SUMMARY

The Human Resources Manager will lead all aspects of HR management and strategy implementation. The incumbent is responsible for developing and executing HR policies and programs that support the hotel’s objectives and ensuring a competitive employee experience. This role requires strong leadership skills, strategic thinking, and the ability to foster a culture of excellence and employee engagement.

As a member of the senior team, the Human Resources Manager will be responsible for delivering the targeted business objectives as follows: OSAT, GOP, and HR balance score card targets (Employee turnover %, performance metrics, employee engagement %, payroll %, recruitment metrics, and training completions).

KEY RESPONSIBILITIES

• Develop and implement HR strategies aligned with the hotel’s business goals and objectives.

• Plan and forecast HR needs, including recruitment, on-boarding, performance management, learning and development, employee relations, talent management, and organisational development.

• Responsible for the HR annual budgeting.

• Monitor industry trends and best practices to ensure the hotel remains competitive in attracting and retaining talent.

• Collaborate with senior management and department heads to align HR initiatives with overall business objectives.

• Serve as a strategic advisor to the hotel’s people leaders on HR-related matters.

• Collect and analysis HR metrics to make informed decisions to evolve the HR performance within the hotel.

• Lead and develop the HR team, providing coaching, mentoring, and professional development opportunities.

• Oversee the recruitment process for all hotel departments, from job postings to candidate selection, and onboarding.

• Develop and implement a recruitment and onboarding policy & procedures and related tools, to ensure an excellent candidate and new joiner experience.

• Ensure effective sourcing strategies and recruitment channels to attract qualified candidates by utilizing Wyndham Partners Careers.

• Promote the Employee Value Proposition through relevant strategies and channels to proactively attract talents.

• Ensure the company profile / employer branding and job vacancies are updated and regularly reviewed on Wyndham Partner Careers.

• Ensure the selection process and tools are consistently applied throughout the hotel, collaborate with department heads to make hiring decisions that align with staffing needs and budget, and ensure all hiring managers are competent in interviewing skills as per hotel standards.

• Monitor and update employee handbook and other HR-related documentation as needed.

• Manage the performance management cycle, ensuring all employees have SMART performance and development goals, have regular one-to-one performance converation throughout the year and a yearend performance review.

• Implement reward and recognition programs to acknowledge and motivate high-performing employees.

• Manage the employee engagement activities, through regular engagement survey, analysis of results and effective action planning in conjunction with the people leaders and General Manager.

• Conduct a training need analysis across the hotel to identify development need, through business results (OSAT, revenue etc.), performance evaluations and departmental-specific training needs.

• Develop the hotels training plan in line with the business objectives and findings in the training need analysis and forecasted of the return on training investment.

• Drive the hotel talent management initiatives through a robust process and tools, regular talent reviews and maintaining an up-to-date succession plan.

• Foster a fair and professional work environment through effective employee relations policies & procedures in accordance with local legislation and hotel/company policy and values.

• Ensure employee grievances are dealt with promptly, and fairly through thorough investigations, ensuring fair and consistent resolution in accordance with local legislation and hotel policy & procedure.

• Ensure consistent application of the Capability Management process by ensuring effective management of employee underperformance, in accordance with local legislation.

• Ensure employee conduct is managed fairly and consistently, in accordance with hotel disciplinary policy & procedures, and local legislation.

• Implement/safeguard the Attendance Management policy & procedure, by ensuring that employee leave is managed in accordance with local legislation and company/hotel policy, involving but not limited to short-term sickness management, rehabilitation programmes for employees returning after long-term sickness, reasonable adjustments where applicable etc.

• Train people leaders in Employee Relations practices and legislation, and company leadership competencies to ensure a positive, consistent, and fair employee experience, and to mitigate risk.

• Oversee payroll / work in conjunction with the payroll provider / paymaster to ensure that all employees are paid correctly, and on time.

• Ensure that employees are taking their annual leaver as per their contract and legislation.

• Endure compliance with the Wyndham People compliance Standards Level 1.

• Lease with the Wyndham HR Services (Wyndham Strong) for preferred and ethical HR suppliers, for example job boards, outsourcing services, engagement survey providers etc.