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Director of Human Resources

2 months ago

Doha, Baladīyat ad Dawḩah, Qatar Wyndham Hotels & Resorts Full time
Job Summary

The Director of Human Resources will lead the day-to-day HR Operations at Wyndham Hotels & Resorts. This will include all aspects of Human Resources from employee relations, compensation and benefits, performance management, training, recruitment, housing, wellness as well as the management of the HR Team, partnering with Heads of Department and Executive Committee members. The successful candidate will drive the hotels' Key Performance Indicators (KPIs) of Gross Operating Profit (GOP), Wyndham Review, Last Time Opportunity (LTO), and Average Occupancy Statistics (AOS) etc.

Key Responsibilities
  1. Employee Relations
    1. Ensure that the agreed upon disciplinary process is maintained at all times and fair disciplinary processes are followed by all Heads of Department.
    2. Maintain and enhance the open door policy to all team members providing advice and guidance when needed in regards to their issues or concerns and/or grievances.
    3. Provide a source of information to Heads of Department regarding disciplinary, grievance and staff counselling issues.
    4. Ensure that all disciplinary procedures are carried out, taking role of implementing them by ensuring consistency in the policy's implementation.
    5. Take an active role as an arbitrator, note taker or advisor where appropriate.
    6. Train the HR Manager/HR Executive/HR Coordinator etc. in the above process.
    7. Log all incidents in HR Information System (HRIS) and file the original copies in the employee files.
    8. On a monthly basis, summarise all incidents with regards to disciplinary action and present to General Manager/HR Manager with recommendations.
  2. HR Administration
    1. Ensure the smooth workflow of the various HR functionalities as to maintaining and providing the needed support to team members and Supervisors/ Heads of Department at all times.
    2. This includes, but is not limited to filing, administration of starters and leavers and payroll.
    3. Provide an advice service to team members and Supervisors/ Heads of Department on HR Standard Operating Procedures (SOPs), Wyndham and local people policies, legal requirements, staffing issues, and act as an arbitrator where necessary.
    4. Ensure that the hotels are fully compliant with Wyndham people processes and deadlines that govern all Wyndham properties, i.e., Workforce Excellence System (WES), Success Matters etc.
    5. Ensure that the handbook is kept up-to-date at all times and that it is reviewed and printed prior to onboarding.
    6. Ensure that sporadic team member files audits are carried out on a monthly basis.
    7. Follow-up and ensure that team is fully trained on the correct filing standards.
    8. Payroll to be reviewed and checked prior to the General Manager/Director of Finance signing.
    9. Letters to be produced for the team members in a timely manner.
    10. Onboarding process to be seamless.
    11. Ensure that all leavers are processed in a timely manner and their leaving process is as good as their joining one.
    12. Manage the PRO and visa process to ensure that all team members have valid visas and that they are tracked appropriately.
  3. Performance Management
    1. Ensure that all departing team members/staff members have the opportunity to have an online exit interview.
    2. On a monthly basis, ensure that a summary of exit interviews is sent to the General Manager as well as the Heads of Department.
    3. Ensure the administration of the 3-month/5 month review (where applicable) process in the property and ensure that follow-up for all issues is done in a timely manner and results of both follow-up and the initial reviews are communicated to all relevant parties.
    4. Analyse the reviews to see if there are trends in the reviews; this is to be shared on a monthly basis with the General Manager.
  4. Performance Review
    1. Ensure that appropriate training is done with the Heads of Department and Supervisors that administer the review process.
    2. Talent Reviews are alive and active and the target audience know why they are so important.
    3. Pay increase master spreadsheet is constructed to be reviewed by the General Manager/HR Manager/Director of Finance.
    4. Pay increase letters are done in an accurate and timely manner.
    5. All letters are distributed, one signed copy returned and all the information updated in HRIS.
  5. Reporting
    1. Provide summary analyses and statistics of turnover at the beginning of each month to the Heads of Department and HR teams.
    2. Have an up-to-date account of internal promotions/transfers in/transfers out to be submitted to the General Manager/HR Manager on a monthly basis.
    3. Complete the monthly and mid-month HR finance forecast.
    4. Update the personalised departmental reports so that the Heads of Department and Executive Committee members have a clear overview of where is going well and what they need to focus on.
  6. HR Communication
    1. Conduct monthly departmental HR meetings and ensure that it is minuted.
    2. Conduct weekly documented 121's with all direct reports.
    3. Share all relevant information with General Manager/HR Manager in weekly 121's.
    4. Monthly Heads of Department Meeting.
    5. Weekly Executive Committee Meeting.
    6. Quarterly all Hotel Meeting.
    7. Morning HR Meeting.
    8. Attend Morning hotel meeting when needed.
    9. Ensure that team publish the monthly hotel magazine.
  7. Team Member Dining
    1. Ensure that you dine in the Team member restaurant at least three times a week.
    2. Work in conjunction with the Chef or provider to ensure consistent service delivery.
  8. Payroll
    1. Ensure that the payroll is submitted to Finance on the agreed date.
    2. PH and Lieu day tracking is accurate and up to date.
    3. Overtime tracking is done in a timely manner – analyse to see if we need any more staff/team members in any of the departments due to consistent overtime.
    4. Analysis of the above to see if the hotel need to change the way that we use casuals etc. – make a business case with the Heads of Department for any changes.
    5. Review with the Director of Finance/General Manager the payroll figures and challenge the Heads of Department with regards to overspending and casual usage.
  9. Budgeting
    1. Meet with all the Heads of Department and Executive Committee members to discuss their manning wish list for the follow year's budget.
    2. Work in excel to ensure that all the costs are accurately budgeted for Finance to upload into Wyndham View.
    3. Prepare the HR Budget – Training, Recruitment, Housing, HR General.
  10. Third Party Contracts
    1. Manage the following contracts:
    • Transportation
    • Team member/Staff dining
    • Pest Control
    • Medical Insurance

Minimum Requirements
Ideally 5 to 7 years' experience in a similar role in a 4/5-star hotel.
Knowledge of Qatar employment law.
Able to lead and manage a large team.