Human Resources Manager - London Marriott Hotel Marble Arch

JOB SUMMARY

The Human Resources Manager leads the day-to-day Human Resources function for the property and acts as a trusted adviser to the General Manager and Hotel Leadership Team. The role is accountable for delivering effective people practices across employee relations, recruitment, onboarding, learning and development, performance management, engagement, payroll support, workforce planning and Human Resources administration.

The role ensures that property practices comply with applicable employment legislation, company policies and brand standards, while promoting a positive, inclusive and high-performing workplace. The Human Resources Manager provides practical and balanced advice to leaders, manages sensitive employee matters, monitors people metrics and leads the property Human Resources team to deliver a responsive and professional service.

CANDIDATE PROFILE

• A degree or equivalent qualification in Human Resources, business management or a related discipline is desirable.
• Progressive Human Resources generalist experience, ideally within hospitality or another fast-paced, customer-focused environment.
• Previous experience managing employee relations matters and advising leaders on performance, conduct, attendance and workplace concerns.
• Working knowledge of UK employment legislation and sound understanding of fair and consistent Human Resources practices.
• Experience supporting recruitment, onboarding, learning, engagement and payroll-related activity.
• Previous team leadership or supervisory experience.
• Strong judgement, influencing, coaching and problem-solving skills, with the confidence to challenge constructively.
• Excellent written and verbal communication skills, high levels of discretion and strong attention to detail.
• Proficiency in Microsoft Office and relevant Human Resources, payroll, recruitment and learning systems.

CORE WORK ACTIVITIES

Human Resources Leadership and Business Partnership

• Leads the property Human Resources function and provides practical, timely and commercially balanced advice to the General Manager and Hotel Leadership Team.
• Translates hotel business priorities into clear people actions covering workforce capability, engagement, retention, succession and organisational effectiveness.
• Builds trusted relationships across the property and maintains visible, approachable and credible Human Resources support for associates and leaders.
• Uses workforce data and people metrics to identify trends, risks and opportunities and recommends appropriate action.
• Partners with above-property Human Resources, Talent Acquisition, payroll, legal and specialist teams as required.
• Ensures Human Resources activity is delivered consistently, professionally and in alignment with company values and standards.

Employee Relations and Compliance

• Provides advice and case management support in relation to conduct, capability, attendance, grievances, workplace concerns and other employee relations matters.
• Ensures investigations, formal meetings, outcomes and follow-up actions are fair, timely, appropriately documented and compliant with company policy and applicable legislation.
• Supports leaders in applying the Guarantee of Fair Treatment and Open Door Policy and ensures concerns are escalated appropriately.
• Monitors employment practices, records and documentation to support compliance with right-to-work, data protection, equality, health and safety and other legal obligations.
• Maintains confidentiality and ensures sensitive employee and business information is handled securely and discreetly.
• Identifies employee relations themes and works with leaders on preventative action, coaching and improved management capability.

Talent Acquisition, Onboarding and Workforce Planning

• Leads or coordinates property recruitment activity in partnership with hiring managers and Talent Acquisition, ensuring approved selection processes and systems are followed.
• Advises on workforce planning, vacancy management, selection decisions and internal mobility, balancing operational requirements with fair and inclusive practice.
• Ensures offers, pre-employment checks, contracts, right-to-work verification and employee records are accurate and completed within required timescales.
• Oversees effective onboarding and orientation so that new associates understand company values, policies, role expectations and service standards.
• Monitors recruitment and retention data and recommends action to strengthen talent pipelines and reduce avoidable turnover.

Learning, Performance and Talent Development

• Works with leaders to identify capability needs and coordinate learning plans that support operational and service priorities.
• Ensures mandatory and role-specific learning is completed, recorded and followed up.
• Coaches managers in setting expectations, providing feedback, conducting performance reviews and addressing underperformance appropriately.
• Supports succession planning, career development and internal progression, helping identify and develop high-potential talent.
• Promotes a culture of continuous learning, recognition, accountability and high performance.

Engagement, Culture and Associate Experience

• Leads property engagement activity, including employee surveys, feedback channels, action planning, recognition and associate events.
• Works with leaders and associate representatives to strengthen communication, inclusion, wellbeing, trust and belonging.
• Monitors the associate experience and recommends practical improvements based on feedback, data and operational insight.

Payroll, Reward and Human Resources Administration

• Oversees accurate and timely Human Resources input to payroll, including starters, leavers, contractual changes, absence, pay adjustments and other relevant employee data.
• Works with Finance, payroll and department leaders to resolve discrepancies and maintain appropriate controls.
• Ensures employee files, Human Resources systems and statutory records are complete, accurate, current and retained appropriately.
• Supports annual pay, benefit and recognition processes in line with approved company arrangements.
• Monitors the Human Resources budget and controls departmental expenditure, purchase orders and supplier activity where applicable.
• Ensures required workplace notices and policies are available and current.

Leading the Human Resources Team

• Provides direction, coaching and day-to-day leadership to property Human Resources team members.
• Allocates work effectively, sets clear standards and monitors service delivery, accuracy and completion.
• Supports team development through regular feedback, objective setting, training and career conversations.
• Creates an inclusive and collaborative team environment and ensures appropriate Human Resources office coverage for the needs of the property.

Safety, Security and Professional Standards

• Follows and promotes company and department safety, security and emergency procedures.
• Reports work-related accidents and injuries promptly and supports appropriate recording and follow-up.
• Protects the privacy and security of guests, associates and proprietary information.
• Communicates professionally and treats colleagues and guests with dignity, respect and confidentiality.

CRITICAL COMPETENCIES

• Human Resources and employment-law knowledge
• Employee relations and case management
• Leadership and coaching
• Judgement and decision-making
• Influencing and stakeholder management
• Planning, organisation and attention to detail
• Data analysis and problem solving
• Communication and active listening
• Integrity, discretion and confidentiality
• Inclusion and relationship building
• Resilience and adaptability
• Customer and service orientation

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.