HR Director

Roles and responsibilities

Building a positive work environment for all IHG colleagues throughout their career with us – from onboarding, to training and promotions, through to exit
Leading, educating and training the wider team and General Manager on people issues and HR disciplines to enhance performance
Developing creative ways to inspire and motivate team members to provide our hotel guests with unique experiences
Overseeing day-to-day HR management, reporting and filing and identifying process areas for attention
Identifying and analysing the local market to ensure our own offering remains competitive
Enhancing our hotels’ reputation in the local community and beyond, and promoting team member involvement in the local community
Mitigate financial risks associated with employee relations issues
Identify and analyse local compensation and benefits practices to ensure financial competitiveness
Ensure hiring standards and applicable laws and regulations are followed
Create programmes to foster a positive work environment for all employees. Support and administer an annual team member satisfaction survey
Oversee maintenance of accurate and up-to-date personnel files and records for all employees
Strategic Leadership and HR Planning
HR Strategy Development: Develop and execute HR strategies that support the company's mission, vision, and goals.
Workforce Planning: Oversee workforce planning, ensuring that the organization has the right talent at the right time and managing succession planning efforts.
Leadership Development: Lead efforts to identify and develop future leaders within the company through leadership development programs.
Organizational Design and Development: Implement strategies for improving organizational structure, optimizing talent, and enhancing operational efficiency.
Talent Acquisition and Management
Recruitment Strategy: Oversee and refine recruitment strategies to attract top talent for the company, including direct hiring, employer branding, and use of recruitment agencies.
Employee Onboarding: Ensure smooth and engaging onboarding processes that help new hires integrate quickly and effectively into the organization.
Performance Management: Direct the development and implementation of performance management programs to enhance employee performance, including appraisals, feedback, and goal-setting processes.
Talent Retention: Develop strategies to reduce turnover and enhance employee engagement through retention programs, career development, and competitive compensation strategies.

Desired candidate profile

Bachelor’s degree, higher education qualification or equivalent
Four years of related experience in HR – supervisory experience is also beneficial
Professional HR designation preferred
Ability to maintain confidentiality to the extent possible in all HR-related matters
Must speak local language(s)
Other languages preferred
Leadership and Management
Executive Leadership: Ability to lead, inspire, and develop HR teams, ensuring alignment with broader business objectives.
Change Management: Expertise in managing change within an organization and fostering employee buy-in during transitions.
Strategic Thinking: Ability to see the big picture, anticipate future HR needs, and implement proactive strategies.
Decision-Making: Strong decision-making capabilities with the ability to balance business needs, employee well-being, and legal compliance.
Communication and Relationship Building
Excellent Communication: Strong verbal and written communication skills to effectively interact with employees at all levels, senior leadership, and external stakeholders.
Interpersonal Skills: Ability to build and maintain relationships with internal and external stakeholders, including executives, employees, and external partners.
Negotiation: Strong negotiation skills for matters related to compensation, employee relations, and vendor contracts.
HR Expertise
In-depth HR Knowledge: Deep understanding of HR functions, including talent management, benefits, labor laws, organizational behavior, and employee engagement strategies.
Conflict Resolution: Expertise in handling sensitive employee relations issues and resolving conflicts in a fair and transparent manner.
Analytical and Problem-Solving Skills
HR Analytics: Ability to analyze HR data, interpret trends, and use data-driven insights to inform HR decisions and drive improvements.
Problem Solving: Skilled in identifying problems and developing practical, actionable solutions, especially in complex or high-stakes situations.