Job Description

Job Purpose The position is responsible for overseeing the management and operations of the Talent and Culture function of the hotel and employee housing, including employer branding, talent acquisition, compensation and benefits, learning and development, colleague communication, colleague relations, colleague engagement, industrial relations, performance and talent management and more, in order to support the hotel's overall business objectives. Formulates and recommends policies, procedures and standards in accordance with corporate established guidelines as well as national and industry laws and customs, and ensures that they are complied with by all departments.

Key Interactions Internally Executive Directors (ExCom), Department Heads, Section Heads and all colleagues. Talent and Culture Team

Primary Responsibilities EMPLOYER BRANDING - ALIGNS TALENT AND CULTURE STRATEGIES WITH TALENT AND CULTURE VISION TO BE 'EMPLOYER OF CHOICE'

Strategizes and drives ongoing progressive and best practices in enhancing employer branding as an employer of choice in partnership with key agencies. Sustains the hotel's position as an employer of choice and a leading world-class hospitality icon. Benchmarks against the best-in-class not only within international and local hospitality but across all industries worldwide.

TALENT ACQUSITION - ATTRACTS AND RETAINS THE RIGHT AND BEST TALENTS TO MEET OPERATIONAL NEEDS AS A WORLD-CLASS HOSPITALITY ICON

Works with Operational ExCom to develop and propose plans relating to manpower requirements in ensuring that the hotel is correctly staffed according to the projected level of business. Liaises with employment agencies, educational institutions, government bodies, etc for manpower and possible sources of recruitment. Assesses and evaluates prospective colleagues.

COMPENSATION AND BENEFITS - FORMULATES AND RECOMMENDS A SOUND COMPENSATION AND BENEFITS STRUCTURE, WHICH AIMS TO ATTRACT AND RETAIN TALENTS

Benchmarks against the best-in-class in luxury hotels. Checks with other industries for innovative initiatives and programs to adopt, modify and implement.

Prepares new and creative tailor-made initiatives for the benefit of the hotel and all colleagues. Ensures the HRIS system is well managed for the effective administration of compensation and benefits.

LEARNING AND DEVELOPMENT - OVERSEES THE MANAGEMENT AND OPERATIONS OF (L&D), ENSURING IT ALIGNS TO THE HOTEL'S OVERALL GOALS AND STRATEGIC PLANS.

Creates, implements and facilitates the L&D plan and budget. Identifies, prioritizes, executes and meets the short- and long-term learning and development needs of the hotel. Supervises, guides and mentors the Cluster Director of L&D in the execution of the L&D function.

HEARTIST® JOURNEY - COLLEAGUE COMMUNICATION / RELATIONS / ENGAGEMENT

Ensures the dissemination of information to hotel colleagues in the most effective way on timely basis and in a timely manner. Edits colleague newsletters and other in-house colleague publications. Oversees the maintenance and cleanliness of the hotel's colleague facilities, including locker rooms, rest rooms, colleague dining room, etc. ensuring that heart- of-house colleague areas are attractive and well maintained at all times. Oversees the hotel's colleague transportation ensuring timeliness and safety. Directs the hotel's colleague events as well as social and recreational activities. Directs the hotel's colleague recognition programs to inculcate a culture of spontaneous colleague recognition. Drives health at workplace initiatives, and aligns the hotel's Talent and Culture initiatives and programs with Health Award and Work-Life standards. Drives a fun and caring environment and a supportive and inclusive workplace culture. Drives awareness and compliance with AccorHotels' Ethics and Corporate Social Responsibility Charter, Code of Ethics, Social Media Policy, Anti-Corruption/Anti- Bribery Policy, etc. Drives a highly engaged and high-performance environment focusing on guest passion and quality.

Works closely with hotel's Marketing department to have industry leading social media presence for positioning and recruitment.

OVERSEES PERFORMANCE AND TALENT MANAGEMENT

Oversees the management of effective performance reviews to ensure that they are conducted properly and fairly by operational managers in a timely manner. Reviews the recommendations for promotions and career development by Operational ExCom/Department Head for approval by General Manager. Oversees the effective management of talent management in ensuring a talent pipeline for succession planning.

OVERSEES TALENT AND CULTURE OPERATIONS

Prepares the annual Manpower, Talent and Culture, and Learning and Development budgets, and administers the budgets effectively within approved limits. Implements all corporate Talent and Culture initiatives and programs on timely basis.

INVOLVEMENT AS A MEMBER OF THE HOTEL'S LEADERSHIP TEAM

Upholds AccorHotels Values of Guest Passion, Sustainable Performance, Spirit of Conquest, Innovation, Trust and Respect in the execution of all duties and responsibilities, and in ensuring full compliance by senior leadership and all departments. Drives, participates and supports sustainability in corporate initiatives and programmes such as Planet 21 - Corporate Social Responsibility, Diversity and Inclusion, Women at AccorHotels Generation (WAAG), etc. Performs any other duties and responsibilities that may be assigned.

Main Complexities/Critical Issues in the Job Competing with other industries in compensation and benefits. Labor intensive luxury hotel set up despite implementation of suitable technologies and systems.

Short operational cycle and lead time in forecasting manpower needs. Needs to drive effective leadership for positive colleague relations and engagement and reduce colleague turnover. Constant development of new initiatives to retain and attract talent, e.g. social media presence for changing demographics.

Span of Control

Nature Amount

Budget Within Talent and Culture budget

Talent and Culture Audit 100% compliance

Employer Branding Talent and Culture related awards

Talent Acquisition X % of approved headcount to be filled

Learning and Development X % attendance of colleagues trained in corporate programmes

X number of learning hours received per colleague per year

Performance and Talent Management % of colleagues with career progression from within

Colleague Engagement Achieves and exceeds Aon Hewitt Employee Engagement Survey (EES) target

Guest Satisfaction Index Achieves and exceeds Reputation Performance Score (RPS) target

Profile Knowledge and Experience

Tertiary education with specialization in Human Resources from a reputable institution. Minimum 8 years' work experience in managing Human Resources function in a luxury hotel/hospitality industry. Detailed knowledge of local labor law and practices.

Competencies

Oral fluency and written excellence in English. Ability to speak other languages and basic understanding of local languages and dialects an advantage. Strong communicator with presentation and influencing skills. Strong interpersonal skills with ability to work with colleagues from different cultures and connect well with colleagues at all levels. Good understanding of what it takes to build a strong service culture in a world- class hospitality icon. Strong leadership to drive colleague engagement. Driven and ability to work independently with high proactivity in a dynamic environment. Analytical with proven organizational skills and attention to details. Flexible and able to embrace and respond to change effectively. Sense of urgency. Loyalty, high integrity and ability to keep confidentiality, High level of multi-tasking as a Talent and Culture Generalist. Executive presence - self-assured exuding quiet confidence and humility. Schedule: Full-time