We are hiring for a luxury hotel client in Cork for a HR Manager position. REPORTING TO: General Manager (GM).
Scope & Purpose of Role This role will be responsible for all aspects of the Human Resources function, with a particular focus on the employee brand & culture strategy, learning & development, employee engagement, employee retention and compliance.
You will be a strategic manager, a critical thinker, and a problem solver, with a tactful, empathetic, and collaborative approach.
This role will oversee all aspects of the Human Resources function, with a particular focus on
- HR Strategy & Planning.
- Culture and Retention,
- Employee Brand and Engagement.
- HR Policy
- Recruitment and Talent Management
- Performance Management
- Coaching and Development
- Employee Relations
- Employee presentation policy
- Statutory Compliance & administration
Roles Accountabilities and Responsibilities: Organisational leadership and strategy development - Apply knowledge and expertise in all HR areas, providing innovative ideas and solutions.
- Lead on the development and implementation of HR strategy, ensuring it meets organisational priorities and promotes diversity, inclusion, and quality among staff – periodically reviewing strategy outcomes to ensure it remains relevant to changing organisational needs and circumstances and stays linked to other support function/operational strategies.
- Review, develop and govern HR policies, procedures, and guidelines as required, and promote consistency and fairness in their application – ensuring all required legislation is adhered to, and ongoing learning of HR policy practice takes place.
- Maintain and develop HR information systems and explore new technologies where appropriate – introducing and overseeing the preparation and analysis of HR metrics and providing feedback that supports decision-making in specified areas.
- Provide regular advice, guidance, and where necessary challenge to the and executive team members and heads of department on strategic people management, performance, and development issues.
- Maintain relationships with external networks related to people management.
Team leadership - Provide ongoing leadership, performance management & development opportunities and coaching to the HR team.
- Lead a team of specialists responsible for the day-to-day delivery of HR services and functions, and further develop an effective business partnership model that is responsive and agile, and meeting the requirements of the internal stakeholders.
- Promote the professional development of the team and facilitate ongoing performance management including, but not limited to; objective setting, identifying learning and development needs, coaching, and welfare.
- Motivate, encourage, and support HR team in in the design and delivery of high-quality HR services.
- Create and maintain key performance indicators – ensuring external good practice and thinking is reflected internally.
- Collation, preparation, and completion and maintain HR information and information systems and the HR a financial planning of the department.
- Support cross-organisational working practices that ensure the HR team influences, and is influenced by, organisational discussions, lessons, and decisions.
- Create strategies to improve the efficiency and outcomes of the department
- Understand and effectively manage any anticipated demands and capacity within the team.
Organisational support and services - Take responsibility for the core deliverables of the HR team.
- Ensure innovative recruitment and succession planning is in place: oversee fair and effective processes to attract and bring on board new staff. Ensure exit meetings are taking place and that the information is processed and reported and reflected upon to learn from the experiences of those who leave.
- Oversee, partake in the recruitment & selection process to ensure the highest calibre of candidates are being attracted and retained.
- Stimulate staff engagement and involvement, including working on and with the staff forums and committees, and leading on staff surveys and ensure feedback results is used to generate reflection, learning and improvement.
- Ensure an appropriate reward strategy and structure is transparent and in line with organisational values and is strengthened and continues to develop.
- Be part of the annual processes to assess and update staff pay and benefits, ensuring good performance is valued and adjustments are implemented fairly.
- Ensure policies and reporting mechanisms are clear and assessable to all staff and kept up to date: play a key role supporting teams to be aware of their responsibilities while promoting a culture where observance is the norm and where everyone contributes to a safe and positive working environment.
- Encourage and strengthen a culture and practice of forward HR planning ensuring HR considerations are reflected accurately in new programme design and annual planning processes.
- Act as an innovative, transformational manager who provides the appropriate challenge and/or support to senior managers and their teams facing change and challenges.
- Use expertise and interpersonal skills to influence managers in moving towards developing a more flexible, responsive, innovative workforce and methods of delivering guest services.
- Promote and continually developing new and existing opportunities for all Team members.
- Review the learning & development functions in each department of the hotel with the HOD’s to enable Team members to reach their full potential.
- Oversee the performance management system and providing guidance where needed.
- Develop and maintain engagement initiatives across the hotel.
- Manage discretely and promptly any employee relations issues which may arise.
- Complete weekly, monthly and quarterly analytical HR reports to group HR and any reports required by the General Manager to direct and assist him with decision making.
- Support and empower head of departments in their roles providing guidance and support when required.
- Ensuring all human resource procedures are legally compliant, that all employees have adequate contracts & that HR & training procedures meet the standards required.
- Develop succession plans for each department,
- Ensure the training matrix & training policies for the hotel are happening and recorded.
- Keeping employee handbook updated with changes in legislation, etc.
- Support General Managers/HR team with employment issues.
- Manage and oversee the administration and compliance responsibilities of the HR department to ensure it is completed to the highest of standards.
- Oversee the team presentation policy and standard across the resort
Good people management practice - Advocate for good practices that promote the development and wellbeing of all staff, including contributions to work/life balance.
- Develop and support managers and HOD’s across the organisation to organise and deliver their priorities effectively through their teams – providing inspiration to advance leadership development processes.
- Champion and advance diversity within the organisation to assist teams understand and live the five core values and brand attributes – help ensure our values (Integrity & Respect, Teamwork, Professionalism, continuous Learning, Embrace Change) and Attributes (Friendly, Professional, Elegant, Digital, and Green) is reflected in our daily truths, ways of working and recruitment.
- Ensure performance review systems are taking place regularly by HOD’s, updated, and lead to positive interaction and follow-up among staff – assisting in identifying ways staff recognition and development initiatives can be met.
- Oversee the learning and development strategies to help HOD’s identify areas where skills and experience can be expanded, and performance grows – working with others to ensure an appropriate range of tools, resources and development opportunities are accessible across the organisation.
- Organise learning and development courses both statutory and non-statutory as required both in house and externally.
- Maintain all training record.
- Communicate clearly and concisely, both orally and in writing. Shows confidence in your communication. Present information in professional and open manner. See communication as a two-way thing and always use your listening skills.
- Always plan effectively to ensure that things happen on time and without problems. Always think ahead to pre-empt issues that could arise and ensure these are dealt with in advance.
- Lead for desired results and mobilises the team to ensure HR objectives are met. Be aware of your own impact on others and manages this appropriately.
Continuous improvement - Measure HR benefit impact through ongoing cultural engagement surveys and use insights proactively to feed into continuous improvement.
- Develop the Employee Value Proposition (EVP) and employee engagement strategy, objectives, and success measures for the hotel.
- Promote the EVP (culture and values) across the organisation through activities, mindset, and engagement at all levels.
Collaboration - Work effectively with department head to deliver on the HR strategy with them, in providing a cohesive employee experience, from onboarding to induction to departure induction and ongoing, sharing your insights and experience. In addition, oversee to ensure the training plans are happening as required in each department.
Budget Management - Manage all HR budgets and forecast current and future costs for all HR programmes.
Innovation - Stay abreast of the latest developments, best practices and trends in HR, culture, wellbeing,
- Attend relevant training courses, workshops, meetings, and seminars as required.
Culture - Champion and oversee the overall culture strategy, objectives, and success measures.
- Oversee the cultural integration by the HOD’s within the departments across the organisation, ensuring fit for purpose solutions.
- Cultivate an organisational culture that promotes exceptional talent, achievement, and a high performance
- Facilitate ways in which to communicate our culture to our team members, engaging them in a way which is aligned with the values of the business.
General - To attend hotel meetings as required, ensuring effective communication at all levels.
- To co-ordinate the department to meet set targets and excel in the key result areas.
- To comply with statutory and legal requirements for Health & Safety, Fire, Hygiene, Licensing and Employment Law.
- Effectively delegate to get things done.
- Manage conflict effectively.
- Motivate and inspire the teams to perform efficiently and effectively.
- Presenting powerful arguments which persuade others.
- Express confidence in your own ideas
- Have a positive attitude and be a highly focused and disciplined individual.
- Be a good enterpriser and get a buzz from being competitive and the ability to work as part of a team.
- Resourcefulness in problem solving
- A strong personality and be able to demonstrate excellent communication skills both oral and written.
- The ability to maintain and develop relationships with all team members.
- The ability to work on your own initiative and to face new situations with enthusiasm.
EFFECTIVE COMMUNICATIONS WITH: - All employees working within the hotel.
- The General Manager.
- The Department Managers (HOD’s) & Management.
- The Finance Manager.
- Group Human Resources.
