Director of People & Culture

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