Director of People & Culture at Accor

Singapore, , Singapore -

Full Time

Start Date

Immediate

Expiry Date

17 Sep, 26

Salary

0.0

Posted On

19 Jun, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Employer Branding, Recruitment and Selection, Performance Management, Learning and Development, Succession Planning, Employee Relations, Compensation and Benefits, Payroll Administration, Diversity and Inclusion, Occupational Health and Safety, Strategic Planning, Conflict Resolution, Stakeholder Management, Budgeting, Onboarding, Labor Law Compliance

Industry

Hospitality

Description

Company Description We are in the luxury hotel business in central Singapore; offering business and leisure travelers contemporary rooms and suites filled with opulent amenities and elegant furnishings, alongside first-rate facilities, exquisite French and local cuisines in our all-day dining restaurant, bar and a huge convention space with meeting rooms and 2 ballrooms to cater to corporate, meeting guests as well as leisure function events including weddings & dinner & dances. We represent the renowned French living and Sofitel hospitality in Singapore. Job Description CUSTODIAN OF THE COMPANY CULTURE: Ensure that the guest is at the centre of every single strategic initiative, project or process; and our key asset and resource are our ambassadors. Share the vision and strategy of AccorHotels and LaMaison, the Sofitel brand and the Hotel, giving everyone the opportunity to contribute, collaborate and innovate. Provide feedback from the guests on the team’s performance to the Hotel team. Ensure that all team members feel trusted, safe and valued for their accountability and risks taken. EMPLOYER BRANDING: Prepare and implement strategic activities for attracting talent to Sofitel. Establish relationships with local schools and colleges. Engage in social media to promote Sofitel as the preferred place to work. Participate and submit entries to regional HR and Employer Recognition Awards. Publish monthly newsletters for internal communication. Assist the General Manager to establish owner’s understanding of the financial impact of non-compliance in providing support for the talent journey activities. RECRUITMENT AND SELECTION: Lead activities, ensuring that the hotel has the right talent in the right role. Develop and engage in processes that facilitates spotting talent from within and outside the organization. Prepare budget of talent needs based on business strategies. Monitor and align staffing to business needs. Submits timely payroll and manpower forecasts and manage casual labour acquisition Handle selection and recruitment of managerial and above positions and ensure a smooth on-boarding experience. Establish/ implement retention strategies to fulfil succession planning and business objectives. Establish processes to reduce/ minimise the turnover rate. Identify high potentials through vertical and lateral movements within existing talent pool by providing departmental transfers in accordance with their skill set. Assist in monitoring present and future trends in the local labour environment, social legislation and make appropriate recommendations. INDUCTION AND ONBOARDING: Establish on-boarding procedures which ensure that new talents feel welcome and all team members are prepared for the new talent arrival. Ensure proper onboarding and orientation programs; and departmental induction training plans take place within three months of an employee’s joining. Seek feedback from new talent in their early months of employment. Conduct probationary reviews and provide feedback for talent. PERFORMANCE ASSESSMENT AND FEEDBACK: Organise annual performance appraisal process in line with the Leadership Capability Framework by the La Maison. Work with line managers to analyse performance by identifying area for improvement. Provide an environment that supports open ongoing feedback and coaching to bridge gaps for better performance. Celebrate team and individual success. Assist managers in setting objectives and SMART goals and key performance indicators and in line with the business strategy. Set People & Culture KPIs to represent a balanced 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 to address and narrow the performance gap. Evaluate the effectiveness of the training taken place. Create a learning environment where each person has a personal development plan. Enrol and follow up on talent after attending AccorHotels Academie training programs and La Maison’s Learn-Your-Way 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 departmental heads in completing talent potential assessments to identify star talent. Record talent potential matrix results to track potential and performance. Assist leaders in the preparation of succession plans. Maximise the use of talent assessment tools to ensure that 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 that this is communicated within the leadership team and also to corporate P&C leaders. Provide communication on career paths available within 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. Support Internal mobility and growth with AccorHotels. CULTURE DIVERSITY AND INCLUSION: Demonstrate the AccorHotels and La Maison values in all behaviours and identify and address integrity gaps in others. Communicate the AccorHotels Ethics and CSR Charter, Human Rights and Sustainability Strategies to all talents and ensure reinforced training in these. Monitor behaviours and address any that 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 and support through active participation in any DEI associated activities. POLICIES AND PROCEDURES: Develop, review and reinforce all Peoploe & Culture policies and procedures. Ensure departmental Keys to Success are communicated and implemented throughout the hotel. Communicate on People and Culture policies and procedures to all ambassadors. 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 that 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 needs (APACHE). REWARD AND RECOGNITION: Promote Work-Life Balance to achieve a healthy workforce. Motivate talent through recognition and rewards programs. Implement and maintain effective talent engagement 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 RPS 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 ambassadors. Review compensation to ensure and maintain internal equity and competitive with the industry norms. Review job descriptions and job specifications to stay relevant with the hotel industry and currency of skill requirements. Ensure gender equality in remuneration packages. Manage and ensure timely and accurate payroll administration. Ensure compliance to all legislation and mandatory requirement by the local Manpower Ministry and related agencies including CPF, FWL and IRAS. FLEXIBILITY AND WELFARE: Work with department leaders to review timings of work-related activities to ensure they are fair and equitable for all. Implement flexible work practices where possible. Regularly review and ensure the provision of fair ambassador benefits and amenities. Individualise and recognise that one size does not fit all. Provide support to ambassadors who have undergone any crisis situation or trauma. Ensure a fair and equitable work environment with a mechanism for talent to report any concerns for welfare in confidence. Enable an environment which support 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 Accor Sustainability Strategies, WATCH and the AccorHotels Ethics Charter. Provide opportunities for talents to share their ideas and to contribute to the community. Identify public relations opportunities which support employer branding. SATISFACTION AND ENGAGEMENT: Conduct regular one on one discussions with star talent. Monitor productivity, sick leave and turnover as indicators of disengagement. Co-ordinate annual EES 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 interview with all talent leaving AccorHotels employment. FAREWELL: Understand the real reason for leaving. If relocating identify if a transfer is an option. Ensure that the final pay is accurate and timely. Complete exit interview or online exit interview. Form Alumni for Star Talent (who to rehire). Be respectful. Qualifications Previous Administrative/ Human Resources experience, hotel industry essential (hotel operational experience highly preferable) Management experience of more than 5 years Tertiary Qualifications in Human Resources or Hospitality, preferred Knowledge of Human Resource and Occupational Safety and Health legislation and practices Strong administration skills and time management Projects a professional image at all times through personal presentation/ interpersonal skills. A natural ability to create and maintain a positive working environment Ability to work autonomously Excellent listening, communication and negotiating skills The ability to assert point of view directly yet tactfully The ability to operate with complete professionalism and confidentiality Self-driven with the ability to multi-task The ability to work outside of normal business hours, when required Has the attitude and willingness to undertake further development with Sofitel. Job-Category: Talent & Culture Job Type: Permanent Job Schedule: Full-Time

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Responsibilities

Lead the People & Culture function to attract, develop, and retain top talent while fostering a guest-centric company culture. Oversee all HR operations including recruitment, performance assessment, learning and development, and compliance with local labor laws.