Director People

Reporting to the General Manager with a dotted line to the Vice President People & Culture, 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. They will work with the Vice President People & Culture to provide People & Culture support and resources to the Hotel team in line with the strategic priorities of the department. Being the strategic business partner to the Executive Committee and the voice of all employees.

This is a front line, People & Culture generalist role where you will be required to navigate an international environment and provide perspective on what industry leading Human Resources delivery means. You will deliver activities, processes and procedures which support the existing team and the future growth of the business. You will build positive and effective working relationships across the business in order to drive development, effectiveness, engagement and retention in line with the needs of the business.

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

What You’ll Do

Employee Relations

• 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 employee 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 employees.
• Ensure a hotel handbook is in place and up to date.
• Ensure all SOP’s are rolled out and understood.
• Ennismore Way is signed for and understood by all.
• Grievance process is known by the team and used where appropriate.

Employee Engagement and Communications

• Strive 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.
• Ensure the engagement champions for the hotel/departmental action plans in order to increase employee engagement and improve engagement scores year on year.
• Labour 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.
• Arrange to have fun at work
• Townhall/communication meetings to be held.

Recruitment

• Ensure the recruitment of new hires are a fit and match for the Mondrian Brand and understand our ethos and vision. Ensure they are introduced into the Company through Mondrian’s specific on-boarding process.
• Actively promote and market the Mondrian brand as an “Employer of Choice” through advertising collateral and presentations.

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 employees.

Compensation & Benefits

• Ensure annual pay increases are budgeted to the market.
• Any Exec Com roles are interviewed, and packages approved by Regional Heads prior to offering.
• All benefits grids are approved on an annual basis with no deviations to grading or benefits given to colleagues to ensure pay parity.

Performance Management

• For all supervisory positions have a transparent development programme in place in conjunction with the People & 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 employees in conjunction with the Learning & Development leader.

People & 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 – Employee, Onboarding, Departmental Training etc 100% compliant.
• Employee Engagement Score (EES) with action plans and follow up.
• Payroll % of revenue.
• Internal Promotions & Transfers process.
• People & Culture Audit.

Employee Marketing

• Exciting and innovative ways of celebrating and communicating what is important to the employees this could include:
  • Town Hall Meetings.
  • Virtual Competitions.
  • CSR activities.
  • Communication through mixed media.
  • Organisational updates and PR on why work for Ennismore.

Finance

• 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.

What We’re Looking For

• 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.
• Ideally CIPD/AHRI qualified to level 7.
• 5 years prior experience as a Director People & Culture 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.

What’s In It for You

• Lots of opportunity to progress and switch it up as part of a global family of brands.
• Great healthcare, competitive salary, and some nice extra perks across the Ennismore family of brands
• Learning opportunities to broaden your skillset and development that helps you think, make, and thrive at work.
• An annual diversity and inclusion calendar of events creating opportunities for you to learn, celebrate and make a positive impact.
• The opportunity to be yourself and collaborate with other bright minds in a relaxed, innovative culture.