Group People and Culture Manager – People Operations
# Group People and Culture Manager – People Operations **Montcalm Collection** · London W2 3BA · `On-site` 🕒 **Статус:** *Опубликовано: сегодня* · *Источник: Indeed* --- ### About the Role BRAND INTRODUCTION At Montcalm Collection, we believe that timeless style and genuine hospitality are more than just values; they’re a way of life. Our people are the heart of our hotels: passionate individuals working together as a team, united by an unwavering commitment to providing first-class personal service. Our collection spans some of London’s most storied buildings, from elegant Georgian townhouses and an 18th-century brewery to a historic head office and a contemporary architectural landmark. Each hotel has its own unique story and within everyone, our team creates unforgettable experiences for our guests. While our walls speak of history, it’s our people, their ambition and their creativity that shapes our future. Join us and become part of a culture that celebrates individuality, nurtures potential and upholds the very highest standards of the art of hospitality. Our people and purpose Our colleagues are at the heart of Montcalm hospitality. We create a professional, welcoming workplace where people feel supported, can develop and take pride in their contribution. This role helps deliver consistent, excellent employee experience across all 14 hotels and the Academy. Role purpose Lead reliable People Operations and proactive hotel partnerships. Build strong HR foundations, lead recruitment delivery, and enable managers to manage the employee lifecycle confidently through clear processes, practical advice and coaching. Position and accountability This role is equal in seniority to the other Group People & Culture Manager. Both report directly to the Head of People & Culture; neither report to the other. General Managers and Heads of Department remain responsible for managing their employees and delivering agreed people standards locally. The People team provides frameworks, development, advice, and oversight to enable them to do this confidently. Hotel partnership and proactive people planning - Lead the People Operations service across the group, combining reliable support with early identification of workforce risks and opportunities. - Agree a hotel visit schedule and regular people reviews with each General Manager. Review staffing, retention, absence, probation and employee concerns; agree actions, owners and follow-up dates. - Lead quarterly workforce planning with General Managers, Talent Acquisition and Finance, identifying critical vacancies, seasonal needs, skills gaps and recruitment priorities. - Use exit feedback, stay in conversations, and people with data to address recurring problems and improve retention. Recruitment and candidate experience - Lead the Talent Acquisition team and remain accountable for recruitment delivery, candidate communication and consistent selection standards within approved budgets. - Provide managers with clear recruitment guidance covering vacancy approval, role requirements, structured interviews, assessment, feedback, and timely decisions. Coach managers in applying for it. - Ensure recruitment checks, offers and pre-start documentation are completed through agreed authorized processes, with a clear handover to post-start administration. - Partner with Learning & Experience on placement and graduate recruitment: Learning & Experience owns programmed design and participant outcomes; Talent Acquisition manages the recruitment process with that programmed lead. Employee relations and manager advice - Lead fair, timely employee relations support covering absence, probation, performance, investigations, disciplinary matters, grievances and workplace concerns. - Coach managers address issues early, prepare conversations, document facts, and follow approved processes. Provide accessible advice and scheduled case clinics. - Agree case responsibilities and review sensitive communications and proposed formal action. Escalate high-risk, complex or senior matters to the Head of People & Culture; obtain specialist advice through the agreed route. - Support organizational change, consultation and redeployment under the Head of People & Culture’s direction. Compliance and fixing the HR basics - Lead a prioritized improvement plan for employee records, right-to-work controls, contracts, probation, absence, working-time records, and consistent employment processes. - Work closely with the People & Culture Administrator, who reports to Learning & Experience, to complete audits, correct records, and implement reliable administrative routines. Agree priorities and capacity with that manager; provide technical guidance and check the quality of operational outputs. - Oversee HRIS accuracy, authorized payroll changes, and reconciliation with Payroll and Finance. Maintain secure records, appropriate access and retention arrangements, and support audits and data requests. - Draft practical policies, SOPs and templates for approval; ensure managers understand and apply them. Supporting managers throughout employment - Own the operational manager toolkit, process guidance and advice route for recruitment, probation, absence, family leave, performance, employee relations and leaving. - Agree with Learning & Experience a practical manager development programmed. Provide employment-process content, case examples and coaching; check that training is applied in live situations. - Set clear expectations for when managers must involve People & Culture, particularly before formal disciplinary action, dismissal, contractual changes or complex employee concerns. - Monitor completion of probation reviews and other agreed processes; help managers resolve gaps while retaining responsibility for their teams. Team leadership and partnership - Lead the ER Executive, Talent Acquisition Executive and Talent Acquisition Coordinator, setting priorities, developing capability and monitoring service quality. - Partner with Learning & Experience on the employee journey, onboarding, retention, internal mobility and hotel improvement plans. Agree with one accountable lead for shared projects. - Support reward and benefits administration and pay analysis with Finance. Recommendations and significant decisions remain subject to the Head of People & Culture’s approval. Data and continuous improvement - Provide a concise group and hotel people dashboard covering headcount, vacancies, recruitment delivery, turnover, early retention, absence, probation, compliance and recurring case themes. - Use evidence to recommend improvements and monitor delivery. Agree with achievable service standards for employee and manager enquiries and keep colleagues informed of progress. - Ensure processes support a respectful employee experience, including accurate pay, accessible guidance, timely responses and professional leaver arrangements. Skills and experience - Generalist HR management experience in hospitality or another multi-site organization, with strong employee relations judgement and working knowledge of UK employment requirements. - CIPD Level 5 or equivalent relevant experience. Ability to coach managers, lead a team, use people's data, and improve operational processes. - Approachable and organized, with discretion, sound judgement, reliable follow-through and the confidence to challenge constructively. Measures of success - Objectives and targets are agreed with the Head of People & Culture using an established baseline and reviewed by hotel and across the group. - Reliable compliance controls; reduced record and payroll errors; completed probation processes; timely recruitment and improved early retention. - Fair case handling, fewer recurring issues, useful manager advice and demonstrable improvement in managers’ application of agreed people processes. - Regular hotel reviews with actions completed and improved employee confidence in the accessibility and reliability of People support. Working arrangements and review Maintain a planned presence across hotels, including access for colleagues on different shifts. Hours and occasional evening or weekend commitments are governed by the employment contract and applicable policies. Duties may evolve with business needs through discussion of scope, skills, and priorities. INDHEADOFFICE
Наблюдалась 2026-10-19, впервые 2026-10-19, источник — Indeed.