Our foundation in family goes back to 1957, when entrepreneur Jay Pritzker purchased the original Hyatt House motel. Pritzker and his brother, Donald, worked to grow the Hyatt brand, powered by their belief in the importance of family and care. As of March 31, 2020, Hyatt is a global hospitality company with 20 premier brands and more than 900 hotel, all-inclusive, and wellness resort properties in over 65 countries across six continents.With more than 127,000 colleagues across 65 countries, we embrace all cultures, races, ethnicities, genders, sexual orientations, ages, abilities, perspectives, and ways of thinking. Our culture is one that empowers every individual to be his or her best, and such authentic connection inspires the way we care for each other and for our guests.Be a part of something bigger. Enjoy life every day. Make a difference in the lives of those around you. Love where you work. Join a company that values respect, integrity, humility, empathy, creativity, and fun. With careers spanning the globe, your perfect opportunity awaits. Discover why Hyatt is consistently ranked one of the world’s best places to work.
Industry : Other Industry
Department : Head Office-Corporate
Location : Chicago/United States
Level : Management
Posted : 14 May 2022
Job Role : Human Resources Manager
Recruiter : Hyatt Hotels
Job Ref : HOZ85335
Employment Type: Permanent
Job Type :
Validate Through : 2022-06-11
Salary Range (monthly): USD 2,000 to 8,000
Salary Description: Competetive Salary Offered
The Senior Manager, Human Resources plays a key role in helping to shape and drive the company's enterprise HR strategy in support of the business goals and priorities. A seasoned HR Business Partner with a proven track record of success in thinking strategically and executing with excellence, this role builds and maintains effective working relationships at all levels of the organization.
With a focus on deeply understanding and aligning key business and people strategies, practices and processes, the Senior Manager, HR is a critical partner to leaders in developing and maintaining an environment that delivers top diverse talent at the right time to achieve results. The role sets the standards of excellence for HR policies and practices for the assigned functional area and maintains the integrity of these practices while continuing to build capabilities. It serves as a business and thought leader in establishing functional level workforce priorities in support of the enterprise HR strategy.
Serve as primary HR Partner to Commercial Services - global Digital/IT leadership teams. Leverage a solid understanding of organizational processes and structures and HR knowledge. Provides ongoing advising, coaching and support to the corporate functions in the areas of performance management, workforce planning, talent reviews, colleague development, internal promotions, employee relations, and the annual compensation process.
Partner across HR and the business to implement solutions to close gaps and create a competitive people advantage (develop and implement workforce plans, initiatives, and solutions that drive positive employee and labor relations, support growth and drive business results).
Collaborate with COEs (Talent, Total Rewards, DE&I) and Shared Services to assess and develop solutions to improve people-related results (inclusion and diversity, total rewards, talent management, talent acquisition, performance management, colleague/ leader development, succession planning). Partner to identify people solutions to challenges within the business and contribute to the implementation of people strategies and programs.
Influence business leaders to make the right decisions when it comes to people (managing people spend, talent and promotion decisions, managing poor performance, etc.).
Advise, coach and facilitate leaders and colleagues through the change management process to ensure successful execution of key business initiatives and projects (including right tools and resources). Help build the capacity of the business to accept change through knowledge sharing and communication.
Ensure legal compliance and accuracy in the organizational hierarchy, pay, titling, and leveling. Manage the completion of workflow transactions in all internal systems for employment changes.
Manage and resolve a variety of employee relations issues, partnering with Legal to provide direction to leaders and HRGs on complex colleague relations issues and ensuring due process and due diligence occurs.
Collaborate effectively with other HR partners to deliver timely, relevant, and consistent HR services and solutions.
Support the creation of continuous learning environment through the successful implementation of the learning priorities and programs developed by the L&D team (e.g., [email protected], Leading Inclusive Teams, People Playbook, etc.).
Embraces and displays the leadership behaviors and attributes of Hyatt's Leadership Profile: Caring, Serving, Learning, Adaptive and Achieving.
Demonstrate a commitment to Hyatt core values: Respect, Integrity, Humility, Empathy, Creativity and Fun.
The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary.
10+ years progressive leadership in business or human resource management roles; change management, and global experience preferred.
Bachelor's Degree in organizational development, industrial/ organizational psychology, human resources, or related field. Master's Degree or MBA a plus.
Certificates, Licenses, Registrations
Senior Professional in HR (SPHR) or Professional in HR (PHR) certification preferred.
Computer Skills Needed to Perform this Job
Microsoft Office required. Familiarity with Taleo and ADP a plus.
Additional Comments and Requirements
Success in influencing without direct authority.
Ability to drive talent programs, handle people dynamics and advise on HR policies and practices.
Courage to make tough decisions and deliver difficult messages with professionalism and poise.
Experience providing input on decisions that may broadly impact parts of the business.
Comfortable in ambiguity and can make sound decisions in complex situations.
Effective interpersonal and influencing skills with a demonstrated ability to develop relationships and influence at all levels within the organization.
Strong listening and written and verbal communication skills.
Previous experience as a people leader.
Experience supporting a Digital/IT workforce.
Ability to collaborate within and outside of HR to solve problems and advance the strategic people priorities.