Assistant Talent Acquisition Manager

Additional Information

Job Number: 25011639

Job Category: Human Resources

Location: W Doha, West Bay, Zone 61, Doha, Qatar

Schedule: Full Time

Located Remotely? N

Position Type: Management

As a member of the Human Resources Team, the Assistant Talent Acquisition Manager carries out daily activities of the Human Resource Office with a primary focus on recruitment. The Assistant Talent Acquisition Manager is responsible to plan, develop, and manage the recruitment process at the W Doha with the ultimate goal to attract and employ the most qualified candidates.

CANDIDATE PROFILE

Education And Experience

1. Bachelor Degree ideally in Human Resources/Hotel Management or related field is preferred.
2. Must have at least 3 years of work experience in a senior recruitment position, preferably in a luxurious hotel property.
3. Previous work experience within the Middle East is beneficial.

Core Work Activities

1. Manages the hiring process of W Doha from A-Z to identify candidates with the appropriate skills and attitude.
2. Establishes and maintains fruitful relationships with the department heads of W Doha to aid the recruitment process.
3. Establishes and maintains contact with external recruitment sources and manages related contracts.
4. Attends job fairs.
5. Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings.
6. Oversees/monitors candidate identification and selection process.
7. Provides subject matter expertise to property managers regarding selection procedures.
8. Partners with vendors to ensure effective advertisement efforts are utilized for open positions in appropriate venues to attract a diverse candidate pool.
9. Performs quality control on candidate identification/selection.
10. Ensures that the communication and process between Recruitment and HR Admin is seamless.
11. Ensures all agency contracts are standardized as per Marriott and on brand as per W standards.
12. Ensures all email communication templates are standardized and on brand.
13. Ensures that all invoices are paid in a timely manner.
14. Assists the DHR in preparing the manning wish list for next year's budget.
15. Constructs the Recruitment Budget for the following year with all relevant costs. Ensure that promotions & internal transfers are well planned and completed as per standards.
16. Ensures that all relevant HOD's, Assistant Managers, Supervisors are fully BI trained.
17. All reports are up-to-date and communicated on a weekly/monthly basis to DRH and HOD's incl. but not limited to Time To Fill Report, Monthly Dashboard, Recruitment Update, etc.
18. Ensures the Behavioral Interview Guide and Pre-screening format are completed in its entirety to ensure the candidates that are being sourced are to the business need.
19. Works closely with Government Relations Team to ensure visas are processed on time.
20. Comes up with 'out of the box' ideas with regards to creative ways of recruitment and to find ways to shorten the overall recruitment process.
21. Conducts local open days as well as overseas recruitment trips in line with the budget.
22. Works closely with the Housing Team to ensure that all arrivals are accommodated according to their entitlement.
23. Ensures offer letters follow standards & state the respective benefits as per the Grading Guide.
24. Ensures that all role profiles are relevant and are up to date at all times.
25. Works on a social media campaign and ensures that all Social Media channels are active, engaging with the audience in a bold and intriguing way.

Assisting in Maintaining Employee Relations

1. Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings).
2. Utilizes an "open door" policy to acknowledge employee questions and concerns related to the recruitment process in a timely manner.
3. Assists with all HR activities that support Talent engagement.
4. Engages with New Hires between 4-6 weeks after their first working day to gauge their happiness at the workplace and inquire about further steps that the HR team could be taking to improve the onboarding experience.

Leadership

1. Adaptability - Maintains performance level under pressure or when experiencing changes or challenges in the workplace.
2. Communication - Conveys information and ideas to others in a convincing and engaging manner through a variety of methods.
3. Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.
4. Professional Demeanor - Exhibits behavioral styles that convey confidence; makes a good first impression and represents the company in alignment with its values.

Managing Execution

1. Building and Contributing to Teams - Actively participates as a member of a team to move the team toward the completion of goals.
2. Driving for Results - Sets high standards of performance for self and others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self and others toward the accomplishment of goals; proactively takes action and goes beyond what is required.
3. 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.

Building Relationships

1. Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
2. Customer Relationships - Develops and sustains relationships based on an understanding of customer needs and actions consistent with the company's service standards.
3. 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.

Generating Talent and Organizational Capability

1. Organizational Capability - Evaluates and adapts the structure of own assignments and suggests improvements to work processes to best fit the needs of the organizational unit.
2. 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

1. Applied Learning: Seeks and makes the most of learning opportunities to improve performance of self and/or others.
2. Business Acumen: Understands & utilizes business information to manage everyday operations.
3. Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct.
4. Personnel and Human Resources: Knowledge of principles and procedures for personnel recruitment, selection, compensation and benefits, and personnel information systems.
5. Compensation and Benefits: The knowledge of principles, regulatory laws, and application of human resources compensation and benefit methods.
6. Knowledge of state and local laws and regulations that affect employment.
7. Recruitment and Hiring: Ability to recruit, interview, and hire qualified candidates. This includes knowledge of best practices for each stage of the selection system.

Basic Competencies - Fundamental competencies required for accomplishing basic work activities

1. Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
2. Mathematical Reasoning - Demonstrates ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.
3. Oral Comprehension - Demonstrates ability to listen to and understand information and ideas presented through spoken words and sentences.
4. Reading Comprehension - Demonstrates understanding of written sentences and paragraphs in work-related documents.
5. 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.

W Hotels' mission is to Ignite Curiosity, Expand Worlds. We are a place to experience life. We're here to open doors and open minds. We are constantly inspired by new faces and new experiences. A tuned-in, up-for-anything spirit is at our core and has made us renowned for reinventing the norms of luxury around the globe. Whatever/Whenever is our culture and service philosophy that brings our guests' passions to life. If you are original, innovative, and always looking towards the future of what's possible, welcome to W Hotels. In joining W Hotels, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
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