Human Resources Supervisor/Giám sát Nhân sự

Human Resources Supervisor oversees the full recruitment cycle and manages key HR operations, employee relations, and internal communications. This role leads the HR team in delivering quality candidates, building a strong employer brand, fostering positive employee engagement, developing HR processes, and ensuring smooth HR operations across the hotel.

Key Responsibilities

A. Talent Acquisition (Full Recruitment Cycle)

Lead and manage end-to-end recruitment process for all positions, from entry-level to managerial roles across all hotel departments.

Partner with department heads to understand staffing needs, forecast hiring requirements, and develop job descriptions.

Oversee sourcing strategies through various channels: job portals, social media, headhunting, referrals, and partnerships with hospitality schools.

Supervise CV screening, initial interviews, and coordinate interview processes with hiring managers.

Review and approve offer letters, manage onboarding procedures, and ensure smooth candidate experience.

Track and analyze recruitment metrics (time-to-hire, cost-per-hire, source effectiveness) and provide regular reports to management.

Build and maintain a strong talent pipeline for current and future hiring needs.

Lead participation in job fairs, career events, and employer branding initiatives.

B. Manpower Planning & Analysis

Collaborate with HR Director and department heads on manpower planning and headcount budgeting.

Analyze recruitment needs based on operational requirements and business forecasts.

Provide data-driven insights and recommendations on staffing levels and hiring priorities.

Conduct regular workforce analysis to identify gaps, turnover trends, and future hiring needs.

Advise department heads on realistic recruitment timelines and market availability.

C. HR Process Development & SOPs

Develop, review, and update HR Standard Operating Procedures (SOPs) to ensure efficiency and compliance.

Create and maintain HR forms, templates, and documentation for consistent use across departments.

Ensure all HR processes align with company policies and labor law requirements.

Continuously improve HR workflows to enhance productivity and candidate/employee experience.

Standardize recruitment and onboarding processes across all departments.

D. Training & Compliance Support

Train and guide department heads and hiring managers on updated HR processes and procedures.

Conduct orientation sessions for new hires on HR policies, procedures, and company culture.

Support line managers in understanding and implementing HR standards and compliance requirements.

Ensure all departments adhere to approved recruitment and onboarding processes.

Provide ongoing support to HODs on HR-related queries and process guidance.

E. Employee Relations & Internal Communications

Serve as a key point of contact for employee queries and concerns, fostering a positive and supportive work environment.

Plan and execute employee engagement activities, events, and recognition programs.

Oversee internal communications, including announcements, newsletters, and information sharing across departments.

Promote a culture of open communication, teamwork, and mutual respect.

Handle employee feedback, support conflict resolution, and escalate complex issues to HR Manager when needed.

F. Employer Branding & Talent Attraction

Lead employer branding initiatives to position Lancaster Legacy as an employer of choice in the luxury hospitality industry.

Develop and oversee engaging recruitment content on social media and job platforms.

Build and maintain strong relationships with hospitality schools, training institutions, and industry networks.

Represent the hotel at career fairs, networking events, and industry conferences.

G. HR Operations & Administration

Supervise the maintenance of accurate and up-to-date employee records (both physical and digital).

Oversee HR documentation including confirmation letters, certification letters, and employment verification.

Monitor and track employee probation periods, contract renewals, and visa/work permit status.

Ensure full compliance with labor laws and hotel policies in all HR operations.

Prepare and review HR reports, data analysis, and presentations for management.

Support payroll preparation by ensuring accurate attendance, leave, and overtime data (coordination with C&B team).

H. Team Supervision & Development

Supervise, guide, and support HR executive/officer and Interns in their daily tasks.

Conduct regular team meetings, provide coaching and feedback, and support professional development.

Ensure smooth workflow and effective delegation within the HR team.

Step in to handle complex or sensitive HR matters when required.

Competitive salary and allowances as per company policy.

Professional training and development opportunities.

Full insurance and benefits in accordance with Labor Law.

Professional working environment.

Bachelor's degree in Human Resources/Hospitality, Business Administration, Psychology, or related field.

Minimum 3-4 years of experience in HR, with strong focus on recruitment and HR operations.

Required: Experience in mass recruitment within the hotel or luxury resort industry.

At least 1 year in a supervisory or team lead role is preferred.

Proven experience managing full recruitment cycle independently and leading a team.

Experience in developing SOPs, forms, and HR processes is a strong advantage.

Strong knowledge of recruitment techniques, sourcing strategies, and employer branding.

Solid understanding of labor laws, manpower planning, and HR best practices.

Experience in process improvement and documentation.

Excellent communication, interpersonal, and presentation skills.

Proficient in Microsoft Office (Word, Excel, PowerPoint). Experience with HRIS is a plus.

Strong analytical skills for workforce data and recruitment reporting.

High attention to detail, ability to maintain confidentiality, and strong problem-solving skills.

Well-organized, able to multitask, delegate effectively, and work under pressure.

Good command of English (both written and spoken).

Proactive, results-oriented, and hands-on leadership style.

Strong service mindset and team player with ability to motivate others.

Professional demeanor with high integrity and discretion.

Ability to build trust and relationships across all levels of the organization.

Strategic thinker with ability to translate business needs into HR actions.