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Managing the Human Resources Strategy
管理人力資源戰略
§ Executes and follows-up on engagement survey related activities.
執行并跟進員工敬業度調查相關活動。
§ Champions and builds the talent management ranks in support of property and region diversity strategy.
支持并建立人才管理隊伍，以支持酒店和區域多元化戰略。
§ Translates business priorities into property Human Resources strategies, plans and actions.
將業務重點轉化為酒店人力資源戰略、計劃和行動。
§ Implements and sustains Human Resources initiatives at the property.
執行并維持酒店的人力資源計劃。
§ Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.
協調酒店的人力資本評估流程，并根據市場動態，領導酒店繼任者計劃相關活動。
§ Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.
通過人力資本評估流程領導酒店領導者繼任者評估并協助跟進落實。
§ Creates value through proactive approaches that will affect performance outcome or control cost.
積極主動從而提高效益或控制成本的角度為酒店創造價值。
§ Monitors effective use of myHR by property managers and none-management associates.
監督酒店經理級和非經理級員工高效地使用myHR。
§ Leads and participates in succession management and workforce planning.
領導并參與繼任者管理計劃。
§ Responsible for Human Resources strategy and execution.
負責跟進和落實人力資源戰略。
§ Serves as key change manager for initiatives that have high employee impact.
作為關鍵變革經理積極推動對員工影響較大的項目。
§ Attends owners’ meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
作為酒店行政委員會成員參加業主會議，并提供人力資源相關信息（例如，人員留任率數據，關鍵空缺職位，員工滿意度，培訓計劃和結果）；并以身作則理解業主的優先事項。

Managing Staffing and Recruitment Process
管理人員配備和招聘流程
§ Analyzes open positions to balance the development of existing talent and business needs.
分析空缺職位，平衡現有人才發展和運營需求。
§ Serves as coach and expert facilitator of the selection and interviewing process.
作為教練和專家，在酒店人才選擇和面試過程中給予指導。
§ Surfaces opportunities in work processes and staffing optimization.
優化工作流程和人員配置。
§ Makes staffing decisions to manage the talent cadre and pipeline at the property.
制定人員配置決策，以管理酒店人才發展計劃。
§ Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
根據人才招聘實踐（支持招聘經理）制定人員配置策略，就薪酬、福利等問題給予招聘經理指導。
§ Monitors sourcing process and outcomes of staffing process.
監督人員招聘的過程和結果。
§ Ensures managers are competent in assessing and evaluating hourly staff.
確保經理有能力給予員工公正的評估。

Managing Employee Compensation Strategy
管理員工薪酬策略
§ Remains current and knowledgeable in the internal and external compensation and work competitive environments.
及時掌握同行和內外部員工薪酬和工作環境變動趨勢。
§ Leads the planning of the hourly employee total compensation strategy.
領導員工整體福利策略規劃。
§ Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
正確運用整體福利體系、工具、計劃、政策等，倡導積極溝通。
§ Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
參與每季度內部分析會；回顧內部審計報告和并根據所反映出的問題，積極有效地跟進解決。
§ Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
創建并落實整體福利管理方案，特別是根據酒店目標制定的員工認可計劃和激勵計劃。

Managing Staff Development Activities
管理員工發展活動
§ Ensures completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).
根據工作描述所述，確保完成酒店人力資源部員工工作任務和職責。
§ Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property associates.
確保人力資源部員工接受過人力資源相關的專業培訓，以便妥善回應酒店員工的問題。
§ Serves as resource to property Human Resources staff on employee relations questions and issues.
在員工關系問題上，為酒店人力資源部員工提供支持和指導。
§ Continually reinforces positive employee relations concepts.
不斷積極鞏固員工關系的概念。