Director People amp Culture

4 weeks ago

Dubai, United Arab Emirates Talent Pal Full time

Reporting to the General Managerwith a dotted line to the Director People & Culture AICEurope Middle East and Central Asia the role holder will contributeto the performance of their area by facilitating the hiring andretention of exceptional talent as well as driving HR processesemployee engagement learning and development performance and talentmanagement and compliance initiatives within their hotel(s). Theywill work with the Director People & Culture AIC EuropeMiddle East and Central Asia to provide People & Culturesupport and resources to the Hotel teams in line with the strategicpriorities of MEA & CA People & Culture. Being thestrategic business partner to the Executive Committee and the voiceof the employees.This is a front line People & Culturegeneralist role where the incumbent will be required to navigate aninternational environment and provide perspective on what industryleading Human Resources delivery means. They will deliveractivities processes and procedures which support the existing teamand the future growth of the business. They will build positive andeffective working relationships with their hotels and employeecommunity in order to drive development effectiveness engagementand retention in line with the needs of the business.They will workto ensure the roll out and execution of key People &Culture initiatives including but not limited to organizationaldesign employee development performance management employeerelations employee marketing compensation resource planning andtalent management.

  • EmployeeRelations
    • Foster a positive and structured workenvironment which encourages the successful operation of thebusiness calling upon the necessary processes to deal withdisciplinary grievance and workforce changesituations.
    • Work alongside with the functionleaders to investigate document and administer corrective actionimmediately and effectively to reach the mutual goals of thebusiness and the employee in keeping with the company policy andlocal labor law.
    • Be the champion of theprocesses to ensure that the leaders understand their role in theprocess as well as the fair treatment of theemployees.
  • Recruitment
    • Hirenew employees in conjunction with the Departmental Leader throughINES/People Hub
    • Use the interview guidesprovided and Talent Meter to gain further information on anypotentialcandidate.
  • EmployeeEngagement and Communications
    • Strive to increaseemployee engagement by promoting a positive work environment whereeach employee is informed and proactive about the overall businessgoals. Ensure the consistent delivery of business and employeeinformation with transparency so that each employee understands howthey contribute to the company ssuccess.
    • People & CultureAudit.
    • Ensure the EES Champions for thehotel/departmental action plans in order to increase employeeengagement and improve EES scores year onyear.
    • Represent the organization as anexemplary ambassador the Ennismore All Inclusive Employee ServiceCulture
    • Labor Turnover to be closely monitoredand proactive actions taken with regards to trends and suggestionsto People & Culture leader as well as Hotel Manager/GeneralManager.
  • Learning& Talent Development
    • Ensure Departmentshave adequate Departmental trainers and these are well utilized tothe business s needs.
    • Facilitate theperformance management cycle from probation reviews annualperformance reviews development plans as well as on the jobtraining.
    • Development Plans for all HighPotential employees in conjunction with the Learning &Developmentleader.
  • People &Culture Metrics
    • Be the champion of the followingmetrics and hold the other leaders and General Manager to accountgive advice and guidance on where improvements can bemade:
    • Labour Turnover reflect and guide on highturnover departments with regards to how to reduce it and sharefindings with the Exec Com.
    • Learning &Development Hours
    • Mandatory Training EmployeeOnboarding Departmental Training etc 100%compliant
    • Employee Engagement Score (EES) withaction plans and follow up
    • Payroll % ofrevenue
    • Internal Promotions & Transfersprocess
    • People & Culture Frameworkreview
  • EmployeeMarketing
    • Exciting and innovative ways ofcelebrating and communicating what is important to the employeesthis could include:
    • Town HallMeetings
    • VirtualCompetitions
    • CSRactivities
    • Communication through mixedmedia
    • Organisational updated and PR on why workfor AAI
  • HousingTransportation & Activities
    • To ensurethat the employees have a safe and secure place to eat sleep andenjoy whilst not at work.
    • Through the Housingteam ensure that employees enjoy their time when they aren t atwork with varied activities and transport to places that aremeaningful for them.
    • Housing to be at thedesired cleanliness and maintenance standards as well as followingthe desired sharing levels per grade as per the benefitsgrid.
  • Finance
    • Theactivities and contribution of the role will impact the performanceof the hotel.
    • They will act on behalf of thebusiness to work through complex situations and reduce riskinterpreting and implementing company policies and employmentlegislation as appropriate.
    • They will berequired to exercise sound judgment and integrity at all times toensure confidentiality of protectedinformation.
    • Be fiscally competent in budgetingforecasting including the commentary that goes with thedocuments/meetings.
    • Demonstrate full awarenessof hotel budget/P&L and work towards achieving it byminimizing expenses and maximizing revenue through suggestions onthe payroll forecasts and hiringplans.
  • Abilities/KeyCompetencies/Skills
    • Alongside these keycompetencies the incumbent of the role will be required todemonstrate the fundamentals of the company s Employee serviceculture to be responsive respectful and deliver a greatexperience.
  • LeadingMyself
    • PositiveOrientation
    • Operational DecisionMaking
    • SelfDevelopment &Management
  • LeadingOthers
    • Developing an EmpoweredTeam
    • Leading an Engaged and DiverseTeam
    • Communication
  • Leadingthe Business
    • Advocating GuestPassion
    • Business Planning andAnalysis
    • Business Improvement andChange
  • Qualifications
    • Experience/Certificates/Education
    • Educatedto bachelor s degree level or beyond most likely within a businessor human resources management related discipline or experienceequivalent
    • Prior experience as a DepartmentHead in a large fast paced organization
    • Fluencyin verbal and written English is essential an additional languagee.g. Arabic would be an advantage
    • Ideally CIPDqualified to level 7
    • 5 years prior experienceas a Director People & Culture in a likeproperty
    • Must be a highly capable user ofMicrosoft office programs including Excel Word PowerPoint andOutlook.
    • Previous working experience in a trulyglobal work environment isessential

Thisjob has been sourced from an external job board.
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