FLEX Manager, Onboarding and Associate Growth

This is a temporary position. 

 

Provide onboarding resources and support to associates and leaders for RMAS Support Services.  Assist leaders in coaching and mentoring direct reports.  Participate in identifying on-boarding needs, planning the on-boarding programs and schedule.  Responsible for evaluating the effectiveness of the on-boarding programs and validating on-boarding efforts meet business needs.  Contribute specialized knowledge and skills to support team’s business objectives and partner with leadership to support associate growth and development. 

 

CANDIDATE PROFILE 

Education and Experience 

• 2-year degree from an accredited university in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; 2 years’ experience in related professional area

                                                                                                       OR

• 4-year bachelor's degree in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; certified trainer; no work experience.

 

Preferred:

• Experience with revenue management and experience in property operations and/or group housing
• Proven ability to work effectively in a large, cross-geography, cross-business virtual team environment
• Strong thinking, project management and change management skills
• Able to manage multiple projects at the same time
• Focus on Planning implementation and process improvement 
• Knowledgeable about revenue management, PMS, and sales systems and/or processes

 

CORE WORK ACTIVITIES The following are specific responsibilities and contributions critical to the successful performance of the position:

Business/Functional Results

• Partner with Learning and Delivery Team to execute Training with the delivery of core skills, business process and multi-brand support training to RMAS associates
• Support leaders to coach and mentor associates to drive success and performance
• Responsible for executing the delivery of onboarding training to new hires
• Partner with Learning and Delivery, Leaders and HR partners to identify and meet ongoing training needs
• Attend touchpoint calls, presentations and other customer-facing activities with associates to assess sales skills and identify opportunity areas
• Responsible for working with Leadership on associate curriculums to ensure associates are receiving relevant training based on prior experience and training attended

Managing Execution

• Prioritize training delivery according to the overall hotel strategy
• Assess associate skills and need areas and coach associates through knowledge gaps
• Assist in identifying training needs and gaps in existing training and surface these to Learning and Delivery 
• Ensure associates are continuously kept abreast of current business process and application requirements and new initiatives within Marriott
• Review and make appropriate revisions to market-based training documentation, as required
• Manage training equipment; inventory training materials; order additional training material as applicable 
• Maintain accurate and timely training and tracking records and distribute as required
• Escalate factors that may affect on boarding and training (e.g., hardware and/or software) to leaders for appropriate action
• Provide regular and consistent feedback to leaders regarding associate training application and provide recommendations to promote associate success

 

Generating Talent

• Identify and leverage all available resources to assist in achieving the departmental and/or organizational goal and objectives 

Leadership

• Lead training delivery efforts toward the accomplishment of key departmental objectives that contribute to business success
• Partner with Leaders and Learning and Delivery on the design, development and implementation of on boarding and training strategies, programs and processes

Building Relationships

• In working with Learning and Delivery, ensure training meets the needs of the individual stakeholders
• Act as primary point of contact for Leaders in identifying training classes, programs, and resources needed for associate development.
• Develop strong, credible relationships with key stakeholders

Learning and Applying Personal Expertise

• Develop thorough knowledge of all aspects of the business processes and transactional tasks to provide need-based and time