People & Culture Manager
1. Role Purpose The HR Manager acts as a strategic business partner to property-level leadership and corporate HR, driving people strategies that elevate guest experience, associate engagement, operational excellence, and sustainable organizational growth. This role integrates HR planning, talent management, performance, culture-building, and compliance to ensure the hotel achieves its Balanced Scorecard targets across Financial, Customer, Internal Process, and Learning & Growth measures. 2. Key Responsibilities (Strategic & Operational) A. HR Strategy & Workforce Planning Translate hotel and corporate strategies into a property-level HR plan with KPI alignment to the Balanced Scorecard. Lead manpower forecasting , workforce analytics, and scenario planning to ensure optimal staffing for 24/7 operations. Partner with GMs and HODs as an HR Business Partner to diagnose workforce issues and recommend solutions. Use HR data (turnover, labor cost, yield per associate) to guide decision-making. B. Talent Acquisition & Employer Branding Lead end-to-end recruiting, focusing on quality of hire , speed-to-fill , and guest-centric talent . Design competency-based interview guides aligned with organizational values and brand standards. Strengthen employer branding for hospitality talent through partnerships with schools, job fairs, and digital campaigns. Build hiring dashboards and maintain workforce pipelines for high-volume roles (FO, F&B, Housekeeping). C. Learning, Development & Career Growth Conduct Training Needs Analysis (TNA) using competency models and guest feedback. Manage L&D programs including orientation, service culture workshops, leadership development, and compliance training. Drive career pathing and succession planning , ensuring bench strength for critical roles. Track training effectiveness (ROI, performance impact, service scores). Facilitate primary training according to training roadmap and work with stakeholders to drive strategic outcomes of training D. Performance & Total Rewards Management Manage property-level Performance Management System : goal setting, coaching, annual reviews, PIP when necessary. Ensure KPIs link to Balanced Scorecard objectives (guest satisfaction, productivity, service quality). Partner with Corporate COM&BEN on salary structures, benefits, and incentives. Monitor labor cost ratios and optimize manpower budgets. E. Organizational Development & Change Management Diagnose organizational gaps and facilitate OD initiatives (team effectiveness, restructuring, cross-training). Lead change readiness programs for new systems, service standards, or organizational restructuring. Maintain updated job analysis/design , ensuring clarity of roles and alignment with operations. Support corporate HR in cultural transformation and internal communication strategies. F. Employee Experience & Engagement Drive the hotel’s Employee Experience Program , ensuring high engagement and low turnover. Deploy surveys (engagement, service culture pulse surveys); analyze results and action plans. Build an environment that supports employee well-being, inclusion, and recognition. Manage hotel-level CSR activities and social committees. G. Employee Relations, Communication & Labor Compliance Ensure positive employee relations through proactive communication, HR clinics, and conflict resolution. Act as a key contact for labor authorities, ensuring compliance with Thai labor laws. Manage disciplinary processes with fairness and documentation aligned with governance. Lead union or staff representative engagement (if applicable). H. Occupational Health & Safety (OHS) Oversee hotel’s OHS programs in line with hospitality standards and local regulations. Conduct safety audits, incident investigations, and risk assessments for operational departments. Drive safety training (fire safety, emergency response, ergonomic guidelines, chemical handling). Maintain reporting for workplace incidents, sick leave trends, and preventive measures. I. HR Information Systems (HRIS) & Governance Ensure accurate and timely HRIS data management (attendance, leave, payroll inputs, headcount). Support HR digitalization initiatives and technology adoption. Maintain confidentiality, data privacy, and HR governance compliance. Generate HR dashboards for leadership meetings and corporate reporting. J. Corporate Collaboration & Cross-Property Support Work closely with Corporate HR on group-wide initiatives: talent management, HR audits, culture programs. Participate in HR sharing forums to strengthen consistency and best practices across properties. Support pre-opening or renovation properties on manpower and culture-building. 3. Key Performance Indicators (KPIs) (Aligned to Balanced Scorecard) Financial Labor cost % Overtime reduction Recruitment cost efficiency Customer (Guest) Guest satisfaction impact from service training Mystery shopper / service audit improvement Internal Process Time-to-fill Turnover rate & retention of critical roles Audit findings (HRIS, compliance, payroll accuracy) Training completion rates Learning & Growth Bench strength / succession readiness Leadership pipeline Engagement score improvement Adoption of HR digital tools 4. Competencies & QualificationsTechnical/Functional Competencies Talent management & workforce planning HRBP & strategic alignment L&D methodologies OHS standards in hospitality Performance management & total rewards HRIS operation and analytics Thai labor law Leadership Competencies Business acumen Coaching and consulting skills Data-driven decision making Change leadership Service mindset Stakeholder management Requirements Bachelor’s degree in HR or related field (Master’s preferred). 5–8 years HR experience, ideally in hospitality or service industry. Proven success influencing senior leadership and leading HR initiatives. Strong English communication. Pay: Php50,000.00 - Php75,000.00 per month Work Location: In person
Наблюдалась 2026-09-14, впервые 2026-08-18, источник — Indeed.