Job Title: People & Culture Manager Reporting Line: Department: People & Culture I. Employee Engagement and Retention:
Act as a liaison between management and staff to address employee concerns and resolve conflicts.
Set up and be the primary point of contact for the employee communications committee.
Manage the communication of key messages, business strategy, and vision and values to all staff.
Promote a positive work environment that values diversity and inclusion and maintain a positive relationship with all employee representatives.
Develop, lead, and maintain employee recognition programs to boost morale and retention.
Understand the nature of the fast-food chain culture and implement strategies to maintain engagement and talent retention.
Promote employee communication activities and channels, to encourage and enable feedback from staff.
Design and execute initiatives to enhance employee engagement and satisfaction.
Conduct regular employee surveys and analyze feedback to drive continuous improvement.
Develop and implement retention strategies to reduce turnover and enhance employee loyalty.
II. Culture and Organizational Development:
Promote and cultivate a positive and inclusive company culture.
Develop and implement policies and programs that align with the companys values and mission.
Lead initiatives to improve workplace diversity, equity, and inclusion (DEI).
III. Strategic HR Planning:
Contribute to the development and execution of the HR strategy.
Analyze HR metrics and data to inform decision-making and strategic planning.
Partner with senior leadership to align HR initiatives with business goals.
IV. Compliance and HR Administration:
Ensure compliance with local, state, and federal employment laws and regulations and internal HR operational policies and processes are adhered to and continually improved.
Maintain accurate employee records and manage HR documentation of each persons employment history, both online and in paper form, and ensure all such information is kept confidential.
Responsible for the accurate maintenance of information used in the Human Resources Information System (HRIS) including payroll, personnel details, leave and attendance.
Oversee benefits administration and assist employees with benefits-related inquiries or delegate as necessary the task as part of upskilling for succession planning.
Supervise and monitor all matters of work permits and visas in conjunction with the Public Relations Manager/Officer.
Develop and update HR policies and procedures as needed.
V. Performance Management:
Oversee the performance review process, including goal setting, evaluations, and feedback.
Provide training and support to managers on performance management best practices.
Implement programs to recognize and reward high performance.
VI. Compensation and Benefits:
Put in place local policies & processes for salaries and benefits in alignment with company approved budget.
Implement and monitor employee incentive bonus schemes.
VII. Workforce Planning and Strategy:
Analyze workforce trends and develop strategies to address talent needs.
Collaborate with executive team to align HR practices with business goals.
Prepare the HR Budget for input into the overall hotel budget.
Lead succession planning efforts to ensure long-term organizational success.
VIII. People and Organizational Skills:
Exhibit strong people skills, including empathy, active listening, and effective communication.
Handle employee grievances and disciplinary actions effectively ensuring that processes are monitored, well received, and understood in a professional manner and without bias.
Display excellent organizational skills with the ability to manage multiple priorities and projects.
Foster a collaborative and high-performing HR team culture.
IX. Employee Accommodation and Transport
Overlook all matters of employee accommodation, facilities, and transport in coordination with Housing Manager/Supervisors.
Conduct monthly meetings to ensure awareness of housing & transportation operations and challenges and address issues in a timely manner.
Share with the executive team important points to gain support in improving employee facilities that need budget requirements and financial consent.
X. Sustainability, Health & Safety
Include Occupational Health and Safety Management System (OHSMS) Roles and Responsibilities in the job description of all the employees and OHSMS team designation, including performance reviews for accountability and compliance.
Communicate the occupational health and safety (OHS) roles and responsibilities to all employees.
Provide support by organizing staff campaigns and workshops on HR related programs of OHSMS.
Be a part of all incident/accident investigation especially in occupational health and safety.
Develop, implement, review and update HR & training competency procedures in consultation with Environment, Health and Safety Manager/Officer.
Participate in management reviews as required.
XI. Diversity and Inclusion:
Develop and promote initiatives that enhance workplace diversity and inclusion.
Provide training and resources on cultural competence and anti-discrimination practices.
Monitor and report on diversity metrics and progress as evidenced by a healthy workforce across all shops through feedback or survey reports.
XII. Training and Development:
Liaise L&D Manager in identifying training needs and pro-actively participate in tailoring development programs for employees at all levels.
Facilitate workshops and training sessions that address generational differences and promote team cohesion, as needed.
Work closely with L&D Manager to implement mentorship programs pairing experienced employees with newer hires.
Foster HR team talent development by providing continuous learning opportunities and career growth paths.
Monitor the effectiveness of training programs and make necessary adjustments.
XIII. Recruitment and Onboarding:
Develop and implement recruitment strategies to attract top talent from diverse backgrounds.
Oversee and manage the hiring process, including job postings, interviews, selection, and onboarding.
Collaborate with department heads to identify staffing needs and create job descriptions.
Design and execute a comprehensive onboarding program tailored to different generational needs.
Qualifications:
Bachelors degree in human resources, Business Administration, or related field. Masters degree or HR certification (e.g., SHRM-CP, PHR) preferred.
Minimum of 5 years of HR experience, with at least 2 years in a management role.
Experience in the hospitality or restaurant industry is highly desirable.
Strong understanding of employment laws and HR best practices.
Excellent communication, interpersonal, and conflict-resolution skills.
Proven ability to work effectively with a diverse workforce, including managing multi-generational teams.
Strong organizational skills and attention to detail.
Ability to handle sensitive information with confidentiality and professionalism.
Job Type: Full-time Education:
Bachelor's (Required)
Experience:
Human Resource Manager: 5 years (Required)
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