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assistant talent acquisition manager

Marriott International

<div>Additional Information 
Job Number26017082 
Job CategoryHuman Resources 
LocationThe St. Regis Al Mouj Muscat Resort, Al Mouj, Muscat, Oman, Oman 
ScheduleFull Time 
Located Remotely?N 
Position Type Management 
<div><div>JOB SUMMARY 
Position directs and works with human resource employees to carry out the daily activities of the Human Resource Department, including recruitment, total compensation, employee relations and training and development. Focuses on delivering human resource services that meet or exceed the needs of employees and customers. 
CANDIDATE PROFILE 
Education and Experience
<ul><li>2-year degree from an accredited university in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; 2 years experience in human resources or related professional area; certified trainer.</li></ul>
OR
<ul><li>4-year bachelor's degree in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; certified trainer; no work experience required.</li></ul> 
CORE WORK ACTIVITIES 
Manages Employee Relations and Compensation Issues
<ul><li>Brings issues concerning employee satisfaction to the attention of the department manager and Human Resources as necessary.</li></ul>
<ul><li>Solicits employee feedback, utilizes an &ldquo;open door&rdquo; policy, and reviews employee satisfaction to identify and address employee problems or concerns.</li></ul>
<ul><li>Conducts annual wage survey to ensure hourly rates of pay are competitive in the market.</li></ul>
<ul><li>Utilizes an &ldquo;open door&rdquo; policy to acknowledge employee problems or concerns in a timely manner.</li></ul>
<ul><li>Monitors work environment for signs of employee discontent and/or union organization.</li></ul>
<ul><li>Ensures hourly performance appraisal processes are in place, reviews are conducted in a timely manner, and increases are processed.</li></ul> 
Supporting the Recruitment and Hiring Process
<ul><li>Manages the advertisement of open positions in appropriate venues to attract a diverse candidate pool.</li></ul>
<ul><li>Ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.</li></ul>
<ul><li>Monitors and supports the selection/non-selection and offer processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection are stated on screening cards, applicants receive status notifications).</li></ul> 
Managing Employee Progressive Discipline Process
<ul><li>Reviews progressive discipline documentation for accuracy and consistency.</li></ul>
<ul><li>Checks for supportive information to progressive discipline documentation and forwards information to Director of Human Resources to determine appropriate action.</li></ul>
<ul><li>Ensures employee issues are referred to either the Director of Human Resources or Department Manager for resolution.</li></ul>
<ul><li>Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards etc.</li></ul> 
Overseeing Employee Training and Development Activities
<ul><li>Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in the brand culture.</li></ul>
<ul><li>Supervises on-going training initiatives and conducts training when appropriate.</li></ul> 
Managing Legal and Compliance Practices
<ul><li>Ensures property policies are administered fairly and consistently.</li></ul>
<ul><li>Attends unemployment hearings and ensures property is properly represented.</li></ul>
<ul><li>Ensures employee files contain required paperwork (e.g., employment application, reference checks, tax forms, EEO/Veteran/Disability status forms, Information Protection Agreement, job description), are properly maintained, and secured.</li></ul>
<ul><li>Supports the maintenance of the Human Resource Information System in accordance with Human Resources Standard Operating Procedures.</li></ul>
<ul><li>Ensures all I-9 documentation is properly recorded, filed, and updated in accordance with the Immigration Reform and Control Act.</li></ul>
<ul><li>Communicates property rules and regulations, the progressive discipline policy, Peer Review, Employee Resource Line, Business Integrity Line, and the Guarantee of Fair Treatment during orientation and via an employee handbook.</li></ul>
<ul><li>Ensures drug screening and background checks are completed and social security numbers are verified in accordance with brand Standard Operating Procedures.</li></ul>
<ul><li>Ensures wages are paid in accordance to Standard Operating Procedures and federal and state laws (e.g., employee pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, separation pay).</li></ul>
<ul><li>Takes appropriate action with individuals who are unable to produce valid I-9 documentation.</li></ul></div><div> 
</div>At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
Combining timeless glamour with a vanguard spirit, St. Regis Hotels &amp; Resorts is committed to delivering exquisite experiences at more than 50 luxury hotels and resorts in the best addresses around the world. Beginning with the debut of The St. Regis hotel in New York by John Jacob Astor IV at the dawn of the twentieth century, the brand has remained committed to an uncompromising level of bespoke and anticipatory service for all of its guests, delivered flawlessly by a team of gracious hosts that combine classic sophistication and modern sensibility, as well as our signature Butler Service. We invite you to explore careers at St. Regis. In joining St. Regis, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.</div></div>

Assistant Talent Acquisition Manager

<div>
 
 Additional Information
 
 
 
 
 Job Number
 
 26017082
 
 
 
 Job Category
 
 Human Resources
 
 
 
 Location
 
 The St. Regis Al Mouj Muscat Resort, Al Mouj, Muscat, Oman, Oman,VIEW ON MAP
 
 
 
 Schedule
 
 Full Time
 
 
 
 Located Remotely?
 
 N
 
 
 
 Position Type
 
 Management
 
 
 
 Job Summary
 
 
 
 Position directs and works with human resource employees to carry out the daily activities of the Human Resource Department, including recruitment, total compensation, employee relations and training and development. Focuses on delivering human resource services that meet or exceed the needs of employees and customers.
 
 
 
 CANDIDATE PROFILE
 
 
 
 
 Education And Experience
 
 
 
 <ul>
 <li>
 2-year degree from an accredited university in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; 2 years experience in human resources or related professional area; certified trainer.
 
 
 </li>
 </ul>
 OR
 
 
 <ul>
 <li>
 4-year bachelor's degree in Human Resources, Hotel and Restaurant Management, Hospitality, Business Administration, or related major; certified trainer; no work experience required.
 
 
 </li>
 </ul>
 
 CORE WORK ACTIVITIES
 
 
 
 
 Manages Employee Relations And Compensation Issues
 
 
 
 <ul>
 <li>
 Brings issues concerning employee satisfaction to the attention of the department manager and Human Resources as necessary.
 </li>
 <li>
 Solicits employee feedback, utilizes an &ldquo;open door&rdquo; policy, and reviews employee satisfaction to identify and address employee problems or concerns.
 </li>
 <li>
 Conducts annual wage survey to ensure hourly rates of pay are competitive in the market.
 </li>
 <li>
 Utilizes an &ldquo;open door&rdquo; policy to acknowledge employee problems or concerns in a timely manner.
 </li>
 <li>
 Monitors work environment for signs of employee discontent and/or union organization.
 </li>
 <li>
 Ensures hourly performance appraisal processes are in place, reviews are conducted in a timely manner, and increases are processed.
 
 
 </li>
 </ul>
 
 Supporting the Recruitment and Hiring Process
 
 
 
 <ul>
 <li>
 Manages the advertisement of open positions in appropriate venues to attract a diverse candidate pool.
 </li>
 <li>
 Ensures interviews are conducted according to recommended guidelines, consistent screening criteria is used, and only job-related questions are asked.
 </li>
 <li>
 Monitors and supports the selection/non-selection and offer processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection are stated on screening cards, applicants receive status notifications).
 
 
 </li>
 </ul>
 
 Managing Employee Progressive Discipline Process
 
 
 
 <ul>
 <li>
 Reviews progressive discipline documentation for accuracy and consistency.
 </li>
 <li>
 Checks for supportive information to progressive discipline documentation and forwards information to Director of Human Resources to determine appropriate action.
 </li>
 <li>
 Ensures employee issues are referred to either the Director of Human Resources or Department Manager for resolution.
 </li>
 <li>
 Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards etc.
 
 
 </li>
 </ul>
 
 Overseeing Employee Training and Development Activities
 
 
 
 <ul>
 <li>
 Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in the brand culture.
 </li>
 <li>
 Supervises on-going training initiatives and conducts training when appropriate.
 
 
 </li>
 </ul>
 
 Managing Legal and Compliance Practices
 
 
 
 <ul>
 <li>
 Ensures property policies are administered fairly and consistently.
 </li>
 <li>
 Attends unemployment hearings and ensures property is properly represented.
 </li>
 <li>
 Ensures employee files contain required paperwork (e.g., employment application, reference checks, tax forms, EEO/Veteran/Disability status forms, Information Protection Agreement, job description), are properly maintained, and secured.
 </li>
 <li>
 Supports the maintenance of the Human Resource Information System in accordance with Human Resources Standard Operating Procedures.
 </li>
 <li>
 Ensures all I-9 documentation is properly recorded, filed, and updated in accordance with the Immigration Reform and Control Act.
 </li>
 <li>
 Communicates property rules and regulations, the progressive discipline policy, Peer Review, Employee Resource Line, Business Integrity Line, and the Guarantee of Fair Treatment during orientation and via an employee handbook.
 </li>
 <li>
 Ensures drug screening and background checks are completed and social security numbers are verified in accordance with brand Standard Operating Procedures.
 </li>
 <li>
 Ensures wages are paid in accordance to Standard Operating Procedures and federal and state laws (e.g., employee pay for meeting attendance, wages limited to maximum rate of pay, entry level rates paid to new hires, overtime provisions in place, separation pay).
 </li>
 <li>
 Takes appropriate action with individuals who are unable to produce valid I-9 documentation.
 
 
 </li>
 </ul>
 
 At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.
 
 
 
 Combining timeless glamour with a vanguard spirit, St. Regis Hotels &amp; Resorts is committed to delivering exquisite experiences at more than 50 luxury hotels and resorts in the best addresses around the world. Beginning with the debut of The St. Regis hotel in New York by John Jacob Astor IV at the dawn of the twentieth century, the brand has remained committed to an uncompromising level of bespoke and anticipatory service for all of its guests, delivered flawlessly by a team of gracious hosts that combine classic sophistication and modern sensibility, as well as our signature Butler Service. We invite you to explore careers at St. Regis. In joining St. Regis, you join a portfolio of brands with Marriott International.
 
 Be
 
 where you can do your best work,
 
 begin
 
 your purpose,
 
 belong
 
 to an amazing global team, and
 
 become
 
 the best version of you.
</div>

Azadea Group

<div>
 
 
 Job Purpose:
 
 
 
 The Senior HR Business Partner oversees HR functions in-store, including talent acquisition, talent development, talent performance, and total rewards. He/she collaborates with business stakeholders to optimize all aspects of human resources, ensuring a productive and efficient in-store workforce.
 
 
 
 
 
 
 Responsibilities:
 
 
 <ul>
 <li>
 Ensure continuous compliance with company policies and procedures, including the code of conduct, employee handbook, uniform standards, working hours, and staff facilities.
 </li>
 <li>
 - Provide advice and guidance to managers on developing, documenting, and communicating solutions, including disciplinary actions, for individual Employee Relations cases.
 </li>
 <li>
 Advise managers on effectively developing and leading teams, ensuring employees possess the skills required to meet both current and future business needs.
 </li>
 <li>
 Support employees and managers throughout the performance review cycle, manage the appraisal system, and communicate employees' learning needs and training requirements to the talent development department.
 </li>
 <li>
 Adhere to the organization&rsquo;s Health and Safety protocols to identify and mitigate risks, ensuring the protection of the environment and the wellbeing of oneself and others.
 </li>
 <li>
 Conduct exit interviews, manage transfers and relocations, and maintain thorough and accurate documentation throughout the process.
 </li>
 <li>
 Contribute to succession planning initiatives by conducting detailed operational analysis of workforce trends. Develop succession plans to enhance the internal talent pool and expedite the filling of critical positions.
 </li>
 <li>
 Implement targeted training programs in specific areas using prepared content.
 </li>
 <li>
 Work on attracting, shortlisting, selecting, and appointing suitable candidates within an organization. Ensure the effective hiring and seamless integration of new employees into the organization.
 </li>
 <li>
 Deliver advanced analyses of HR data, identifying pivotal trends, and contributing to the creation of HR insights that facilitate diagnosing business issues, enhancing employee engagement, and improving business performance.
 </li>
 <li>
 Implement and maintain the optimal staff structure based on store requirements and productivity goals. Coordinate the allocation of budgeted hours and headcount, ensuring compliance with relevant local laws and regulations.
 </li>
 <li>
 Ensure consistent implementation of employee activities, gatherings, and engagement programs.
 </li>
 </ul>
 
 
 
 
 
 Qualifications:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, or Business Administration, or a related field.
 </li>
 <li>
 Four to six years of experience in Human Resources, or a similar role.
 </li>
 <li>
 Fluency in English; Spanish is a plus.
 </li>
 <li>
 Proficiency in MS Office.
 </li>
 </ul>
 
 
 
 
 
 Azadea Group
 
 is an Equal Employment Employer &ndash;
 
 All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or any other characteristic protected by relevant local laws.
 
 
</div>

Senior HR Business Partner

Canonical

<div>
 Canonical is a leading provider of open source software and operating systems to the global enterprise and technology markets. Our platform, Ubuntu, is very widely used in breakthrough enterprise initiatives such as public cloud, data science, AI, engineering innovation and IoT. Our customers include the world's leading public cloud and silicon providers, and industry leaders in many sectors. The company is a pioneer of global distributed collaboration, with 1200+ colleagues in 75+ countries and very few office based roles. Teams meet two to four times yearly in person, in interesting locations around the world, to align on strategy and execution.
 
 
 The company is founder led, profitable and growing.
 
 
 Our Talent Science team has a mission to ensure that we follow objective, scientifically rigorous and efficient processes to select the very best new colleagues regardless of location, culture or background. We work closely with our key stakeholders to ensure that decisions are being made in the right way and that our hiring model supports the selection of world class talent. We lead an effective hiring ecosystem to deliver talent acquisition excellence. We leverage data to enable evidence-based decisions, weaving behavioural science through our selection process, working closely with our Hiring Leadership team who drive hiring at Canonical.
 
 
 We are looking for exceptional people to join our team at the entry level. You will possess a psychology based degree with an exceptional academic track record from high school. You will also bring some relevant experience from the field of talent, from either university coursework relating to talent selection or from an internship or first job in a talent team. In this role you will learn how to implement hiring strategies that result in high performance outcomes of our people and contribute to leading our talent agenda.
 
 
 The suitable candidate will bring an analytical mindset with a high level of curiosity to integrate data to draw insights and outcomes using SQL or Python. You will have the ability to prioritise and deliver work in a fast paced environment with a good level of self motivation and drive to operate in our remote based environment. With a keen interest in the assessment of talent you will demonstrate a passion for understanding human decisions and behaviours. Great communication skills are also key to this role as you will be working closely with senior stakeholders to ensure they stay on track with their hiring targets. Finally, we would like you to bring a passion and interest for technology platforms and automations to help us drive efficiencies in our processes.
 
 
 Location: This role will be based remotely in the EMEA region.
 
 
 The role entails
 
 
 <ul>
 <li>
 Learning how to assess candidates using behavioural interview techniques.
 </li>
 <li>
 Gaining a deep appreciation of the use of psychometrics in the workplace.
 </li>
 <li>
 Working on process and documentation efficiencies that fuel our hiring practices.
 </li>
 <li>
 Contributing to projects that drive successful hiring outcomes, many of which require advanced analytics skills to integrate data to draw insights.
 </li>
 <li>
 Building excellent stakeholder relationships to help design and implement solutions to complex problems that ultimately ensure we hire exceptional talent.
 </li>
 <li>
 Gaining a deep understanding of our systems and platforms to problem solve and support on hiring questions.
 </li>
 <li>
 Being at the forefront of ticket support and company channel questions, helping to solve issues as you gain a deep understanding of our processes.
 
 
 </li>
 </ul>
 What we are looking for in you
 
 
 <ul>
 <li>
 Exceptional academic track record from both high school and university, with an undergraduate degree in a psychology or people based subject.
 </li>
 <li>
 Advanced analytical ability to dissect and analyse data using SQL, with Python and/or advanced statistical analysis advantageous.
 </li>
 <li>
 Exposure to the topic of talent through university degree coursework, a relevant internship or first job.
 </li>
 <li>
 A passion for working in the technology space with evidence as to why.
 </li>
 <li>
 Results driven with the ability to work at pace, with strong project management skills to roadmap, plan and deliver objectives working with the team.
 </li>
 <li>
 Professional written and spoken English with excellent presentation skills.
 </li>
 <li>
 Drive, ambitious and curiosity to own breakthroughs in the talent field.
 </li>
 <li>
 Ability to travel internationally 2-4 times a year, for company events, occasionally for two weeks.
 
 
 </li>
 </ul>
 Nice-to-have skills
 
 
 <ul>
 <li>
 Advanced theory of psychometrics
 </li>
 <li>
 A deep understanding of the topic of intrinsic motivation
 
 
 </li>
 </ul>
 What we offer colleagues
 
 
 We consider geographical location, experience, and performance in shaping compensation worldwide. We revisit compensation annually (and more often for graduates and associates) to ensure we recognise outstanding performance. In addition to base pay, we offer a performance-driven annual bonus or commission. We provide all team members with additional benefits, which reflect our values and ideals. We balance our programs to meet local needs and ensure fairness globally.
 
 
 <ul>
 <li>
 Distributed work environment with twice-yearly team sprints in person
 </li>
 <li>
 Personal learning and development budget of USD 2,000 per year
 </li>
 <li>
 Annual compensation review
 </li>
 <li>
 Recognition rewards
 </li>
 <li>
 Annual holiday leave
 </li>
 <li>
 Maternity and paternity leave
 </li>
 <li>
 Employee Assistance Programme
 </li>
 <li>
 Opportunity to travel to new locations to meet colleagues
 </li>
 <li>
 Priority Pass, and travel upgrades for long haul company events
 
 
 </li>
 </ul>
 
 About Canonical
 
 
 
 Canonical is a pioneering tech firm at the forefront of the global move to open source. As the company that publishes Ubuntu, one of the most important open source projects and the platform for AI, IoT and the cloud, we are changing the world of software. We recruit on a global basis and set a very high standard for people joining the company. We expect excellence - in order to succeed, we need to be the best at what we do. Most colleagues at Canonical have worked from home since its inception in 2004. Working here is a step into the future, and will challenge you to think differently, work smarter, learn new skills, and raise your game.
 
 
 Canonical is an equal opportunity employer
 
 
 We are proud to foster a workplace free from discrimination. Diversity of experience, perspectives, and background create a better work environment and better products. Whatever your identity, we will give your application fair consideration.
 
 
</div>

Graduate Talent Scientist

PayTech Group

<div>
 
 Job Title:
 
 Cards Product Manager
 
 
 
 Term:
 
 12 months
 
 
 
 Location:
 
 Muscat, Oman
 
 
 
 Division:
 
 Cards &amp; Payments (Retail)
 
 
 
 Reports to:
 
 Cards- Head of Product
 
 
 
 Relevant experience:
 
 6 to 8+ years in product management for debit and/or credit card products within banking, cards, payments, or fintech
 
 
 
 Mandatory requirements:
 
 
 
 <ul>
 <li>
 Immediate Availability
 </li>
 <li>
 English (Fluent); Arabic (preferred)
 </li>
 <li>
 Cards Product Management (Debit)
 </li>
 <li>
 Proven end-to-end card product launches in matrixed, crossfunctional environments (CVP to Go Live and post commercialization)
 
 
 
 </li>
 </ul>
 
 PURPOSE OF THE PROJECT
 
 
 
 Own and deliver the end-to-end launch and lifecycle management of new debit and credit card products, acting as the central business lead across Marketing, Finance, Technology, Operations, Risk, Compliance, Legal, and external partners. Drive launch readiness and post-launch performance improvements measured through acquisition, activation, spend, profitability, usage, and attrition KPIs.
 
 
 Key Activities
 
 
 
 Core Responsibilities And Accountabilities
 
 
 
 <ul>
 <li>
 Lead the end-to-end launch plan (scope, milestones, dependencies, risks, mitigations) to achieve on-time golive readiness measured by schedule adherence and launch gating completion.
 </li>
 <li>
 Define and manage business requirements and prioritized backlog (user stories / acceptance criteria) to maximize delivered value measured by release predictability and stakeholder acceptance.
 </li>
 <li>
 Coordinate cross functional forums (Marketing/Tech/Ops/Risk/Compliance/Legal/Sales/Service) to resolve blockers and align decisions measured by reduced decision latency and fewer critical path slippages.
 </li>
 <li>
 Ensure scheme rules, certifications, and dispute requirements are embedded in product design and operating procedures measured by first pass certification outcomes and dispute process compliance.
 </li>
 <li>
 Oversee UAT planning/execution, defect triage, and go-live approvals to improve quality measured by UAT pass rate, defect leakage, and post-live incident reduction.
 </li>
 <li>
 Define and refine end-to-end operational processes (onboarding, approvals, fulfillment, servicing, and dispute handling) to strengthen customer experience measured by reduced complaints, faster resolution SLAs, and lower dispute ratios.
 </li>
 <li>
 Manage external partner delivery (scheme, processor, vendors) including third-party risk considerations and exit/continuity planning measured by SLA adherence and reduced vendor-related incidents.
 </li>
 <li>
 Track post-launch performance and run continuous improvement initiatives (pricing/benefits/value proposition/process fixes) measured by acquisition, activation, spend, profitability, usage, and attrition trends.
 </li>
 <li>
 Conduct and synthesize secondary market/competitor insights to shape roadmap decisions measured by roadmap hit-rate and uplift in prioritized KPI outcomes
 
 
 
 </li>
 </ul>
 
 KPIs
 
 
 
 <ul>
 <li>
 Time-to-market / time-to-go-live (days from approved scope to launch)
 </li>
 <li>
 UAT quality (pass rate; defect leakage to production)
 </li>
 <li>
 Acquisition &amp; onboarding conversion (applications approved issued)
 </li>
 <li>
 Activation rate (issued first transaction)
 </li>
 <li>
 Spend/usage (active cards; purchase volume; frequency)
 </li>
 <li>
 Profitability (contribution margin / unit economics)
 </li>
 <li>
 Disputes/chargebacks performance (dispute rate; resolution SLA compliance)
 
 
 
 </li>
 </ul>
 
 Knowledge And Experience
 
 
 
 <ul>
 <li>
 Card transaction lifecycle knowledge (authorization clearing settlement) and operational impacts on product performance.
 </li>
 <li>
 Scheme dispute/chargeback lifecycle knowledge, including process steps and governance expectations.
 </li>
 <li>
 PCI DSS fundamentals for payment account data protection and secure operating practices.
 </li>
 <li>
 EMV ecosystem and certification/testing concepts to support chip/contactless product deployment and acceptance readiness.
 </li>
 <li>
 Third-party/vendor risk management fundamentals for critical service delivery dependencies in financial services.
 </li>
 <li>
 EMV Payment Tokenisation concepts and use cases for digital enablement and PAN risk reduction.
 </li>
 <li>
 EMV 3-D Secure (3DS) knowledge for e-commerce authentication and fraud/approval performance optimization.
 </li>
 <li>
 Familiarity with Central Bank of Oman payments oversight priorities and published payments/fintech policy landscape (including tokenization guidance references).
 </li>
 <li>
 Experience working with Mastercard and/or processors and managing scheme certifications and delivery forum
 
 </li>
 </ul>
</div>

Cards Product Manager

Hilton

<div>Assistant Restaurant Manager
An Assistant Restaurant Manager oversees all Food and Beverage operations, including Restaurants, Bars, Caf&eacute;, Room Service, Conference and Banqueting and Kitchens to ensure high standards of quality and service. 
What will I be doing? 
As an Assistant Restaurant Manager, you will oversee all Food and Beverage operations including Restaurants, Bars, Cafe, Room Service, Conference and Banqueting and Kitchens to ensure quality and service by performing the following tasks to the highest standards:<ul>
<li>Manage the food and beverage service to consistently meet high standards as defined by the hotel and Hilton brand standards</li>
<li>Effectively control the flow of customers and the interaction between the front and back-of-house throughout service</li>
<li>Ensure Team Members maximize all sales opportunities</li>
<li>Ensure Team Members consistently maintain brand standards and high levels of customer service</li>
<li>Handle all customer inquiries in an appropriate and professional manner</li>
<li>Accurately manage all transactions during service</li>
<li>Manage Team Member schedules, stock, and wastage levels</li></ul>
What are we looking for? 
An Assistant Restaurant Manager serving Hilton Brand hotels is always working on behalf of our Guests and working with other Team Members. To successfully fill this role, you should maintain the attitude, behaviours, skills, and values that follow:<ul>
<li>Previous experience in organizing food and beverage service in a range of outlets</li>
<li>Experience in supervising a team</li>
<li>Ability to demonstrate delegation skills</li>
<li>Flexibility to respond quickly and positively to a range of work situations</li>
<li>A passion for developing others to be part of a winning team</li></ul> 

What will it be like to work for Hilton? 
Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities and value. Hilton is dedicated to continuing its tradition of providing exceptional guest experiences across its global brands. Our vision &ldquo;to fill the earth with the light and warmth of hospitality&rdquo; unites us as a team to create remarkable hospitality experiences around the world every day. And, our amazing Team Members are at the heart of it all!</div>

Assistant Restaurant Manager

Wyndham Garden Muscat

<div><h1 class="jobSectionHeader">SUMMARY</h1>

The Executive Housekeeper, reporting directly to the POSITION, is responsible for the hotel&rsquo;s commercial, quality and people performance in Housekeeping department. The incumbent will combine strategic thought and planning which will enhance the growth and profitability of the department.

The Executive Housekeeper will ensure to deliver the following business objectives subject to the budget and annual targets: departmental cost, guest satisfaction score (OSAT), quality audit score (QA), employee engagement and departmental Health &amp; Safety audit compliance.

KEY RESPONSIBILITIES

<ul><li>Ensures the highest possible standard of cleanliness and standards of all guest rooms and public areas.</li>
<li>Ensured 100% compliance with brand standards.</li>
<li>Managing the payroll, linen and other departmental costs in accordance of business demand and departmental budget.</li>
<li>Carries out monthly linen inventory.</li>
<li>Continuously evolve / improve departmental SOPs and productivity of the department.</li>
<li>Schedule&rsquo;s routine inspections of all housekeeping areas (rooms and public) by/with the Assistant Executive Housekeeper and Housekeeping Supervisors to ensure that the furnishing, facilities and equipment are clean and in good repair.</li>
<li>Supervises outside contractors to ensure contractual compliance.</li>
<li>Ensures service standards are consistently reviewed and monitored, and in compliance with Wyndham brand standards and 3rd party inspection standards.</li>
<li>Ensures departmental health and safety compliance.</li>
<li>Maintains appropriate standards for dress, hygiene, uniforms, appearance, and conduct of housekeeping team members.</li>
<li>Is responsible for all flower arrangements placed in the public areas and rooms.</li>
<li>Ensures that all daily VIP rooms, special request rooms long stay guest for arrivals are inspected personally.</li>
<li>Implementing assigned task during emergencies such as fire, power failure and natural disaster.</li>
<li>Liaises with the hotels contracted company for pest control to ensure that an effective program is instituted and supervised.</li>
<li>Ensure all guests and internal stakeholders receive prompt and courteous service.</li>
<li>Inspects guest and public areas on a regular basis to ensure that the furnishings, facilities, and equipment are clean and in good repair.</li>
<li>Manages spring cleaning schedules and follow up on all machinery linked to Housekeeping/Laundry.</li>
<li>Makes recommendations regarding the upkeep of furnishings, facilities, and equipment, ensuring they are clean and in good repair.</li>
<li>Informs other departments of the housekeeping matters that concern them, particularly the Engineering, Front Office, and the Food and Beverage Department. Maintains open channels of communication with other Department Heads and the Operations Manager/Director of Operations/ Executive Assistant Manager/General Manager.</li>
<li>Responsible for effective People leadership of the housekeeping team, involving recruitment and onboarding of new team members, driving team member engagement, coaching, training, continuous performance management (regular 1:1 conversations), and managing employee relations in conjunction with HR.</li>
<li>To conduct or chair regular communication meetings with team(s) and actively participate in relevant business meetings to facilitate effective communication.</li>
<li>Acting as a role model for the Count On me Service culture.</li>
</ul>
It is not the intent of this Job Description to cover all aspects of the position but to highlight the most important areas of responsibility.
<div><h2 class="jobSectionHeader">Experience Needed</h2><h1 class="jobSectionHeader">
KEY COMPETENCIES</h1>
Alongside with the fundamentals of the brand service culture, the incumbent will be required to demonstrate the below competencies:<ul><li>
Excellent communication</li><li>
Operations Management</li><li>
Leadership</li><li>
Business Acumen</li><li>
Exceptional service delivery</li><li>
Attention to detail</li><li>
Planning &amp; organisation</li></ul><h1 class="jobSectionHeader">
BACKGROUND</h1><ul><li>
Minimum 2 years&rsquo; experience as an Assistant Housekeeper Manager/ Executive Housekeeper within a similar-sized hotel</li><li>
Experience from a international hotel brand is an advantage</li><li>
Proficiency in Opera Cloud</li><li>
Language requirement: Professional English
</li><li>Diploma or vocational training in hospitality is an advantage</li></ul></div>
<div><h2 class="jobSectionHeader">Required Skills</h2><h3 class="jobSectionHeader">
Soft skills</h3>
Business Acumen, Leadership, Planning</div>
<div><h2 class="jobSectionHeader">Values</h2>
Integrity, Accountability, Inclusive, Care, Fun</div>
<div><h2 class="jobSectionHeader">Benefits</h2>
Career development, Learning &amp; development programmes, Incentive plans</div></div>

Executive Housekeeper

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