Director of People and Culture

About the job

Company Description Pullman Chennai Anna Salai offers 232 stylish rooms, a swimming pool, fitness center, spa, two signature dining venues, versatile banquet spaces, boardrooms, and social lounges-ideal for business and leisure travelers. The hotel is perfectly equipped to host a wide range of MICE events, featuring versatile modular venues that can accommodate up to 400 guests, from intimate meetings to grand celebrations. Job Description • The Director of People and Culture will co-ordinate the actions of the hotel leaders and team in all elements of the Talent Journey including Employer Branding, Recruitment & Selection, Induction & Onboarding, Performance Management & Feedback, Learning & Development, Talent Potential Identification, Career Management, Culture Diversity & Inclusion, Policies & Procedures, Reward & Recognition, Compensation & Benefits, Flexibility & Welfare, Corporate Social Responsibility and Satisfaction & Engagement with the objective of providing business support to all departments through collaboration and coaching. • The Director of People and Culture is to ensure that all members of the team are aware of the company mission, live the values and are consistent in their behavior to enable excellence in serving and anticipating guest needs. • Ensure that the guest is at the center of every single strategic initiative, project or process. • Share the vision and strategy of AccorHotels, the brand and the hotel, giving everyone the opportunity to contribute, collaborate and innovate. • Provide feedback from the guest on the teams’ performance to the team. • Ensure that all team members feel trusted and valued for their accountability and risk taken. • Prepare and implement strategic activities for attracting talent to the hotel. • Establish relationships with local schools and colleges. • Engage in social media to promote the hotel as best place to work. • Submit entries in regional HR and Employer recognition awards. • Provide monthly articles for publication in internal communication network. • Assist the General Manager to establish owner understanding of the financial impact of non-compliance in providing support for the talent journey activities. • Lead activities which ensure that the hotel has the right talent in the right role. • Engage in processes which assist in spotting talent inside and outside the organisation. • Prepare budget of talent needs based on business strategies. • Monitor and align staffing to business needs. • Handle selection and recruitment of managerial and above positions and ensure a smooth onboarding experience. • Establish/ implement retention strategies to fulfill succession planning and business objectives. • Establish processes to reduce/ minimise the turnover rate. • Identify high potentials through vertical and laterally movements within existing talent by providing departmental transfer in accordance to their skill set. • Assist in monitoring present and future trends in the local labor situation, social legislation and make appropriate recommendations. • Establish onboarding procedures which ensure new talent feel welcome and all team members are prepared for the new talent arrival. • Co-ordinate and conduct orientation programs and three month training plans. • Appoint a support person within the operational team for each and every new talent. • Seek feedback from new talent in their first month of employment. • Conduct probationary reviews and provide feedback to talent • Organise annual performance appraisal process in line with the Leadership Capability Framework. • Work with line managers to analyse performance by identifying area for improvement. • Provide an environment which supports open ongoing feedback and coaching to breach gaps for better performance. • Celebrate team and individual success. • Assist managers in setting objectives and goals for talent which are SMART and inline with the business strategy. • Set Talent and Culture KPIs to represent a balance score card • 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 training plan training to address and narrow the peformance gap. • Evaluate the effectiveness of the training for ROI and ROE. • Create a learning environment where each person has a personal development plan. • Follow up talent after attending AccorHotels Academie training programs to support the application of learning on the job. • Co-ordinate cross exposure and project based learning for star talent. • Ensure all talent have access to learning opportunities • Assist the department heads in completing talent potential assessments to identify star talent. • Record 9 box results to track potential and performance. • Assist leaders in the preparation of succession plans. • Maximise the use of talent assessment tools to ensure the right person is in the right role and/or recognised for future roles. • Provide access to development activities for star talent.

Requirements

• Human Resources Management
• Hotel Management
• Leadership Skills

Qualifications

• Bachelor’s Degree in Human Resources Management
• Hotel Management
• English Proficiency

Preferred Technologies

• Human Resources Management
• Hotel Management
• Leadership Skills

Benefits

• Come As You Are
• Work With Purpose
• Grow, Learn and Enjoy
• Explore Limitless Possibilities