• Drive the human resource activities for pre-opening, including drafting of manpower requirements and recruitment timeline, conduct compensation & benefit survey and review benefit plan/package.
• Responsible to drive the smooth opening of the hotel and management of human resource activities encompassing talent acquisition and manpower planning, industrial relations, compensation & benefits, performance management, employee welfare and engagement, and learning & development of workforce.
• Set up of the Human Capital & Development Department work flow and physical work areas, which include Associate areas such as cafeteria, rest areas, etc.
• Responsible for the hotel\xe2\x80\x99s recruitment program, which will include activities such as advertising, screening, interviewing, reference checking, and employment offers. This includes the mass recruitment exercise to ensure sufficient manning for a successful opening of the property.
• Prepare the hotel\xe2\x80\x99s annual manpower budget in consultation with the department managers and submit it to management for approval. In preparing the manpower budget, the incumbent works closely with the department managers in arriving at the appropriate manpower strength for each department paying attention to issues like manpower cost, productivity, etc.
• Maintain a register of all position descriptions in the hotel in the prescribed formats and to update them on a regular basis so that they are relevant and reflective of the actual duties expected of these positions.
• Well informed of the local labour law, employment act and regulations. Keep abreast of all changes in regulations to stay in line with the local authorities guidelines.
• Stay current on latest hotel\xe2\x80\x99s compensation and benefit practices and provide feedback to management when changes are needed so that the hotel can remain competitive with its identified competitors. In this regard, the incumbent surveys the market and puts up reports to management.
• Facilitate and work with Department Heads on annual appraisal exercises, including administration, tabulation, and education to Managers to ensure fairness is applied pre and post process.
• Conduct performance review of department staff and provide honest feedback on their respective performance, to guide and improve where there is shortfall in performance and reinforce to reach an acceptable level of competency.
• Manage the day-to-day employee relations activities ensuring that there is good and healthy working relation between all stakeholders.

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