Talent & Culture Manager
|Rixos Premium Saadiyat Island
|No. Of Vacancies:
|Reporting to the General Manager with a dotted line to the Vice President Talent & Culture MEA & CA, 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, heartist engagement, learning and development, performance and talent management and compliance initiatives within their hotel(s). They will work with the Vice President Talent & Culture MEA & CA to provide Talent & Culture support and resources to the Hotel teams in line with the strategic priorities of MEA & CA Talent & Culture. Being the strategic business partner to the Executive Committee and the voice of the heartists.
What you will be doing:
Foster 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 heartist in keeping with the company policy and local labour 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 heartists.
Hire new heartists in conjunction with the Departmental Leader through INES
Use the interview guides provided and Talent Meter to gain further information on any potential candidate
Employee Engagement and Communications
Strive to increase heartist engagement by promoting a positive work environment where each heartist is informed and proactive about the overall business goals. Ensure the consistent delivery of business and heartist information with transparency so that each heartist understands how they contribute to the company’s success.
Talent & Culture Audit.
Ensure the EES Champions for the hotel/departmental action plans in order to increase heartist engagement and improve EES scores year on year.
Represent the organization as an exemplary ambassador the Accor All Inclusive – Heartist Service Culture
Labour Turnover to be closely monitored and proactive actions taken with regards to trends and suggestions to Talent & Culture leader as well as Hotel Manager/General Manager.
Learning & Talent Development
Ensure Departments have adequate Departmental trainers, and these are well utilised to the business’s needs.
Work with the Learning & Development leader on a 12-month training needs analysis that align with the hotel business plan.
Ensure all mandatory training is compliant.
Work with the Exec Com with regards to the needs of the business and suggest on and off job training interventions that will assist in strengthening the skills of the heartists.
For all supervisory positions have a transparent development programme in place in conjunction with the Talent & Culture leader as well as Learning & Development.
Development of direct reports to give them ongoing feedback and development.
Ensure bi-annual Talent Review process is conducted and associated documentation maintained to the required standard.
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 heartists in conjunction with the Learning & Development leader.
Talent & Culture Metrics
Be 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 Hours
Mandatory Training – Heartist, Onboarding, Departmental Training etc 100% compliant
Employee Engagement Score (EES) with action plans and follow up
Payroll % of revenue
Internal Promotions & Transfers process
Talent & Culture Framework review
Exciting and innovative ways of celebrating and communicating what is important to the heartists this could include:Town Hall Meetings
Communication through mixed media
Organisational updated and PR on why work for AAI
Housing, Transportation & Activities
To ensure that the heartists have a safe and secure place to eat, sleep and enjoy whilst not at work.
Through the Housing team ensure that heartists 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.
The 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.
Your experience and skills include:
Educated to bachelor’s degree level or beyond, most likely within a business or human resources management related discipline, or experience equivalent
Prior experience as a Department Head in a large, fast paced organisation
Fluency in verbal and written English is essential – an additional language e.g. Arabic would be an advantage
Ideally CIPD qualified to level 7
5 years prior experience as a Manager Talent & Culture at a HOD level in a like property
Must be a highly capable user of Microsoft office programmes including Excel, Word, PowerPoint and Outlook.
Previous working experience in a truly global work environment is essential
Your team and working environment:
In 1-2 sentences, introduce the team, property or office environment in a way that reflects the culture
Note: Customization may be included for any specific local or legislative requirements, such as work permits
Our commitment to Diversity & Inclusion:
We are an inclusive company and our ambition is to attract, recruit and promote diverse talent.
Why work for Accor?
We are far more than a worldwide leader. We welcome you as you are and you can find a job and brand that matches your personality. We support you to grow and learn every day, making sure that work brings purpose to your life, so that during your journey with us, you can continue to explore Accor’s limitless possibilities.
By joining Accor, every chapter of your story is yours to write and together we can imagine tomorrow’s hospitality.