Total 8 quality manager job vacancies in Human Resources category in Pontian District

Job Description Summary

Assist in the day-to-day management of Human Resources for both The Royal Sonesta, Washington, DC, Capitol Hill and The Royal Sonesta, Washington, DC, Dupont Circle. Focus areas may include one or more of the following: recruiting, benefits and pay administration, employee relations, and/ or training for hotel employees. Maintain confidentiality to the extent possible in all HR- related matters. Act on behalf of the Director of Human Resources in his/her absence.

Job Description

Essential Duties & Responsibilities:

• Manage the recruitment process including screening, routing, tracking, and filing of resumes and applications, scheduling interviews, writing and mailing correspondences to candidates, solicited resumes, and/or applicants, maintain internal and external job posting sites, place advertisements, and may enter applications, resumes, and hire information into system(s).

• Identify, recruit, and make recommendations for hiring candidates for all hotel positions. Screen, interview and test applicants; coordinate background checks/references, and process applicable paperwork, etc. Oversee the maintenance of accurate and up to date personnel files on all employees. Ensure that company hiring standards, laws and applicable regulations are followed in the application, hiring and selection process. Work with department heads to anticipate and plan for upcoming staffing needs and related budgets.
• Establish and maintain relationships with local recruiting sources, colleges/universities, and outreach agencies for recruitment purposes, and represent the Company by attending Job/ Career Fairs as appropriate.
• Prepare in-house job postings weekly and distribute in accordance with departmental procedures.
• Maintain up-to-date Applicant Flow information according to established company procedures of application activity and ensure accuracy of information at all times.
• Prepare and send correspondence on job offers to specified applicants.
• Assist in processing new hires, transfers and terminations by explaining instructions on completing all appropriate forms. Complete designated procedures in compliance with hotel standards.
• May be responsible for all employment data entry, to include hires, terminations, transfers, promotions, increases, and applicant disposition, etc.
• Maintain employee I-9 information including re-certifying credentials and using E-Verify
• Maintain confidentiality and security of employee information, correspondence, reports and files.
• Promote teamwork and quality service through daily communication and coordination with other departments.
• Conduct, document and analyze data from exit interviews, turnover statistics, absenteeism reports etc. to identify trends, training needs, supervisory issues, etc., to improve employee satisfaction and retention.
• Administer Hotel’s 401k plan including quarterly enrollment, participant changes, etc.
• Responsible for planning and coordinating annual holiday party and other employee events
• Responsible for monthly benefits enrollment of benefit plans
• Facilitate effective training and development programs for employees, which may include programs such as Designated Trainer Training, G.U.E.S.T. training, the Progressive Discipline process, performance management process, and related management programs and initiatives. Conduct new employee orientation to familiarize employees with Company standards, policies, procedures, rules and other employee programs.
• Participate in Unemployment Process and Workers Compensation Process as needed. Ensure that there is an active safety committee at the hotel and that safety programs are implemented, and employees are motivated to follow safety procedures. Provide required documentation in response to unemployment claims. Ensure that paperwork is complete and documentation is thorough so the company’s position can be legally and effectively represented.
• Promote teamwork and quality service through daily communication and coordination with other departments.  Key departmental contact includes all hotel staff, Corporate Human Resources, and Corporate Legal.
• Attend Management and departmental meetings
• Conduct wage survey within labor market to determine competitive wage rate
• Assist HR Director with preparation of budget and capital expenses
• Attend HR related functions, meetings, training, and informational seminars for the benefit of the Hotel
• Assist with Payroll process as needed
• May coordinate and administer locally developed specialized recognition programs
• Assist with Employee Engagement strategies and activities to ensure the hotel is continually assessing and improving its management and leadership practices to ensure a highly engaged workforce.
•  Promote teamwork and quality service through daily communication and coordination with other departments. Key departmental contacts include all hotel staff, Corporate Human Resources and Corporate legal.
• Perform other duties as assigned.

Qualifications and Requirements:

• Bachelor’s degree in Human Resources, Business Management or related degree or an equivalent combination of education and work experience.
• Professional HR Designation (PHR, SPHR, or other) preferred.
• Previous experience in Human Resources is required.
• Hospitality experience preferred.
• Must speak fluent English. Ability to speak Spanish preferred.
• Ability to work some nights, weekends and Holidays is required.
• Ability to travel between properties when needed

This job requires ability to perform the following:

• Carrying or lifting items weighing up to 25 pounds
• Standing and moving around facility
• Handling objects, files, training materials and equipment, etc.
• Use a keyboard to generate various work-related documents

The statements in this job description are intended to describe the essential nature and level of work being performed. They are not intended to be ALL responsibilities or qualifications of the job.

Additional Job Information/Anticipated

Pay Range

Benefits

Sonesta recognizes that benefits play a vital role in helping ensure the health and financial security of employees and their families. We offer a variety of benefits to our employees including:

• Medical, Dental and Vision Insurance
• Health Savings Account with Company Match
• 401(k) Retirement Plan with Company Match
• Paid Vacation and Sick Days
• Sonesta Hotel Discounts
• Educational Assistance
• Paid Parental Leave
• Company Paid Life Insurance
• Company Paid Short Term and Long Term Disability Insurance
• Various Employee Perks and Discounts

Upon submitting your application, please ensure you complete a full application in addition to attaching a resume. Incomplete applications received will not be considered. 

Being strategic and operational partner to the management in all matters related to HR Management. Incorporates the Bosch Group and BU HR strategy into the BU strategy and operations at location. Ensures the implementation of worldwide and country HR standards, policies, and processes.

Responsibilities:

• Development, management and implementation HR programs and activities at location based on Location/ BU’s strategy and HR country/ location focuses.
• Implementation hire-to-retire HR processes (headcount planning, recruitment, integration, associate development, rewarding, exit clearance) following company policies & processes and VN labor law.
• Consultation with management and associates on matters concerning people management, organization, HR processes and labor law.
• In collaboration with relevant stakeholders for carrying out country HR projects or initiatives regarding PM/TRM, total reward, learning & development and digitalization/ automation.  
• Propose and implement HR initiatives in regards to diversity, culture change, HR transformation, employee recognition, employee engagement…
• Other HR related tasks assigned by HR Leader.

The selectee will serve as a Recruitment Program Manager in the Office of Human Resources, Law Enforcement Acquistion Division. Typical work assignments include:

• Overseeing the publicity and brand management of national promotion projects advertising the Secret Service (Brand) using various media outlets to increase awareness of U.S. Secret Service opportunities with the protective, investigative, and administrative recruitment orientations to various organizations.
• Ensuring that all recruitment programs, strategies, solutions, and actions leverage the widest range of recruitment and succession planning options in accordance with Government-wide laws, rules, and regulations.
• Managing the strategic direction and implementation of a regional strategic plan based upon the U.S. Secret Service National Recruitment Strategy and the Recruitment Operational Plan inclusive of workforce objectives, cross functional recruitment, and other measurable metrics to evaluate recruitment performance strategies. 
• Servicing as an expert on recruitment eco-system, responsible for assisting the Division Chief with planning, controlling, directing, and coordinating the work of specialist, special agents, Uniformed Division officer and administrative support personnel engaged in carrying out the various functions in the Division.

Apply for this exciting opportunity to source, attract and recruit applicants for the Special Agent, Uniformed Officers, Technical Law Enforcement, Administrative, Professional and Technical positions, student programs and persons with disabilities.

Starting at $132,368 Per Year (GS 14)

As a Human Resources Specialist (Quality Review Specialist), GS-0201-14, your typical work assignments may include the following:

• Administers the Internal Control and Audit Program with a primary emphasis is on recruitment production and quality to include evaluation of timeliness and quality of job assessments conducted, job announcements posted and referrals issued.
• Audits timeliness of requisitions, timeliness/accuracy of event and actions coding, quality of security coordination, accuracy of requisitions and job offers made in proper priority order, etc.
• Utilizes a wide range of HR practices, laws, policies, and precedents sufficient to provide expert HR management advisory and technical services on complex and wide-impacting customer functions and work practices.
• Uses detailed analytical methods to identify, evaluate, and recommend in-depth alternatives with impact analyses to management to find appropriate HR solutions.
• Monitors and evaluates staffing production by preparing weekly production reports.
• Compiles and analyzes a variety of program, production, advisory and demographic indicators to identify adverse trends and potential trouble spots.

Starting at $132,368 Per Year (GS 14)

Reporting to the Chief Human Capital Officer (CHCO), the Executive Resources Manager will have tactical and strategic responsibility for overseeing the employee life cycle for AOC’s senior executives including talent acquisition, onboarding, performance management, talent development, succession planning and compensation and benefits administration.

In this capacity, the Executive Resources Manager will:

Serve as an authoritative expert regarding executive level management human capital programs. Update, implement and administer AOC’s Senior Rated Executive System policy, and supporting guidelines and procedures to meet strategic goals and maintain legal compliance.

Analyze requests for personnel actions and reorganizations, identify solutions and recommend appropriate action to achieve AOC’s operational and strategic plan objectives.

Provide position management and resource management advice to the CHCO, senior leaders and human resources staff.

Coordinate Executive SR executive recruitment actions including determining diversity and inclusion recruitment strategies, drafting vacancy announcements, evaluating applicant qualifications, advising and structuring interview panels, processing personnel actions and onboarding selected SR executives.

Create an effective onboarding process that enables knowledge transfer and leverages leadership insight.

Administer AOC’s SR executive performance management program and system activities, including system updates, training, Performance Review Board evaluation, awards and certification.

Develop and implement a succession planning strategy that builds a strong leadership pipeline and strengthens organizational continuity.

The ideal candidate has significant experience executing and managing an executive resources program, delivering advisory services and applying sound human resources policies and regulations with knowledge of Executive Core Qualifications.

A bachelor’s degree from an accredited college or university is preferred. Excellent interpersonal and communication skills, both verbal and written, sound judgment with strong planning and problem-solving skills are essential. Must have a demonstrated ability to manage multiple initiatives in a fast-paced environment with competing and changing priorities. Proven experience in fostering continuous program improvement and innovation is preferred.

Starting at $132,368 Per Year (GS 14)

• Supervises the Conservation Effects Assessment Project Modeling Team, builds their modeling skills and knowledge of agriculture and conservation, and strengthens connections and the team’s impact within NRCS and the conservation community.
• Builds and expands partnerships with academic institutions and other federal agencies to strengthen the scientific foundation for modeling the impacts of conservation practices.
• Provides leadership and technical expertise for assessing, developing and utilizing analytical techniques to lead natural resource assessments that inform future conservation investments and improve outcomes reporting capabilities.
• Develops and oversees outcomes projects for Farm Bill implementation activities that help measure and demonstrate conservation program accomplishments and inform program policy.
• Provides national leadership and policy expertise to develop highly complex natural resource analyses and assessments that are needed to meet Agency requirements mandated under the Soil and Water Resources Conservation Act and other authorities.

Starting at $110,460 Per Year (GS 15)

Reporting to the Chief Human Capital Officer (CHCO), the Executive Resources Manager will have tactical and strategic responsibility for overseeing the employee life cycle for AOC’s senior executives including talent acquisition, onboarding, performance management, talent development, succession planning and compensation and benefits administration.

In this capacity, the Executive Resources Manager will:

Serve as an authoritative expert regarding executive level management human capital programs. Update, implement and administer AOC’s Senior Rated Executive System policy, and supporting guidelines and procedures to meet strategic goals and maintain legal compliance.

Analyze requests for personnel actions and reorganizations, identify solutions and recommend appropriate action to achieve AOC’s operational and strategic plan objectives.

Provide position management and resource management advice to the CHCO, senior leaders and human resources staff.

Coordinate Executive SR executive recruitment actions including determining diversity and inclusion recruitment strategies, drafting vacancy announcements, evaluating applicant qualifications, advising and structuring interview panels, processing personnel actions and onboarding selected SR executives.

Create an effective onboarding process that enables knowledge transfer and leverages leadership insight.

Administer AOC’s SR executive performance management program and system activities, including system updates, training, Performance Review Board evaluation, awards and certification.

Develop and implement a succession planning strategy that builds a strong leadership pipeline and strengthens organizational continuity.

The ideal candidate has significant experience executing and managing an executive resources program, delivering advisory services and applying sound human resources policies and regulations with knowledge of Executive Core Qualifications.

A bachelor’s degree from an accredited college or university is preferred. Excellent interpersonal and communication skills, both verbal and written, sound judgment with strong planning and problem-solving skills are essential. Must have a demonstrated ability to manage multiple initiatives in a fast-paced environment with competing and changing priorities. Proven experience in fostering continuous program improvement and innovation is preferred.

Starting at $132,368 Per Year (GS 14)

As a Human Resources Specialist (Pathways Program Manager), you will:

• Provides guidance to management officials regarding full range of recruitment initiatives, programs requirements to hire, promote and assure the effective placement/conversion of PMF/Pathways Program participants at the appropriate time.
• Provides a diversity of management consultant solutions concerning HR products and services.
• Partners with executives, clients/customers, and private industry resources in assessing, analyzing, and proposing change initiatives, conducting organizational needs and readiness assessments, and the development of broad HR strategic business processes and goals for change.
• Develops agency-level HR statistical and narrative reports, briefing packages, and responses to agency, DOT level and/or Congressional inquiries and correspondence involving complex HR issues.
• Reviews and analyzes recruitment requirements; makes recommendations on the number of new participants for the ensuing budget and develops hiring projections and a staffing plan based on long-range and short-term goals.

The ideal candidate is a self-reliant skilled professional with experience applying advanced recruitment and hiring strategies for students and recent graduates. The candidate will also possess experience with federal recruitment concepts, principles, laws and regulations, and analytical skills in order to serve as a key advisor to the Department’s leadership regarding planning, coordinating and developing strategic hiring events and improving student programs for the organization. The ability to work cooperatively and communicate well is critical to this position.

Starting at $112,015 Per Year (GS 13)