Director, People

**Company Description**
Ennismore and Rixos are expanding in Sharm el Sheikh with several highly anticipated properties that will open later this year. If you would love to join our Rixos family please submit your qualification for consideration.

**Position Title**: Director Talent & Culture

**Department**:Talent & Culture

**Reporting to**: General Manager dotted line Director, People & Culture AIC, Europe, MEA & Central Asia

**Direct reports**:L&D Manager/L&D Director, Housing Manager, T&C Manager, Government Relations Manager, Talent Acquisition Manager

Summary

Reporting to the General Manager with a dotted line to the Director, People & Culture, AIC Europe, Middle East and Central Asia the role holder will contribute to the performance of their area by facilitating the hiring and retention of exceptional talent as well as driving HR processes, heartist engagement, learning and development, performance and talent management and compliance initiatives within their hotel(s). They will work with the Director, People & Culture, AIC Europe, Middle East and Central Asia to provide Talent & Culture support and resources to the Hotel teams in line with the strategic priorities of MEA & CA Talent & Culture. Being the strategic business partner to the Executive Committee and the voice of the heartists.

This is a front line, Talent & Culture generalist role where the incumbent will be required to navigate an international environment and provide perspective on what industry leading Human Resources delivery means. They will deliver activities, processes and procedures which support the existing team and the future growth of the business. They will build positive and effective working relationships with their hotels and heartist community in order to drive development, effectiveness, engagement and retention in line with the needs of the business

They will work to ensure the roll out and execution of key Talent & Culture initiatives including but not limited to, organisational design, heartist development, performance management, employee relations, employee marketing, compensation resource planning and talent management.

**Responsibilities**:
**Employee Relations**
- Foster a positive and structured work environment which encourages the successful operation of the business, calling upon the necessary processes to deal with disciplinary, grievance and workforce change situations.
- Work alongside with the function leaders to investigate, document and administer corrective action immediately and effectively to reach the mutual goals of the business and the heartist in keeping with the company policy and local labour law.
- Be the champion of the processes to ensure that the leaders understand their role in the process as well as the fair treatment of the heartists.

**Recruitment**
- Hire new heartists in conjunction with the Departmental Leader through INES

**Employee Engagement and Communications**
- Strive to increase heartist engagement by promoting a positive work environment where each heartist is informed and proactive about the overall business goals. Ensure the consistent delivery of business and heartist information with transparency so that each heartist understands how they contribute to the company’s success.
- Talent & Culture Audit.
- Ensure the EES Champions for the hotel/departmental action plans in order to increase heartist engagement and improve EES scores year on year.
- Represent the organization as an exemplary ambassador the Accor All Inclusive - Heartist Service Culture
- Labour Turnover to be closely monitored and proactive actions taken with regards to trends and suggestions to Talent & Culture leader as well as Hotel Manager/General Manager.

**Learning & Talent Development**
- Ensure Departments have adequate Departmental trainers, and these are well utilised to the business’s needs.
- Work with the Learning & Development leader on a 12-month training needs analysis that align with the hotel business plan.
- Ensure all mandatory training is compliant.
- Work with the Exec Com with regards to the needs of the business and suggest on and off job training interventions that will assist in strengthening the skills of the heartists.
- Compensation & Benefits_
- Ensure annual pay increases are budgeted to the market
- Any Exec Com roles are interviewed, and packages approved by Regional Heads prior to offering
- All benefits grids are approved on an annual basis with no deviations to grading or benefits given to colleagues to ensure pay parity
- Performance Management_
- For all supervisory positions have a transparent development programme in place in conjunction with the Talent & Culture leader as well as Learning & Development.
- Development of direct reports to give them ongoing feedback and development.
- Ensure bi-annual Talent Review process is conducted and associated documentation maintained to the required standard.
- Facilitate the performance management cycle from probat