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.
· 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.
Work Experience
- Previous experience minimum 2 years on the same position
- Creative and deliver high quality result to the guest satisfaction
- Fluent in both verbal and written in English
- Minimum graduated from vocational/ hospitality management school
- Good leadership, communication skills and a great teamwork
- A continuous learner, a high achiever and comfortable working with all levels
Benefits
- Training and Talent development opportunities
- Be a part of Global Community of Hospitality Industry
- Opportunity to grow your career
Accor