An international and dynamic hotel group. Ten distinctive brands. More than 1,640 hotels in operation and under development in EMEA and APAC. At Radisson Hotel Group we strive to be the first choice in the mind of guests, owners and talent. In our journey to achieve this, we practice strong beliefs and actions that respect the diversity of people, the community, ethics and the planet.

Job Description

Gender Preference: Female

Key Responsibilities.

1. Strategic Human Resources Management

Develop and implement HR strategies aligned with the hotel’s business objectives, brand values and organisational goals.
Contribute to annual budgeting, workforce planning and HR cost management.
Monitor HR performance and implement initiatives to enhance employee engagement, productivity and organisational effectiveness.
Ensure HR policies, procedures and practices are aligned with brand standards and applicable employment laws.

2. Recruitment and Talent Acquisition

Lead end-to-end recruitment, including manpower planning, candidate sourcing, screening, interviewing, reference checks and offer management.
Partner with department heads to identify staffing requirements and develop effective recruitment strategies.
Ensure timely recruitment of qualified candidates who align with the hotel’s service culture and brand values.
Promote internal career growth, succession planning and employee development opportunities.
Guide managers on effective interviewing, selection and onboarding practices.

3. Training and Development

Identify training needs across departments and develop structured training calendars and annual training plans.
Ensure effective delivery of brand-standard training, service excellence programmes, management development and statutory training.
Design and implement customised learning initiatives to enhance technical competencies, leadership capabilities and service standards.
Maintain training records, monitor programme effectiveness and evaluate learning outcomes.
Ensure employees receive the necessary training to deliver exceptional guest experiences and uphold the brand’s service philosophy.

4. Employee Engagement and Relations

Foster a positive, inclusive and collaborative work environment aligned with the hotel’s culture.
Implement employee engagement, recognition, incentive and reward programmes.
Conduct employee orientation, counselling, grievance handling and exit interviews.
Coach managers on performance management, employee motivation, conflict resolution and leadership development.
Maintain effective industrial relations and address employee concerns in a timely and professional manner.
Build strong relationships with employees, management and relevant external authorities.

5. HR Operations, Payroll and Compliance

Oversee HR administration, employee records, payroll inputs, benefits administration and personnel documentation.
Ensure compliance with applicable labour laws, statutory requirements, employment regulations and brand policies.
Review and update HR policies and procedures in line with legislative changes.
Coordinate employment-related legal matters and claims with the relevant internal and external stakeholders.
Maintain accurate HR documentation, statutory records, compliance trackers and management reports.
Ensure timely completion of required statutory training and compliance-related documentation.

6. Employee Welfare, Health and Safety

Oversee employee welfare initiatives and ensure hygiene, cleanliness and upkeep of staff facilities.
Coordinate workplace health and safety initiatives, fire safety training and employee orientation on safety procedures.
Support occupational health and safety compliance, workplace injury management and return-to-work programmes, wherever applicable.
Maintain communication channels for internal vacancies, employee announcements and welfare activities.

7. Performance Management and Leadership Development

Establish and communicate performance expectations and support regular performance reviews.
Provide coaching, counselling and feedback to employees and managers to improve individual and departmental performance.
Conduct management development programmes and evaluate the application of learned skills.
Support succession planning, talent development and continuous improvement across the organisation.

8. Guest Satisfaction and Brand Standards

Promote a guest-centric culture by ensuring employees have the training, resources and motivation to deliver exceptional hospitality.
Reinforce brand service standards, teamwork and service excellence across all departments.
Analyse guest feedback, management reports and service trends to identify opportunities for improvement.
Collaborate with department heads to enhance employee performance and overall guest satisfaction.

Key Competencies and Success Factors

Customer Focus: Understand and exceed guest, employee and business expectations.
Strategic Thinking: Align HR initiatives with business objectives and anticipate organisational needs.
Leadership and Teamwork: Build effective teams, motivate employees and develop future leaders.
Communication and Interpersonal Skills: Communicate clearly and build strong professional relationships.
Technical and Professional Expertise: Demonstrate sound knowledge of HR operations, recruitment, training, employee relations and labour law compliance.
Employee Engagement: Foster a positive workplace culture and drive employee satisfaction and retention.
Analytical and Critical Thinking: Use HR data, reports and insights to resolve problems and support informed decisions.
Influencing and Decision-Making: Partner with stakeholders to achieve organisational objectives.
Results Orientation: Drive productivity, operational efficiency and continuous improvement.
Learning and Development: Continuously enhance personal capabilities and support the professional growth of others.

This

Job Description

is not very exhaustive in nature and the areas of responsibilities can be updated as per the requirement of Management .

Qualifications

Key Skills and Competencies:

MBA In Human Resources.
Certifications in SHRM is an added advantage.
Performance Management: Motivate and guide employees to achieve high performance and quality standards.
Coaching & Mentoring: Support employee growth through goal setting, constructive feedback and action planning.
Budget Management: Assist in preparing, monitoring and adhering to departmental budgets.
Facilitation Skills: Conduct productive meetings, encourage participation and facilitate problem-solving and process improvement.
Planning & Organising: Prioritise tasks, develop effective work plans and anticipate potential challenges.
Meeting Management: Plan and conduct structured meetings, manage time, facilitate discussions and ensure achievement of objectives.

Statutory Compliance & Accountability

Ensure strict adherence to all applicable labour laws, statutory provisions and other relevant legal requirements. The incumbent shall be personally responsible and accountable for the effective implementation and compliance of the above responsibilities.

Head - Human Resources

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