Human Resources & Learning Development Manager

REPORTS TO: Business units Executives of Maho Group of Companies
 
POSITION SUMMARY:

The Human Resources & Learning Development manager guides and manages the overall provision of Human Resources services, policies, and programs for the company and is overall responsible for the creation and delivery of bespoke training programs. Designed with leadership, management, business and personal progression and best practice in mind, the intention is to expand on the talents and skills across all employees at all levels within an organization.

Knowledge of the company, its clients and business strategy are all key, as these will be taken into consideration when establishing the training and performance programs.

The role of the Human Resources & Learning Development manager is to fundamentally assist in the organization’s success, by coaching and developing its people. A roll-up-your-sleeves attitude, sense of empathy, and passion for your work are essential in this role. 


 

QUALIFICATIONS:

  • 5+ Years proven work experience as a Training manager and Human Resources Manager
  • Track record in designing and executing successful training programs
  • Familiarity with traditional and modern training methods (mentoring, coaching, on-the-job or in classroom training, e-learning, workshops, simulations etc)
  • Strong management skills in a multicultural and dynamic environment.   
  • Strong communication, problem solving, decision making, and interpersonal skills.
  • Ability to plan, multi-task and manage time effectively
  • Strong writing and record keeping ability for reports and training manuals
  • Degree in education, human resources or relevant field
  • Degree in hospitality management, business administration or related field from an accredited college or university or the international equivalent preferred.
  • Knowledge of the principles and processes involved in business and organizational planning, coordination and execution. This includes strategic planning, resource allocations, workforce planning and management, leadership techniques and production methods.
  • Proficiency with Microsoft Office, Lotus Note, IISII, Fidelio, Linux and/or other related computer software.
  • Ability to work well under pressure and in a constantly challenging environment.

 

LANGUAGE REQUIREMENTS:

  • Ability to speak English clearly, distinctly and cordially with guests and team members.
  • Ability to read and write English in order to understand and interpret written procedures.  This includes the ability to give and receive instructions in written and verbal forms and to effectively present information and respond to questions from guests, supervisors and co-workers.
  • Ability to speak additional languages such as Spanish, French, Italian or Dutch is preferred.


AREAS OF RESPONSIBILITY:

The major areas The Human Resources, Learning & development manager manages include:

  • recruiting and staffing
  • organizational departmental planning
  • performance management and improvement systems
  • organization development
  • employment and compliance with regulatory concerns regarding employees
  • employee onboarding, development, needs assessment, and training
  • policy development and documentation
  • employee relations
  • company employee and community communication
  • compensation and benefits administration
  • employee safety, welfare, wellness, and health
  • employee services and counseling


PRIMARY OBJECTIVES: 

  • Health and safety of the workforce.
  • Development of a superior workforce.
  • Development of the Human Resources department.
  • Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.
  • Personal ongoing development.

 

ESSENTIAL DUTIES & RESPONSIBILITIES:

  • In accordance with the company’s rules and regulations, he/she conducts in a professional and courteous manner at all times. This consists of physical and verbal interactions with guests or fellow hotel/resort employees and/or in the presence of guest contact and when in employees areas.
  • Oversees the implementation of Human Resources programs through Human Resources staff. Identifies opportunities for improvement and resolves problems.
  • Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
  • Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams and community events support, company philanthropic giving, and benefits administration.
  • Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
  • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
  • Leads the development of department goals, objectives, and systems. Provides leadership for Human Resources strategic planning.
  • Establishes HR departmental measurements that support the accomplishment of the company's strategic goals.
  • Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
  • Participates in executive, management, and company staff meetings and attends other meetings and seminars.

 

KNOWLEDGE OF HUMAN RESOURCES SYSTEMS: 

  • Manages the development and maintenance of the Human Resources sections of both the company website, particularly recruiting, culture, and company information; and the employee, newsletters, and so forth.
  • Utilizes the Human Resources systems to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
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TRAINING & DEVELOPMENT RESPONSIBILITIES: 

  • Coordinates all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs.
  • Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
  • Leads the implementation of the performance management system that includes performance development plans (PIPs) and employee development programs.
  • Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding or orientation, management development, production cross-training, the measurement of training impact, and training transfers.
  • Assists managers with the selection and contracting of external training programs and consultants.
  • Assists with the development of and monitors the spending of the corporate training budget. Maintains employee training records.
  • Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers
  • Draw an overall or individualized training and development plan that addresses needs and expectations
  • Deploy a wide variety of training methods
  • Conduct effective induction and orientation sessions
  • Monitor and evaluate training program’s effectiveness, success and ROI periodically and report on them
  • Manage training budget
  • Provide opportunities for ongoing development
  • Resolve any specific problems and tailor training programs as necessary
  • Maintain a keen understanding of training trends, developments and best practices

EMPLOYMENT RESPONSIBILITIES: 

  • Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
  • Interviews management and executive position candidates; serves as part of the interview team for position finalists.
  • Chairs any employee selection committees or meetings.

 

EMPLOYEE RELATIONS POLICY:

  • Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
  • Partners with management to communicate Human Resources policies, procedures, programs, and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Conducts periodic surveys to measure employee satisfaction and employee engagement.
  • Coaches and trains managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
  • Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
  • Conducts investigations when employee complaints or concerns are brought forth.
  • Monitors and advises managers and supervisors in the progressive discipline system of the company.
  • Monitors the implementation of a performance improvement process with non-performing employees.
  • Reviews, guides, and approves management recommendations for employment terminations.
  • Leads the implementation of company safety and health programs. 
  • Reviews employee appeals through the company complaint procedure.

COMPENSATION:

  • Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
  • Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.

 

BENEFITS: 

  • With the assistance of the CFO, obtains cost-effective, employee-serving benefits; monitors national benefits environment for options and cost savings.
  • Leads the development of benefit orientations and other benefits training for employees and their families.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

 

LAWFUL REQUIREMENTS:

  • Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity, Family and Medical Leave,  Department of Labor, worker compensation, the Occupational Safety and Health, and so forth.
  • Maintains minimal company exposure to lawsuits.
  • Directs the preparation of information requested or required for compliance with laws.
  • Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
  • Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.

ORGANIZATIONAL DEVELOPMENT RESPONSIBILTIES:

  • Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
  • Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings.
  • Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
  • Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
  • Participates in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
  • Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
  • Keeps the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level.
  • Establishes and maintains effective internal communications including regular departmental meetings to ensure optimum scheduling, teamwork and productivity.  
  • Continually encourages communication and cooperation between all sub-hotel departments, and maintenance department. 
  • Keeps the business unit Managers of Maho Group informed of all training activities and future development programs.
  • Keeps the business unit Managers of Maho Group informed of all Human Resources activities
  • Implement the business operating budget plan set by the company, compare to actual results and implements recommendations to achieve projected company goals.
  • Ensures the security and safety of guests and staff through established emergency procedures.  
  • Supports and oversees a smooth implementation of all training programs.
  • Attends meetings, training activities, courses, safety training/ drills and all other work-related activities as required.
  • Performs related duties as required.  This position description in no way states or implies that these are the only duties to be performed by the hotel/resort employee occupying this position.  Hotel/resort employees will be required to perform any other job-related duties assigned by their supervisor or management.

MOTIVATIONAL RESPONSIBILITIES:

  • Strives for a contented professional and stable operation with pride in both hotel/resort and company being led by motivated and high-performing managers and supervisors.
  • Responsible for developing a team spirit amongst key reporting department heads.  Interacts with each to ensure continuous communications between direct reports.
  • Identifies and develops on property talent.
  • Acts as a role model at all times.
  • Self-motivation:  takes the initiative to stay abreast of currents trends in leadership, hospitality and general business by reading books, periodicals, and pursuing other job related educational activities.