*Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. *Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, safety and health, succession planning, employee relations and retention, compliance, and labor relations. *Manages human resources operations by recruiting, selecting, orienting, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; resolving problems; implementing change. *Developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments.*Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications. *Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. *Complies with labor law, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions. *Maintaining personal networks

Managing the Human Resources Strategy •Executes and follows-up on engagement survey related activities. •Translates business priorities into property Human Resources strategies, plans and actions •Implements and sustains Human Resources initiatives at the property. •Leads the assessment of property leadership pipeline through the human capital review process and assists with follow-up. •Monitors effective use of myHR by property managers and employees. •Leads and participates in succession management and workforce planning. •Serves as key change manager for initiatives that have high employee impact. . Managing Staffing and Recruitment Process •Analyzes open positions to balance the development of existing talent and business needs. •Serves as coach and expert facilitator of the selection and interviewing process. •Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc. •Monitors sourcing process and outcomes of staffing process. •Ensures managers are competent in assessing and evaluating hourly staff. Managing Employee Compensation Strategy •Remains current and knowledgeable in the internal and external compensation and work competitive environments. •Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities. Managing Staff Development Activities •Ensures completion of the duties and responsibilities of the properties' Human Resources staff members, as outlined in applicable job description(s). •Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees. •Serves as resource to property Human Resources staff on employee relations questions and issues. •Continually reinforces positive employee relations concepts