Description
Crescent Hotels & Resorts is seeking an experienced Assistant Director of People & Culture for the JW Marriott Reston Station.
At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to & proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!
We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that 'feed your inner explorer', we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.
We are committed to providing you with:
An exceptional benefit plan for eligible associates & your family members
401K matching program for eligible associates
Discounts with Marriott & Crescent managed properties in North America for you & your family members
What will you be doing?
The Assistant Director of People & Culture supports the Director in leading the HR function and ensuring the delivery of JW Marriott's signature luxury service culture to associates. This role assists with daily HR operations, talent acquisition, associate relations, training and development, compliance, and driving an engaged workplace environment in alignment with Marriott brand standards.
The ADHR serves as a strategic partner to department leaders, ensuring fair and consistent HR practices while fostering an inclusive, professional, and service-focused culture across the hotel.
Essential Job Functions
Associate Relations & Engagement
Support the DHR in creating a positive, collaborative, and high-engagement work environment aligned with Marriott's core values.
Act as an accessible HR presence for associates; provide coaching, conflict resolution, and guidance on workplace concerns.
Assist with planning and executing associate engagement programs, recognition initiatives, and cultural events.
Conduct investigations in partnership with the DHR, ensuring fairness, consistency, confidentiality, and compliance.
Support compliance with employment laws, company policies, and collective agreements (if applicable).
Talent Acquisition & Onboarding
Assist with full-cycle recruiting for hourly and management positions, ensuring a luxury-level candidate experience.
Partner with department leaders to develop staffing strategies and maintain appropriate staffing levels.
Oversee new hire processing, onboarding, orientation programs, and 90-day check-ins to ensure smooth integration and retention.
Training & Development
Support property-wide learning initiatives in partnership with Marriott's Learning + Development programs.
Facilitate required trainings (e.g., legal compliance, harassment prevention, safety, brand service training).
Assist leaders in identifying development opportunities for associates and emerging leaders.
HR Operations & Compliance
Help manage daily HR office operations, including associate files, HRIS updates, scheduling, compliance tracking, and reporting.
Ensure proper execution of payroll and benefit processes in coordination with the Payroll Administrator and managers.
Support annual HR processes such as performance reviews, wage increases, succession planning, and benefits enrollment.
Maintain up-to-date knowledge of federal, state, and local employment laws.
Leadership & Collaboration
Serve as a trusted HR advisor to department heads and supervisors, coaching on performance management, policy interpretation, and leadership behaviors.
Collaborate closely with the Executive Committee to support hotel goals, service culture, and brand initiatives.
Lead HR initiatives in the DHR's absence and represent the HR department in property meetings as needed.
Qualifications
Required
Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or related field, or equivalent experience.
3+ years of progressive HR experience, preferably in hospitality or a luxury service environment.
Strong knowledge of HR best practices, employee relations, and employment law.
Excellent communication, interpersonal, and conflict-resolution skills.
Ability to maintain confidentiality and handle sensitive information with professionalism.
Preferred
Experience in Marriott International systems (e.g., MGS, MyHR, EID, HRToolKit, etc.).
Prior HR supervisory or leadership experience.
Core Competencies
Guest & Associate Focus - Demonstrates JW Marriott's "hospitality from the heart" for both guests and associates.
Leadership Presence - Acts as a role model for professionalism, service culture, and emotional intelligence.
Accountability - Delivers results, meets deadlines, and follows through on commitments.
Discretion & Integrity - Handles all matters confidentially and ethically.
Adaptability - Thrives in a fast-paced, dynamic luxury hotel environment.
Preferred:
Previous Marriott experience preferred.
Our Differences Are What Make Us Great:
At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That's why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
