Director, People & Culture - Rixos Baghdad

Responsibilities

• Employee Relations
• Foster a positive and structured work environment which encourages the successful operation of the business, calling upon the necessary processes to deal with disciplinary, grievance and workforce change situations.
• Work alongside with the function leaders to investigate, document and administer corrective action immediately and effectively to reach the mutual goals of the business and the employee in keeping with the company policy and local labor law.
• Be the champion of the processes to ensure that the leaders understand their role in the process as well as the fair treatment of the employees.
• Recruitment
• Hire new employees in conjunction with the Departmental Leader through INES/People Hub
• Use the interview guides provided and Talent Meter to gain further information on any potential candidate.
• Employee Engagement and Communications
• People & Culture Audit.
• Ensure the EES Champions for the hotel/departmental action plans in order to increase employee engagement and improve EES scores year on year.
• Represent the organization as an exemplary ambassador the Ennismore All Inclusive - Employee Service Culture
• Labor Turnover to be closely monitored and proactive actions taken with regards to trends and suggestions to People & Culture leader as well as Hotel Manager/General Manager.
• Learning & Talent Development
• Ensure Departments have adequate Departmental trainers, and these are well utilized to the business's needs.
• Work with the Learning & Development leader on a 12-month training needs analysis that align with the hotel business plan.
• Ensure all mandatory training is compliant.
• Work with the Exec Com with regards to the needs of the business and suggest on and off job training interventions that will assist in strengthening the skills of the employees.
• Compensation & Benefits
• Ensure annual pay increases are budgeted to the market
• Any Exec Com roles are interviewed, and packages approved by Regional Heads prior to offering
• All benefits grids are approved on an annual basis with no deviations to grading or benefits given to colleagues to ensure pay parity
• Performance Management
• For all supervisory positions have a transparent development program in place in conjunction with the People & Culture leader as well as Learning & Development.
• Development of direct reports to give them ongoing feedback and development.
• Ensure bi-annual Talent Review process is conducted and associated documentation maintained to the required standard.
• Facilitate the performance management cycle from probation reviews, annual performance reviews, development plans as well as on the job training.
• Development Plans for all High Potential employees in conjunction with the Learning & Development leader.
• People & Culture Metrics
• Be the champion of the following metrics and hold the other leaders and General Manager to account, give advice and guidance on where improvements can be made:
• Labour Turnover, reflect and guide on high turnover departments with regards to how to reduce it and share findings with the Exec Com.
• Learning & Development Hours
• Mandatory Training - Employee, Onboarding, Departmental Training etc 100% compliant
• Employee Engagement Score (EES) with action plans and follow up
• Payroll % of revenue
• Internal Promotions & Transfers process
• Peop

Additional Information

Reporting to the General Manager with a dotted line to the VP, People & Culture, Rixos and AIC the role holder will contribute to the performance of their area by facilitating the hiring and retention of exceptional talent as well as driving HR processes, employee engagement, learning and development, performance and talent management and compliance initiatives within their hotel(s). They will work with the Director, People & Culture, Rixos & AIC to provide People & Culture support and resources to the Hotel teams. This is a front line, People & Culture generalist role where the incumbent will be required to navigate an international environment and provide perspective on what industry leading Human Resources delivery means. They will deliver activities, processes and procedures which support the existing team and the future growth of the business. They will build positive and effective working relationships with their hotels and employee community in order to drive development, effectiveness, engagement and retention in line with the needs of the business. They will work to ensure the roll out and execution of key People & Culture initiatives including but not limited to, organizational design, employee development, performance management, employee relations, employee marketing, compensation resource planning and talent management.

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