Cluster Director - Human Resources

Job Purpose

The Cluster Director of Human Resources assists in providing strategic leadership, functional guidance and valuable insights to operational leaders for optimal decisions for people related matters.

As a Cluster Director of HR, you will provide a professional and caring personnel service to all management and staff and assist in the profitability of the resorts while ensuring the welfare of all across Bab Al Nojoum and future properties. Working closely with Cluster General Manager, overseeing and directing all aspects of Human Resource.

Qualifications:

• Postgraduate degree in HR or any related discipline.

Experience:

• 12+ Years of experience in the Human Resource Management
• A minimum of 7 years of experience in the hospitality sector, with pre-opening experience considered a significant advantage.
• Strong communication skills
• Proven experience in managing and coordinating with multiple stakeholders.

Responsibilities:

HR Policy & Compliance Management

• Lead the development and implementation of the HR strategy, ensuring it aligns with organizational priorities and promotes diversity, inclusion, and quality among staff.
• Periodically review strategy outcomes to ensure it remains relevant to changing organizational needs and circumstances, and stays aligned with other support function/operational strategies.
• Develop and govern HR policies, procedures, and guidelines as required, and promote consistency and fairness in their application – ensuring all local required legislation is adhered to, and ongoing learning of HR policy practice takes place.
• Ensure applicable laws, regulations, BAN/MHH policies, and procedures are followed in relation to grievance and disciplinary procedures. Consults Cluster GM and department heads on appropriate actions and recommends final actions to management.
• Maintain and continually review personnel policies, procedures, and practices, updating and/or recommending improvements as appropriate to management.
• Manage Personnel Department – ensuring compliance with all Corporate, Area and Hotel/Resort policies and procedures and current local and government regulations pertaining to employment practices.

Employee Relations

• Ensure clear lines of communication exist to disseminate information affecting employer-employee relations, employee activities, and resort/hotel policies and programs.
• Implement and monitor effective employee relations and welfare programs across all properties.

Employee Engagement & Workplace Culture

• Assist in maintaining and creating a positive atmosphere within the resort/hotel that allows for open two way communication that ensures morale and productivity reach the highest possible levels.

Training and Development

• Analyze training needs in the hotel and ensures the preparation and implementation of training plans to address highlighted needs.
• Oversee retraining and ensures departmental training is conducted and effective.

Talent and Performance Management

• Monitor the administration of the Performance Appraisal Programme and advises hotel department heads on the process.
• Participate in the BAN/MHH Management Development and Succession Planning process by recommending candidates as appropriate.
• Counsel hotel personnel as needed in areas such as career planning, training and development, employee/personal relations, and legal issues related to personnel.

HR Reporting and Analytics

• Prepare and submit periodic reports for management’s use in accordance with corporate and government requirements, such as turnover reports, personnel inventories, absenteeism reports, health and safety reports, accident reports, etc.

Recruitment and Workforce Planning

• Develop and implement recruiting and screening systems and procedures to attract qualified candidates for position vacancies.
• Regularly analyze hotel manpower requirements and recommends selection and development activities to meet those requirements.

Compensation and Benefits & HR Budget Management

• Prepare and ensure the effective utilization of Human Resources and related budgets.
• Review hotel benefits and compensation levels in comparison with service sector competitors and make recommendations to ensure the hotel remains competitive within the local employment market.

HR Strategy & Communication

• Apply knowledge and expertise in specialist HR areas, providing innovative ideas and solutions.
• Maintain effective communications at all levels of management and staff.