Human Resource Manager

Role & responsibilities

1. Recruitment and Selection:

• Develop and implement effective recruitment strategies to attract and retain talented individuals for various positions within the hospitality establishment.
• Coordinate with department managers to identify staffing needs and create job descriptions.
• Conduct interviews, screenings, and assessments to evaluate candidates' qualifications and suitability for positions.
• Oversee the onboarding process for new hires, including orientation and training programs.

2. Employee Relations:

• Serve as a point of contact for employee grievances, concerns, and conflicts, providing guidance and resolution as necessary.
• Foster a positive work environment by promoting open communication, teamwork, and mutual respect among staff members.
• Implement employee recognition programs to acknowledge and reward outstanding performance and contributions.

3. Training and Development:

• Identify training needs and develop training programs to enhance employee skills and competencies in the hospitality industry.
• Coordinate and facilitate training sessions on topics such as customer service, safety procedures, and job-specific skills.
• Monitor employee performance and conduct performance evaluations to provide feedback and support career development.

4. Compliance and Policy Implementation:

• Ensure compliance with labor laws, regulations, and industry standards related to employment practices within the hospitality sector.
• Develop and enforce HR policies, procedures, and codes of conduct to maintain a fair and inclusive work environment.
• Keep abreast of changes in employment legislation and update HR policies accordingly.

5. Compensation and Benefits Administration:

• Manage compensation and benefits programs, including salary structures, incentives, bonuses, and employee benefits packages.
• Conduct salary surveys and benchmarking to ensure competitive compensation practices within the hospitality industry.
• Administer payroll processes accurately and in compliance with legal requirements.

6. Employee Engagement and Retention:

• Implement initiatives to promote employee engagement, morale, and retention, such as employee engagement surveys, team-building activities, and wellness programs.
• Identify factors contributing to employee turnover and develop strategies to address retention challenges.

7. HR Administration:

• Maintain accurate and up-to-date employee records, including personnel files, attendance records, and HR databases.
• Prepare HR reports and analytics to track key HR metrics and trends, providing insights for decision-making.
• Handle HR-related administrative tasks, such as processing employment paperwork, managing HR budgets, and maintaining HR systems and documentation.

8. Legal Compliance:

• Ensure compliance with all relevant employment laws, regulations, and industry standards.
• Stay updated on changes to employment legislation and advise management on necessary actions to maintain compliance.
• Handle employee relations issues, investigations, and disciplinary actions in accordance with legal requirements and company policies.

9. Performance Management:

• Implement performance management processes, including goal setting, performance evaluations, feedback mechanisms, and performance improvement plans.
• Provide guidance and support to managers and employees on performance-related matters, coaching them on performance standards and development opportunities.

10. Strategic HR Planning:

• Contribute to the development of HR strategies and initiatives aligned with the organization's goals and objectives.
• Participate in strategic planning sessions to provide insights and recommendations on human capital management and organizational development within the hospitality sector.

Preferred candidate profile

1. Should have strong conceptual, analytical, communication and interpersonal skills.

2. Should have strong systems approach, business perspective and sensitivity to workplace psychology.

3. Should have experience and excellence in initiatives like Manpower Planning, Recruitment, Induction, HRIS, learning and development, rewards & recognition and compensation and benefits.

4. Should have skills to support the Director HR in implementation of the Performance Management process, monitor progress and ensure timely distribution of payouts. Should be able to consolidate organization wide development needs emerging from the PMS process, identify and implement L&D initiatives to achieve enhanced performance.

5. Should have ability to facilitate effective implementation of HRMIS to facilitate streamlining of employee database for organization effectiveness.

Work Relations (Context - Main Interfaces - Functional Reporting):

• Reports directly to the Director- HR.
• Interfaces closely with department managers, supervisors, and employees across all levels of the organization.