SUMMARY

As Cluster HR Manager, you will be carrying out the daily activities of the Human Resource Office including recruitment, compensation & benefits, disciplinary and welfare. Deliver HR services that meet or exceed the needs of team members and enable business success; as well as ensuring compliance with all applicable laws, regulations and operating procedures

It is not the intent of this job description to cover all aspects of the position but to highlight the most important areas of responsibility.

KEY RESPONSIBILITIES

Managing Recruitment and Hiring Process

• Conduct interviews and hire team members with the appropriate skills as needed.
• Establish and maintain contact with external recruitment sources.
• Attend job fairs and ensure proper documentation of outreach efforts in accordance with Human Resources Standard Operating Procedures.
• Network with local organizations (e.g., Hotel Association, peers) to source candidates for current or future openings.
• Monitor the candidate identification and selection process.
• Perform quality control on all stages of candidate identification and selection.

Strategy and Planning

• Prepare the HR Budget – Training, Recruitment, HR General and annual action plans as well as forecast as directed by Finance Department.
• Meet with all the HOD’s and Exec Com to discuss their manning wish list for the follow year’s budget.

Managing Team member Development

• Conduct departmental orientation programs to ensure team members receive the necessary training to perform their roles effectively.
• Cross-train team members to enhance flexibility and support seamless daily operations.
• Coordinate and facilitate new hire orientation sessions to create a positive first impression and promote a strong culture of guest service.
• Reinforce the importance of attendance for all new hires and encourage active participation of the leadership team in training initiatives.

Maintaining Team member Relations

• Maintain effective team member communication channels within the property by developing daily updates and assisting with regularly scheduled property-wide meetings.
• Review progressive discipline documentation to ensure accuracy, consistency, and proper supporting evidence, and determine the appropriate course of action.
• Apply an “open-door” policy to address team members’ problems or concerns promptly and professionally.
• Refer team member issues to the Department Manager for resolution or escalate them to the Cluster Director of Human Resources when necessary.
• Partner with the Loss Prevention team to conduct team member accident investigations as required.
• Communicate clear performance expectations aligned with the job descriptions for each position.

Managing Legal and Compliance Practices

• Maintain team member files with all required employment, performance management, and compensation documentation, ensuring they are properly organized, secured, and retained for the required duration.
• Ensure compliance with procedures for accessing, reviewing, and auditing team member files.
• Maintain medical records in a separate, secure, and confidential file at all times.
• Communicate property rules and regulations clearly through the team member handbook.
• Ensure all safety and security policies (e.g., property removal, lost and found, accident reporting, hygiene standards) are regularly communicated to team members through orientation sessions, property meetings, and bulletin boards.
• Manage team members’ Compensation claims to ensure appropriate team member care while controlling related costs.

Managing HR operations

• Manage HR operations with a thorough and up-to-date understanding of local labor laws.
• Maintain complete and accurate employment records for all team members, both in the HRMS system and in physical files, ensuring strict confidentiality at all times.
• Implement corporate HR policies and establish local policies and processes related to salaries and benefits.
• Communicate key messages effectively to all team members, and promote internal communication channels that encourage open dialogue and feedback.
• Foster a positive relationship with staff representatives and ensure all employee grievances are monitored, addressed, and resolved promptly.
• Promote team member well-being, happiness, and recognition by supporting hotel initiatives, cafeteria programs, and Wyndham recognition activities in coordination with the WeCom Committee.

SKILLS & COMPETENCIES

• Compassionate, Engaged, Dependable, Courteous, Engaged, Inclusive, Hospitable, Prepared and Personalised.
• Business Acumen – understands the core business in relation to the role and function
• Count on Me – relates to people appropriately and effectively
• Team Development – supports and encourages a climate where people want to succeed
• Building Trust – is widely trusted and seen as a direct, truthful individual

Leadership

• Maintaining a business environment based on the Code of Conduct and Company Vision
• Maintain and enhance the open-door policy to all team members providing advice and guidance when needed in regards to their issues or concerns and/or grievances
• Responsible for People leadership of direct reports and their teams (recruitment and selection, performance management (Appraisal/PDP), Team member development and motivation, counselling / disciplinary issues.
• Conduct regular coaching sessions/1:1s with direct reports

Human Resources

• Ensure that the hotel is fully compliant with Wyndham people processes and deadlines that govern all Wyndham properties. E.g. WES, Success Matters, Probation reviews etc.
• Ensure that the administration of the probation review process in all departments and ensure that follow-up for all issues is done in timely manner and results of both follow-up and the initial reviews are communicated to all relevant parties
• Talent Reviews taken place as per the communicated timeline and are live in the business
• Ensure 100% compliance with all mandatory training for all departments; as well as the Departmental Trainers are positively encouraged
• Control the LTO, Absence and Payroll in all departments in conjunction with the HR Leader on property to ensure that any areas of concern and monitored and rectified to meet the HR BSC Targets.
• Manage the WES process in all departments ensure that the follow up meetings are done and the team members have timely feedback.
• Conduct interviews for relevant roles in conjunction with HR
• Review manning and re-recruitment of all positions in conjunction with HR
• Ensure that you dine in the Team Member restaurant at least three times a week and provide HR Leader on property feedback
• Support WeCom with quarterly People, Community and Sustainability engagement events

Communication

• Conduct or chair regular communication meetings with team(s) and actively participate in relevant business meetings to facilitate effective communication.
• Conducted documented 121’s with all direct reports
• Share all relevant information with GM & HR in 121’s
• Attend ExCom Meetings
• Attend Business Review Meeting
• Quarterly Hotel Meeting

Finance

• Plan and track departmental budget
• Plan and track departmental holidays and lieu days as per the needs of the business
• Review with the Finance Leader/HR Leader the payroll figures and challenge the HOD’s with regards to over spending and casual usage.
• Ensure that the payroll is submitted to HR on the agreed date

Management

• Train and develop the team and provide support when required
• Ensure all direct reports have a PDP to achieve their goals
• Ensure that effective communication flow is maintained at all times
• Actively participate in the community involvement projects and initiatives together with the hotel’s management team
• Maintaining a business environment based on the Code of Conduct and Company Vision.

1. EXPERIENCE, CERTIFICATION & EDUCATION

• Minimum of 5 years’ experience of related work experience (human resources, management operations, or related professional area)
• 2-year degree from an accredited university in in Human Resources, Business Administration, or related major
• Excellent communication and interpersonal skills
• Good knowledge of written and spoken Portuguese and English
• Good Knowledge of Portugal labor law
• Proficient in MS Office applications, Oasys HRMS, FMC

Any other reasonable duties as directed by the Cluster General Manager.