Posted June 19, 2017 R-123502
Interstate Hotels & Resorts' Vice President of Human Resources provides leadership, coaching and guidance to a team of field based Regional HR Directors with the goal of creating, promoting and maintaining a fair work environment throughout the company. This team is responsible for supporting, educating, coaching and counseling hotel General Managers and Human Resources Directors/Managers on human resources matters and issues, ensuring compliance with Federal/State employment laws and Union contract agreements, and enforcing consistent application of company policies.
Provide direction to the Learning and Career Development Team to source, recommend and/or develop, deliver and monitor effectiveness and completion of Training services and HR programs to meet strategic goals of the company including: Conducting need assessments and identifying opportunities to fill training gaps; evaluating and expanding upon effectiveness of existing programs; identifying and tracking metrics to ensure compliance and effectiveness of programs; developing and managing training budget. Leads, directs and oversees development and effectiveness of certain HR and training technology including company portal (Intranet) and LMS. Sources, develops and maintains effective Vendor relationships and strategic partnerships at all levels of the organization. Acts as business partner to senior leadership to ensure Training and HR programs are aligned to business needs. Guides, directs and manages the process of administering, facilitating and monitoring training programs and HR programs
Leads the development and implementation of all associate engagement internal marketing and communication strategies, recognition programs and events in collaboration with property leadership to ensure initiatives are in line with the strategic priorities, with a focus on improving culture and employee engagement. To ensure effectiveness, this position will also be responsible for identifying and implementing metrics to measure property performance in these areas and to develop action plans and objectives to continuously improve. In addition, the Director will partner with corporate departments to support Corporate Social Responsibility (Philanthropy, Diversity, and Sustainability) at the property level. The Director will oversee operations and all functions of Employee Events, Communications and Employee Concierge in accordance with departmental, property and company policies, practices, and procedures.
ORGANIZATIONAL SCOPE: This role will be directly responsible for the oversight and supervision of a group of 6-10 field based HR Directors, HR Hotel Transitions Team Members, the Learning and Career Development Team and will also partner with other members of the corporate Human Resources team and serve as an HR Business Partner to Operations, Sales and Finance VP’s and SVP’s throughout the organization. This role will also work closely with in house legal counsel as needed. This role reports to the Chief Human Resources Officer.
ESSENTIAL FUNCTIONS include but are not limited to:
Plans, develops, organizes, implements, directs and evaluates the organization's human resource function and performance.
Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people.
Translates the strategic and tactical business plans into HR strategic and operational plans.Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the motivation, development and retention of the people resources of the organization.
Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry.
Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets.
Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, affirmative action, sexual harassment, employee complaints, external education and career development, among others.Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. Coordinates the activities, programs and strategic HR plans of other HR departments throughout the corporation.
Maintains knowledge of HR policies, programs, laws and issues. Understands domestic policies and programs and coordinates the integration of all such programs.
Provides technical advice and knowledge to others within the human resource discipline.Manages other areas such as employee communication, employee safety and health, and community relations.
Continues improving the programs, policies, practices and processes associated with meeting the strategic and operational people issues of the organization.
Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities.
Supervise and oversee professional development and day-to-day activities of the Regional Human Resources Directors ensuring HR compliance and a fair work environment throughout the company. Ensure resolution of associate complaints filed with corporate, federal, state and local agencies involving employment practices.
Develop, shape and implement programs and checklists to improve training, legal compliance and policy administration; design, update and revise company policies and procedures as appropriate to the changing human resources and legal environment and to ensure internal equitability and external competitiveness with similar industries and markets; monitor and track the effectiveness of established programs. Develop and implement associate relations programs that will create effective workplace relationships and foster a positive organizational culture.
Advise hotel-level and corporate leadership on escalated employee relations matters to include workforce reductions, union concerns, potential employment litigation etc. to ensure compliance with Federal/State laws and consistent application of company policies and procedures, to result in timely and appropriate actions. Participate in escalated employee relations investigations as needed.
Work with HR Director of Transitions to ensure the smooth and successful transition of properties into and out of company; work with training to ensure transition new hire orientation is conducted; ensure new GM’s and HR Directors are on-boarded successfully.
Advise General Managers and hotel Human Resources Directors/Managers on grievances, arbitration and other labor relations matters; attend union contract negotiations and administration.
Perform special projects and other responsibilities as assigned.
Knowledge and Skills:
Education: Master’s degree in Human Resources and/or Labor Relations required and SPHR/PHR-SCP certification a plus.
15+ years of human resources or an equivalent combination of formal education, training, and experience. Experience leading a team of HR professionals required (experience with a remote team preferred). Experience working in a fast paced, multi-state, multi-unit environment required. Experience working in a matrix environment.Hospitality Industry experience preferred.
Skills and Abilities:
Strong employee relations, problem solving, written and oral communication, and presentation and facilitation skills are essential. Ability to build effective and influential partnerships throughout the organization required.
Demonstrated ability to plan, organize, and manage multiple concurrent and complex projects and to work effectively and efficiently under pressure to meet required deadlines. Demonstrated analytical, problem solving, and decision-making skills including data gathering and analysis needed. Demonstrated ability to address large groups of individuals and effectively deliver training and policy initiatives.
Pay Transparency Policy Statement
Interstate will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by Interstate, or (c) consistent with Interstate’s legal duty to furnish information.
4501 N. Fairfax Drive
Arlington, VA 22203
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Interstate Hotels & Resorts
Our Experience. Your Success.®
Interstate Hotels & Resorts is the leading global hotel management company. Hotel owners, developers and guests discover the Interstate difference in our 425 hotels, resorts and conference centers with nearly 75,000 rooms located throughout the U.S. and around the globe.
Our rich history spanning more than 55 years of innovation, consistency and success is unmatched in the hospitality industry, making Interstate the preferred hotel management company of major global brands. It also allows our associates to consistently deliver results for real estate investors, ownership groups, publicly-traded REITs, privately held companies, and private equity funds today and in the bright future to come.
Interstate, from startup to stardom
From relatively humble beginnings in 1960, Interstate Hotels & Resorts has evolved to become a leader in the hospitality industry. Once the owners of a single property in Erie, Pennsylvania, we’ve expanded internationally and are now recognized as the leading U.S.-based third-party hotel management company. Along the way, we’ve forged partnerships with major brands in the industry and earned a reputation for high-quality, performance based operations.
To be the leading, independent, multinational hotel operator.
To be the leading, independent multinational hotel operator by creating a rewarding work experience for all of our associates, providing exceptional guest service, and generating superior returns for our owners and co-owners.
We didn't just stumble upon our success. Since the beginning, we've believed in delivering excellence by living our core values. It's these values that got us to where we are today and will guide us into the future. If you share these same values you will be a great fit for the Interstate team.
- INTEGRITY: Strive to do the right thing and display honesty and fairness in all words and actions.
- TEAMWORK: Consistently identify opportunities to assist your fellow associates.
- RESPECT: Promote diversity and treat others with mutual trust and respect.
- EXCELLENCE: Make a difference by delivering exceptional service and performing beyond expectations.
- INNOVATION: Constantly create new ideas and improve on ways of doing things.
- COMMUNICATION: Be a leader in your hotel regardless of your position and encourage open communication.
- SERVICE: Be of service to our guests, our communities, and to each other.