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Human Resources Coordinator

  • United Arab Emirates, Middle East
  • Unspecified


Coordinate the administration, enrollment and communication of and adherence to procedures relative to employee benefits. Facilitate the administration of safety activities and Workers’ Compensation case management. Assist in employee grievance handling, exit interviews, and maximizing employee efficiency.


  • Act as system administrator, responsible for managing and directing the operation and maintenance of the entire HRIS system. Provide first line of support for HRIS users and the coordinator of all activities involving HRIS.
  • Monitor execution of regularly scheduled pay increases in conjunction with the timely administration of the line staff performance appraisal system. Input other personnel actions into HRIS system.
  • Provide “first line of defense” in the management of workers’ compensation claims. Act as the hotel’s liaison with workers’ compensation carrier to insure prompt and thorough review of open claims and to insure that claims are closed as quickly as possible. Maintain required OSHA reporting system.
  • Assist in the efficient and timely hiring of employees for the hotel through established policies and procedures. Develop broad-based recruiting/resource contacts, reduce applicant quantity and increase applicant quality. Coordinate in-house transfers and promotions.
  • Coordinate and assist in conducting new hire orientation.
  • Track all applications/resumes from acceptance through final disposition. Communicate status of individual applications to interested parties as needed. Track all position requisitions, manually and on computer. Be able to follow placement activity within positions.


  • Regular attendance in conformance with the standards, which may be established from time to time, is essential to the successful performance of this position. Employees with irregular attendance will be subject to disciplinary action, up to and including termination of employment.
  • Due to the cyclical nature of the hospitality industry, employees may be required to work varying schedules to reflect the business needs of the hotel. In addition, attendance at all scheduled training sessions and meetings is required.
  • Upon employment, all employees are required to fully comply with Starwood rules and regulations for the safe and effective operation of the hotel’s facilities. Employees who violate hotel rules and regulations will be subject to disciplinary action, up to and including termination of employment.

In addition to performance of the essential functions, this position may be required to perform a combination of the following supportive functions, with the percentage of time performing each function to be solely determined by the manager based upon the particular requirements of the hotel:

  • Coordinate annual open enrollment activities.
  • Prepare job postings and job line announcements as needed to inform internal and external candidates of available positions.
  • Answer telephones, resolve employee concerns and advise Director or Manager of Human Resources of any EEO or fairness issues, provide clerical support, etc.
  • Assist with special projects as needed.


The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of knowledge, skills, and abilities:

  • Must be able to speak, read, write and understand the primary language(s) used in the workplace.
  • Able to read and write to facilitate the communication process.
  • Requires good communication skills, both verbal and written.
  • Must possess basic computational ability and Computer skills.
  • Ability to prepare and analyze data figures and transcriptions prepared on and generated by computer.
  • Working knowledge of federal, state and local laws governing equal employment opportunity and civil rights, occupational safety and health, workers’ compensation, wage and hour issues, and labor relations, including, but not limited to the following statutes and their comparable state and local laws 

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