Talent and Culture Manager (MGallery Sapa)

• Hạn nộp: 31/12/2017
• Mức lương: Thỏa thuận

Thông tin cơ bản

Mô tả công việc

a:4:{s:21:"Mô tả công việc";s:61379:"Custodian of the Company Culture

 

·         Ensure that the guest is at the center of every single strategic initiative, project or process;

·         Share the vision and strategy of AccorHotels, the brand and the hotel, giving everyone the opportunity to contribute, collaborate and innovate;

·         Provide feedback from the guest on the teams’ performance to the team;

·         Ensure that all team members feel trusted and valued for their accountability and risk taken.

 

Employer Branding

 

·         Prepare and implement strategic activities for attracting talent to the hotel;

·         Establish relationships with local schools and colleges;

·         Engage in social media to promote the hotel as best place to work;

·         Submit entries in regional HR and Employer recognition awards;

·         Provide monthly articles for publication in internal communication network;

·         Assist the General Manager to establish owner understanding of the financial impact of non-compliance in providing support for the talent journey activities.

 

Recruitment and Selection

 

·         Lead activities which ensure that the hotel has the right talent in the right role;

·         Engage in processes which assist in spotting talent inside and outside the organisation;

·         Prepare budget of talent needs based on business strategies;

·         Monitor and align staffing to business needs;

·         Handle selection and recruitment of managerial and above positions and ensure a smooth onboarding experience;

·         Establish/ implement retention strategies to fulfill succession planning and business objectives;

·         Establish processes to reduce/ minimise the turnover rate;

·         Identify high potentials through vertical and laterally movements within existing talent by providing departmental transfer in accordance to their skill set;

·         Assist in monitoring present and future trends in the local labor situation, social legislation and make appropriate recommendations .

 

Induction and Onboarding

 

·         Establish onboarding procedures which ensure new talent feel welcome and all team members are prepared for the new talent arrival;

·         Co-ordinate and conduct orientation programs and three month training plans;

·         Appoint a support person within the operational team for each and every new talent;

·         Seek feedback from new talent in their first month of employment;

·         Conduct probationary reviews and provide feedback to talent.

 

Performance Assessment and Feedback

 

·         Organise annual performance appraisal process in line with the Leadership Capability Framework;

·         Work with line managers to analyse performance by identifying area for improvement;

·         Provide an environment which supports open ongoing feedback and coaching to breach gaps for better performance;

·         Celebrate team and individual success;

·         Assist managers in setting objectives and goals for talent which are SMART and  inline with the business strategy;

·         Set Talent and Culture KPIs to represent a balance score card.

 

Learning and Development

 

·         Work with the Learning and Development Manager to conduct/review training needs analysis annually and budget accordingly;

·         Plan training for future skill requirements and not just current;

Ensure development and implementation of annual training plan training to address and narrow the peformance gap;

·         Evaluate the effectiveness of the training for ROI and ROE;

·         Create a learning environment where each person has a personal development plan;

·         Follow up talent after attending AccorHotels Academie training programs to support the application of learning on the job;

·         Co-ordinate cross exposure and project based learning for star talent;

·         Ensure all talent have access to learning opportunities

Talent Potential Identification

 

·         Assist the department heads in completing talent potential assessments to identify star talent;

·         Record 9 box results to track potential and performance;

·         Assist leaders in the preparation of succession plans;

·         Maximise the use of talent assessment tools to ensure the right person is in the right role and /or recognised for future roles;

·         Provide access to development activities for star talent.

 

Career Management

 

·         Understand the career ambitions of star talent and ensure this is communicated within the leadership team and to corporate;

·         Provide communication on career paths available with AccorHotels;

·         Ensure vacancies within AccorHotels are displayed for all to apply;

·         Communicate and celebrate the success of others;

·         Provide fair and equitable processes for internal promotion.

 

Culture Diversity and Inclusion

 

·         Demonstrate the AccorHotels values in all behaviours and identify and address integrity gaps in others;

·         Communicate the AccorHotels Ethic Charter, monitor behaviours of others and address any behaviour which is not in line with the charter;

·         Support diversity in the selection and management of talent ensuring equality of treatment based on competencies;

·         Communicate to talent all corporate diversity programs such as Women at Accor Generation and He For She and support through active participation in any associated activities.

 

Policies and Procedures

 

·         Follow the Talent and Culture policies and procedures including Keys to Success;

·         Ensure departmental Keys to Success are communicated and implemented throughout the hotel;

·         Communicate on Talent and Culture policies and procedures to all employees;

·         Provide the leadership team with regular updates on local laws and legislation to ensure compliance;

·         Provide advice to leaders on all employment issues in accordance to the statutory requirements;

 

·         Provide a safe working environment by ensuring local regulations are upheld for workplace health and safety;

·         Conduct regular fire drills, evacuations and training on safety and emergency procedures;

·         Gain a thorough understanding of the AccorHotels crisis procedure and follow these in times of need (APACHE).

 

Reward and Recognition

 

·         Promote Work-Life Balance to achieve a healthy workforce;

·         Motivate talent through recognition and rewards program;

·         Implement and maintain effective talent related activities and motivational programs;

·         Plan, coordinate and execute internal talent events to ensure talent engagement and promote a good and efficient working atmosphere;

·         Recognise key events in the lives of our talent including birthdays, marriages, births and loss of loved ones;

·         Share guest feedback and NPS scores including individual talent mentions;

 

Compensation and Benefits

 

·         Conduct annual salary review process;

·         Participate and analyse market data to benchmark compensation package to remain competitive in order to attract and retain employees;

·         Review compensation to ensure and maintain internal equity and competitive with the industry norm;

·         Review job descriptions and job specifications to stay relevant with the hotel industry and currency of skill requirements;

·         Ensure gender equality in renummeration packages;

·         Negotiate with the Union on industrial relations issues;

·         Settle industrial disputes amicably;

·         Maintain harmonious labour management relations;

 

Flexibility and Welfare

 

·         Work with department leaders to review timings of meetings to ensure they are fair and equitable for all;

·         Implement flexible work practices where possible;

·         Provide adequate staff benefits and amenities;

·         Individualise and recongise that one size does not fit all;

·         Provide support to employees who have undergone any crisis situation or trauma;

·         Ensure a fair and equitable work environment with a mechanisme for talent to report any concerns for welfare in confidence;

·         Enable an environment which supports collaboration and innovation.

 

Corporate Social Responsibility

 

·         Support the local community through the co-ordination of strategic CSR activities;

·         Communicate and encourage the participation in CSR activities by all team members;

·         Provide education to talent on key areas of corporate concern including Planet 21, WATCH and AccorHotels Ethics Charter;

·         Provide opportunities for talent to share their ideas and to contribute to the community;

·         Identify public relations opportunities which support employer branding.

 

Satisfaction and Engagement

 

·         Conduct regular on one one discussions with star talent;

·         Monitor productivity, sick leave and turnover as indicators of disengagement;

·         Co-ordinate annual EOS and project teams to work on follow up action plans;

·         Co-ordinate regular open tables with a selection of talent and the General Manager;

·         Conduct exit interviews with all talent leaving AccorHotels employment.

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- Competitive salary

- Travel opportunity

- Suncare Insurance
- Social Insurance, Health Insurance, Unemployment insurance

- Travel opportunity

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·         The ability to manage information available internally and externally (eg salary and benefit survey) in a sensitive and confidential manner and sharing information in a selective and professional manner.

·         The ability to engage a diversified workforce, helping talent to embrace diversity.

·         Department Heads and talent demanding human resource solutions, which requires immediate attention and many times cases are unique and complex.

Knowledge and Experience

 

·         Bachelor Degree in Human Resources

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