Marriott Talent Acquisition Manager in Western Cape, South Africa
Job Number 22006040
Job Category Human Resources
Location MI Regional Office Cape Town, Arthur's Road, Western Cape, South Africa, South Africa
Position Type Management
Located Remotely? N
Marriott International is the world’s largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. We believe a great career is a journey of discovery and exploration. So, we ask, where will your journey take you?
This role specializes in Talent Acquisition (recruitment, selection processes, workforce planning, recruitment database, recruitment campaigns, career fairs, recruitment advertising, social media recruitment) and supports selection activities for the continent. Key responsibilities will include to research, compile reports, instigate activities and initiatives, and make recommendations and proposals on various on-going and new HR projects and activities related to talent acquisition. The incumbent will support HR Leader questions and handle concerns around candidate workflow and management.
Education and Experience
3-year degree from an accredited university in Human Resources, Business Administration, or related major.
3-5 years of progressive experience in Human Resources in a large complex organization. On property hospitality and/or corporate head office experience with high level stakeholders preferred
Previous experience and/or strong interest in the field of talent acquisition in Eur Middle East and Africa an advantage
Previous experience managing medium to large size projects and/or leading process improvement efforts
CORE WORK ACTIVITIES
Assist and support with the following, at a minimum:
Perform sourcing and posting of vacancies for properties at pre-opening stage until dedicated HR leader is appointed and above property; to include posting, screening applicants, interviews of non-management and management positions, applicant response, reference checks, and supporting the hiring process administration.
Assist in the evaluation of existing talent acquisition processes, tools and programs. Review talent acquisition metrics, quantitative and qualitative data points to spot trends and identify opportunity areas.
Support communications to the field for talent acquisition strategy and initiatives for the continent as well as day to day appropriate education and training provided to properties in a timely and efficient manner. Tracks and coordinates key projects and priorities including key deliverables, responsibilities and due dates.
Support the execution of a recruitment strategy plan and development and usage of Talent Toolkit Resources for the Continent, to include Employee Referral Program, Relationship Recruitment, Online Job Boards, Search Agencies. Best Practice. Manage resources on the MhuBTA page for EMEA. Supports ongoing training and education to the field to meet growth objectives.
Implement and lead targeted recruitment strategies in line with EE and B-BBEE requirements for South Africa.
Keeps abreast of best recruitment practices in EMEA as well as external activities and raises new ideas where appropriate. Assists the researching of effective recruiting approaches to attract the best talent in each market, as well as helping source candidates from diverse and non-traditional sources. Able to assimilate and effectively recruit using new technologies.
Utilize, manage and align to EMEA Continent recruitment initiatives, tools, systems and events to build specific talent pools that support the continent manpower needs
Support and promote the usage of Employer Brand recruitment resources and assist with advertising requests throughout the continent. Assist with all talent acquisition initiatives, representing Middle East and Africa needs and playing a key role in the deployment of talent acquisition processes, policies, and tools to engage new talent, providing project management support and coordinating efforts with hotel HR Leaders and other stakeholders, as needed.
Provides needed administrative support in all necessary administration for the General Manager (GM) Staffing process including: sourcing requisitions, tracking applications, gathering applicant documents, updating applicant status, initiating pre-employment and background checks, ensuring documents are completed and shared to stakeholders i.e. Comp & Ben, hotel HR leaders.
Maintains the GM Hiring/Staffing Tracker and creates reports for Executive Manpower meetings including field data collection for succession planning and career development.
Managing Work, Projects, and Policies:
Coordinates and implements work and projects as assigned.
Complies with Federal and State laws applying to procedures.
Generates and provides accurate and timely results in the form of reports, presentations, etc.
Analyzes information and evaluates results to choose the best solution and solve problems.
Manages the flow of questions and directs questions.
Informs, updates, and provides information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person in a timely manner.
Attends and participates in all relevant meetings.
Presents ideas, expectations and information in a concise, organized manner.
Uses problem solving methodology for decision making and follow up.
Maintains positive working relations with internal customers and department managers.
Manages time effectively and conducts activities in an organized manner.
Performs other reasonable duties as assigned by manager.
Adaptability - Maintains performance level under pressure or when experiencing changes or challenges in the workplace.
Communication - Conveys information and ideas to others in a convincing and engaging manner through a variety of methods.
Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develops and evaluates alternatives and solutions, solves problems, and chooses a course of action.
Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values.
Building and Contributing to Teams - Participates as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.
Driving for Results - Sets high standards of performance for self and/or others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required.
Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements to accomplish goals and ensure work is completed.
Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
Customer Relationships - Develops and sustains relationships based on an understanding of customer/stakeholder needs and actions consistent with the company’s service standards.
Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opportunity to contribute to their full potential.
Generating Talent and Organizational Capability
- Talent Management - Provides support and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.
Learning and Applying Professional Expertise
Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self and/or others.
Business Acumen - Understands and utilizes business information to manage everyday operations and generate innovative solutions to approach business and administrative challenges.
Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges.
Employee Relations -Prevents and resolves problems which arise out of or affect work situations, including knowledge of relevant laws, company policies and practices, and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee or labor relations complaint.
Human Resources Compliance -Applies knowledge of Human Resources laws and regulations applicable for locations, company policies and practices, and ethical codes of conduct to Human Resources practice.
Confidentiality and Ethical Conduct -Enforces company policies, ethical codes of conduct, and relevant laws as they apply to the handling of company and employee information.
Human Resources Reporting and Analytics -Uses Human Resources systems and data to generate reports and analyses that inform, evaluate or otherwise provide value to the business.
Human Resources Systems and Tools -Uses Human Resources systems and tools (e.g., web applications, software, surveys) in accordance with company standards and policies as well as industry best practices.
Project Management -The ability to use a defined process to create and manage a project; this includes defining and achieving success within constraints of scope, time, resources and budget.
Project Management Software -The ability to use computer software (e.g. Project, Excel, PowerPoint) to organize, coordinate and present project information.
Compensation and Benefits -Applies knowledge of principles, regulatory laws, and application of Human Resources compensation and benefit methods, including workers compensation and work accident procedures.
Talent Acquisition -Designs, develops and executes tools and processes associated with employee recruitment, hiring, and onboarding.
Industrial/Organizational Psychology -Applies knowledge of the principles, standards, codes of conduct, and application of Industrial/Organizational to workforce effectiveness through the design of processes and tools that help organizations hire, develop, manage, and engage employees.
Organizational Capability -Creates and executes a strategy to evaluate and adapt the structure of organizational units or jobs, as well as business processes that best fit the needs and/or support the goals of an organizational unit.
Human Resources Branding and Marketing -Understands and leverages employment brand and/or marketing strategies to achieve Human Resources and business goals.
Change Management -Creates and executes a strategy or plan to transition a group or company from a current state to a future desired state in accordance with company processes and standards; change management plans and interventions can focus at the individual or organizational level and includes communication and performance support activities.
Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
Mathematical Reasoning - Adds, subtracts, multiplies, or divides quickly, correctly, and in a way that allows one to solve work-related issues.
Oral Comprehension - Listens to and understands information and ideas presented through spoken words and sentences.
Reading Comprehension – Understands written sentences and paragraphs in work related documents.
Writing - Communicates effectively in writing as appropriate for the needs of the audience.
Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.
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