 
 BENEFITS:
 
 401K, Life/Health/ Dental/Disability Insurance, Flexible Paid Leave, and Tuition Reimbursement.
 
 
 
 DESCRIPTION:
 
 Patricio Enterprises Inc. is seeking to hire a Director of Human Resources to support and oversee the Human Resources Department. They are responsible for overseeing HR operations, developing strategies to align HR with business goals, and managing employee relations and compliance. The candidate must be a motivated team player having comprehensive knowledge of HR practices and principles. The Director of Human Resources provides a wide array of complex and routine administrative services.
 
 
 A minimum of ten years&rsquo; progressive performance in Human Resources and Federal government contracting industry experience mandatory.
 
 
 
 
 
 Primary Duties Will Include (but Not Limited To)
 
 
 
 <ul>
 <li>
 Demonstrates expert knowledge of best practice HR policies/procedures, as well as local, state and federal employment laws (FLSA, FMLA, ADA, etc.)
 </li>
 <li>
 Development of departmental goals, objectives, and systems.
 </li>
 <li>
 Manages and supports a team of human resources professionals.
 </li>
 <li>
 Maintains all employee and applicant documentation as dictated by governing agencies.
 </li>
 <li>
 Develop and implement HR strategies that align with the organization's overall business objectives. This includes succession planning, talent management, and change management.
 </li>
 <li>
 Create and enforce HR policies and procedures to ensure compliance with labor laws and regulations, protecting both the organization and its employees.
 </li>
 <li>
 Oversee the recruiting department ensuring that the organization attracts and retains top talent. They manage onboarding processes to integrate new employees effectively.
 </li>
 <li>
 Responsible for developing performance evaluation processes, ensuring they are fair and effective, and promoting a culture of continuous feedback and improvement.
 </li>
 <li>
 Handle employee relations issues, mediate conflicts, and promote a positive workplace culture. They address employee grievances and disciplinary actions as needed.
 </li>
 <li>
 Design and implement training programs, with the help of their team, to enhance employee skills and support career development, ensuring that employees have the necessary tools to succeed.
 </li>
 <li>
 Manage the HR department budget, ensuring that resources are allocated effectively to support HR initiatives and programs.
 </li>
 <li>
 Report HR metrics to senior leadership, ensuring that the organization meets all legal requirements and industry standards.
 </li>
 <li>
 Work closely with senior management to provide guidance on HR issues and ensure that HR strategies support the overall business plan.
 
 
 </li>
 </ul>
 
 Education / Experience Required
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in human resources, Business, Organizational Development, Psychology, or related discipline.
 </li>
 <li>
 A minimum of ten years&rsquo; progressive performance in Human Resources; Federal government contracting industry experience mandatory.
 </li>
 <li>
 Strong knowledge of Microsoft Office Suite.
 </li>
 <li>
 Strong experience with Deltek Costpoint, applicant tracking systems, HRIS, and other relevant software
 </li>
 <li>
 Effective communication skills, both verbal and written, including presentations; ability to speak confidently and effectively to varied audiences; proven professional writing ability, strong grammar and editing skills.
 </li>
 <li>
 Experience administering employee benefit plans and compensation plans, including Service Contract Act health and welfare benefits.
 </li>
 <li>
 Knowledge of Affirmative Action Plans and OFCCP compliance programs.
 
 
 </li>
 </ul>
 
 Education / Experience Preferred
 
 
 
 <ul>
 <li>
 Professional Certification (PHR, SPHR, GPHR, SHRM-CP or SHRM-SCP) preferred.
 </li>
 <li>
 Knowledge of UltiPro HRIS.
 </li>
 <li>
 Demonstrated experience in providing hands-on HR support for diverse employee populations of at least 200+ employees. OCONUS experience a plus.
 
 
 </li>
 </ul>
 
 Travel Requirements
 
 
 
 <ul>
 <li>
 Negligible
 
 
 </li>
 </ul>
 
 EOE. Protected Veterans/Individuals With Disabilities.
 
 
 
 Patricio Enterprises Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
</div>

Director of Human Resources (8597)

City of Chamblee, Georgia

<div>DIRECTOR OF HUMAN RESOURCES POSITION SUMMARY
Located just 14 miles from downtown Atlanta, Chamblee, GA is a vibrant urban city with a diverse community and international flair. The City of Chamblee began as a small rail town and was incorporated in 1908. Through multiple annexations, the city has grown to more than 7 square miles and has been named the Fastest Growing City in DeKalb County with over 30,000 residents.
Reporting directly to the City Manager, the Human Resources Director serves as a key strategic partner in shaping and executing the City&rsquo;s workforce vision. In this executive leadership role, the Director provides expert guidance to the City Manager and department heads on organizational effectiveness, workforce planning, talent strategy, and change management &mdash; ensuring alignment of human capital with the City&rsquo;s operational goals and long-term priorities.
The Director oversees the full spectrum of Human Resources operations, including recruitment and selection, onboarding, employee and labor relations, compensation and classification, benefits and leave administration, training and development, and the implementation of HR programs, policies, and systems. In addition to driving operational excellence, the Director ensures strict compliance with all applicable local, state, and federal employment laws and regulations, safeguarding the City&rsquo;s integrity and commitment to fair and equitable employment practices.
To view the full position profile, please visit Chamblee HR Director Profile.
PRIMARY RESPONSIBILITIES
Strategic Leadership &amp; Policy Development<ul><li>
Plans, coordinates, and manages personnel activities, including compensation and classification, recruitment and retention, orientation, employment, safety, testing, training and professional development, and records management.</li><li>
Develops, recommends, and implements City personnel policies and procedures; maintains updated employee handbooks.</li><li>
Provides in-house consulting for City department heads; advises supervisors on resolving employee relations and performance issues in accordance with City policies and applicable laws.</li><li>
Works with legal counsel to address employee grievances and other legal personnel issues; represents the City at personnel-related hearings and investigations.</li><li>
Ensures City compliance with all employment-related laws and guidelines; coordinates and delivers training for City personnel.</li><li>
Attends training, seminars, and conferences, and conducts research to stay abreast of legislation and trends in human resources administration.</li></ul>
Recruitment, Selection &amp; Onboarding<ul><li>
Directs employee recruitment and selection functions; recruits, interviews, and assists in selecting candidates for employment.</li><li>
Conducts background checks and coordinates drug testing and physical exams for prospective employees.</li><li>
Plans, implements, and reviews employee orientation programs.</li></ul>
Compensation &amp; Classification<ul><li>
Directs wage and salary administration; oversees compensation strategy and structure.</li><li>
Oversees preparation and maintenance of job evaluations and descriptions.</li></ul><ul><li>
Reviews, analyzes, and recommends changes related to position changes, reclassifications, and upgrade requests in line with regulations and budget constraints.</li><li>
Assists departments in budgeting for current and projected employee wages.</li></ul>
Benefits &amp; Leave Administration<ul><li>
Plans and directs administration of the City&rsquo;s employee benefits program; recommends changes and communicates benefit offerings to staff.</li><li>
Administers FMLA procedures and processes.</li><li>
Administers the City&rsquo;s unemployment compensation program; audits and disputes claims as needed.</li><li>
Maintains and monitors OSHA records; manages workers&rsquo; compensation cases.</li></ul>
Training &amp; Development<ul><li>
Coordinates employee training and professional development programs.</li><li>
Ensures programs support compliance, performance improvement, and leadership development.</li></ul>
Compliance &amp; Risk Management<ul><li>
Provides executive-level oversight of the City&rsquo;s compliance with key employment laws and regulations, including FMLA, ADA, OWBPA, and related statutory requirements, ensuring policies and practices align with legal standards and organizational objectives.</li><li>
Guides the strategic direction and effectiveness of the City&rsquo;s workers&rsquo; compensation, workplace safety, and risk management programs, setting policy frameworks and ensuring alignment with operational needs and regulatory mandates.</li><li>
Oversees enterprise-wide strategies for leave management and workplace accommodations, ensuring consistency, legal compliance, and balanced support for both employees and departmental operations.</li><li>
Leads cross-functional coordination among departments, legal counsel, insurance providers, and third-party administrators to proactively manage risk, reduce liability exposure, and promote a culture of accountability and safety.</li><li>
Monitors and assesses emerging legal and regulatory trends affecting workforce risk and compliance, advising senior leadership and driving policy updates and strategic adjustments as needed.</li></ul>
Budgeting &amp; Financial Oversight<ul><li>
Prepares and manages the Human Resources department budget.</li><li>
Monitors expenditures and ensures fiscal responsibility across HR initiatives.</li><li>
Oversees staff responsible for payroll processing and associated reporting and compliance.
</li></ul>Engagement &amp; Communication<ul><li>
Coordinates special employee programs and events to foster engagement and morale.</li><li>
Receives and responds to employee and public inquiries, concerns, and complaints regarding personnel policies and department services.</li><li>
Attends City Council, department, committee, and other meetings as necessary to represent the HR function and provide input on personnel matters</li><li>
Provides strategic leadership and oversight of employee engagement initiatives, ensuring alignment with the City's values, culture, and organizational goals to foster a motivated and high-performing workforce.</li><li>
Supports and guides the Employee Engagement Committee by setting priorities, allocating resources, and offering executive-level direction to advance initiatives that enhance workplace culture, employee experience, and organizational cohesion.</li></ul>
Technology &amp; Data<ul><li>
Provides strategic oversight of the City&rsquo;s Human Resource Information System (HRIS), ensuring system functionality supports organizational needs, workforce analytics, and operational efficiency.</li><li>
Ensures the integrity, security, and reliability of HR data across all platforms, guiding data governance practices that enable informed decision-making and regulatory compliance.</li><li>
Oversees the integration and alignment of HRIS with related systems, in collaboration with IT, Finance, and external vendors, including benefits administration, retirement services, payroll, and other enterprise applications, to ensure seamless information flow and process efficiency.</li><li>
Utilizes workforce data and analytics to inform executive leadership, drive strategic planning, and measure the effectiveness of HR programs and initiatives.</li></ul><ul><li>
Bachelor&rsquo;s degree required, master&rsquo;s degree preferred, in a related field such as Human Resources or Organizational Psychology.</li><li>
Minimum 7 years of HR Business Partner/Generalist experience across a range of competencies.</li><li>
SHRM-SCP or SPHR certification is preferred.</li><li>
Prior experience with HRIS implementation and organizational change leadership is highly valuable.</li><li>
Demonstrated experience leading HR department(s) through strategic and transactional change.</li><li>
Demonstrated initiative in determining new or modifying existing HR policies and procedures and effectively communicating them to staff and Board members.</li><li>
Demonstrated organizational leadership and decision-making capability at a senior management level in a collaborative manner.</li><li>
Builds and maintains positive relationships; demonstrates understanding, empathy, courtesy, and professionalism with diverse groups.</li><li>
Reviews budget reports, develops annual spending plans, tracks expenditures, and reallocates resources as organizational needs change.</li><li>
Analyzes budget data to identify trends, improve cost-effectiveness, and support resource requests with credible data.</li><li>
Communicates clearly and professionally in writing and speech; listens actively, explains reasoning, and uses tact in discussions and feedback.</li></ul>
COMPENSATION
The expected salary at the time of hire is $101,702 &ndash; $127,445. The City offers comprehensive medical benefits, retirement program, paid leave, and other benefits that contribute to a robust compensation package. Benefits information is available at the following link: https://www.chambleega.com/human_resources/benefits.php.
TO APPLY
Interested candidates are asked to apply through the FGP website at https://www.fgp.com/jobs/director-of-human-resources/. The deadline to apply is November 23rd. .
Questions about this opportunity can be directed to Christin Mack, Manager of Public Sector Executive Search with Find Great People, LLC at cmack@fgp.com.</div>

<div>Additional Information 
Job Number25174498 
Job CategoryHuman Resources 
LocationThe St. Regis Al Mouj Muscat Resort, Al Mouj, Muscat, Oman, Oman 
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.
Combining timeless glamour with a vanguard spirit, St. Regis Hotels &amp; Resorts is committed to delivering exquisite experiences at more than 50 luxury hotels and resorts in the best addresses around the world. Beginning with the debut of The St. Regis hotel in New York by John Jacob Astor IV at the dawn of the twentieth century, the brand has remained committed to an uncompromising level of bespoke and anticipatory service for all of its guests, delivered flawlessly by a team of gracious hosts that combine classic sophistication and modern sensibility, as well as our signature Butler Service. We invite you to explore careers at St. Regis. In joining St. Regis, 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>

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