Director People amp Culture - Dubai, United Arab Emirates - Talent Pal

Description

Reporting to the General Manager with a dotted line to the Director People & Culture AIC Europe Middle East and Central Asia the role holder will contribute to the performance of their area by facilitating the hiring and retention of exceptional talent as well as driving HR processes employee engagement learning and development performance and talent management and compliance initiatives within their hotel(s).

They will work with the Director People & Culture AIC Europe Middle East and Central Asia to provide People & Culture support and resources to the Hotel teams in line with the strategic priorities of MEA & CA People & Culture.

Being the strategic business partner to the Executive Committee and the voice of the employees.

This is a front line People & Culture generalist role where the incumbent will be required to navigate an international environment and provide perspective on what industry leading Human Resources delivery means.

They will deliver activities processes and procedures which support the existing team and the future growth of the business.

They will build positive and effective working relationships with their hotels and employee community in order to drive development effectiveness engagement and retention in line with the needs of the business.

They will work to ensure the roll out and execution of key People & Culture initiatives including but not limited to organizational design employee development performance management employee relations employee marketing compensation resource planning and talent management.

Employee RelationsFoster a positive and structured work environment which encourages the successful operation of the business calling upon the necessary processes to deal with disciplinary grievance and workforce change situations.

Work alongside with the function leaders to investigate document and administer corrective action immediately and effectively to reach the mutual goals of the business and the employee in keeping with the company policy and local labor law.

Be the champion of the processes to ensure that the leaders understand their role in the process as well as the fair treatment of the employees.

RecruitmentHire new employees in conjunction with the Departmental Leader through INES/People HubUse the interview guides provided and Talent Meter to gain further information on any potential candidate.

Employee Engagement and CommunicationsStrive to increase employee engagement by promoting a positive work environment where each employee is informed and proactive about the overall business goals.

Ensure the consistent delivery of business and employee information with transparency so that each employee understands how they contribute to the company s success.

People & Culture Audit.

Ensure the EES Champions for the hotel/departmental action plans in order to increase employee engagement and improve EES scores year on year.

Represent the organization as an exemplary ambassador the Ennismore All Inclusive

Employee Service CultureLabor Turnover to be closely monitored and proactive actions taken with regards to trends and suggestions to People & Culture leader as well as Hotel Manager/General Manager.

Learning & Talent DevelopmentEnsure Departments have adequate Departmental trainers and these are well utilized to the business s needs.

Facilitate the performance management cycle from probation reviews annual performance reviews development plans as well as on the job training.

Development Plans for all High Potential employees in conjunction with the Learning & Development leader.

People & Culture MetricsBe the champion of the following metrics and hold the other leaders and General Manager to account give advice and guidance on where improvements can be made:

Labour Turnover reflect and guide on high turnover departments with regards to how to reduce it and share findings with the Exec Com.

Learning & Development HoursMandatory Training Employee Onboarding Departmental Training etc 100% compliantEmployee Engagement Score (EES) with action plans and follow upPayroll % of revenueInternal Promotions & Transfers processPeople & Culture Framework reviewEmployee MarketingExciting and innovative ways of celebrating and communicating what is important to the employees this could include:Town Hall MeetingsVirtual CompetitionsCSR activitiesCommunication through mixed mediaOrganisational updated and PR on why work for AAIHousing Transportation & ActivitiesTo ensure that the employees have a safe and secure place to eat sleep and enjoy whilst not at work.

Through the Housing team ensure that employees enjoy their time when they aren t at work with varied activities and transport to places that are meaningful for them.

Housing to be at the desired cleanliness and maintenance standards as well as following the desired sharing levels per grade as per the benefits grid.

FinanceThe activities and contribution of the role will impact the performance of the hotel.

They will act on behalf of the business to work through complex situations and reduce risk interpreting and implementing company policies and employment legislation as appropriate.

They will be required to exercise sound judgment and integrity at all times to ensure confidentiality of protected information.
Be fiscally competent in budgeting forecasting including the commentary that goes with the documents/meetings.

Demonstrate full awareness of hotel budget/P&L and work towards achieving it by minimizing expenses and maximizing revenue through suggestions on the payroll forecasts and hiring plans.

Abilities/Key Competencies/SkillsAlongside these key competencies the incumbent of the role will be required to demonstrate the fundamentals of the company s Employee service culture to be responsive respectful and deliver a great experience.

Leading MyselfPositive OrientationOperational Decision MakingSelfDevelopment & ManagementLeading OthersDeveloping an Empowered TeamLeading an Engaged and Diverse TeamCommunicationLeading the BusinessAdvocating Guest PassionBusiness Planning and AnalysisBusiness Improvement and ChangeQualificationsExperience/Certificates/EducationEducated to bachelor s degree level or beyond most likely within a business or human resources management related discipline or experience equivalentPrior experience as a Department Head in a large fast paced organizationFluency in verbal and written English is essential an additional language e.g.

Arabic would be an advantageIdeally CIPD qualified to level 75 years prior experience as a Director People & Culture in a like propertyMust be a highly capable user of Microsoft office programs including Excel Word PowerPoint and Outlook.

Previous working experience in a truly global work environment is essentialThis job has been sourced from an external job board.

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