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Billed as ‘the first luxurious integrated resort in Jeddah’, Rixos Obhur Jeddah will meet the increasing demand for luxurious hospitality paired with high-quality leisure activities in the area. Among its many highlights will be a fun water park and an exclusive private beach.
The resort will host guests in 247 residential units, including 174 rooms and 73 villas with a Club Prive lounge, as well as a fine-dining restaurant, two specialty beach restaurants and a lounge bar.
Other amenities are to include a central ballroom for events, meeting rooms, a fitness centre, a spa, kids and teens clubs, and several swimming pools. All of this will be set amid green landscaping, golden beaches and a port.
How will your day be...
You will lead and manage the People & Culture team, from recruitment and induction to training and coaching, compliance and most of all build a culture that represents the essence of Rixos brand throughout the property. You will accomplish this by fostering a team culture in which its members feel empowered to make decisions and take responsibility for their workload and professional development.
Here are some of the responsibilities that await you...
Employee Relations
- You will 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.
- Working 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.
- You will 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
- Hiring of the new Heartists will be an important function as they must truly exude the style and essence of the brand. You will be directing the recruitment efforts together with the department heads and through our INES platform
- Using the interview guides provided and Talent Meter will assist you to gain further information on any potential candidate
Employee Engagement and Communications
- You love engaged culture and will 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.
- Compliance to the People & Culture Audit is mandatory and you will ensure that all areas are fully compliant.
- Ensure the EES Champions for the hotel/departmental action plans 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
- Labor Turnover to be closely monitored and proactive actions taken with regards to trends and suggestions to People & Culture leader as well as Hotel Manager/General Manager.
Learning & People Development
- Everyone loves learning and you will ensure Departments have adequate Departmental trainers, and these are well utilized 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 program in place in conjunction with the People & 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 probation reviews, annual performance reviews, development plans as well as on the job training.
- Development Plans for all High Potential Heartists in conjunction with the Learning & Development leader.
People & Culture Metrics
Be the champion of the following metrics and hold the other leaders and General Manager to account, give advice and guidance on where improvements can be made:
- Labour Turnover, reflect and guide on high turnover departments with regards to how to reduce it and share findings with the Exec Com.
- Learning & Development Hours
- Mandatory Training – Heartist, Onboarding, Departmental Training etc 100% compliant
- Employee Engagement Score (EES) with action plans and follow up
- Payroll % of revenue
- Internal Promotions & Transfers process
- People & Culture Framework review
Employee Marketing
Exciting and innovative ways of celebrating and communicating what is important to the Heartists this could include:
- Town Hall Meetings
- Virtual Competitions
- CSR activities
- Communication through mixed media
Finance
- The activities and contribution of the role will impact the performance of the hotel.
- They will act on behalf of the business to work through complex situations and reduce risk, interpreting and implementing company policies and employment legislation as appropriate.
- They will be required to always exercise sound judgment and integrity to ensure confidentiality of protected information.
- Be fiscally competent in budgeting, forecasting including the commentary that goes with the documents/meetings.
- Demonstrate full awareness of hotel budget/P&L and work towards achieving it by minimizing expenses and maximizing revenue through suggestions on the payroll forecasts and hiring plans.
What are we looking for....
Alongside these key competencies, the incumbent of the role will be required to demonstrate the fundamentals of the company’s Heartist service culture to be responsive, respectful and deliver a great experience.
Leading Myself
- Positive Orientation
- Operational Decision Making
- Self-Development & Management
Leading Others
- Developing an Empowered Team
- Leading an Engaged and Diverse Team
- Communication
Leading the Business
- Advocating Guest Passion
- Business Planning and Analysis
- Business Improvement and Change
You should come with the following…
- Educated to bachelor’s degree level or beyond, most likely within a business or human resources management related discipline, or experience equivalent
- Prior experience as a Department Head in a large, fast paced organization
- Fluency in verbal and written English is essential – an additional language would be an advantage
- Ideally CIPD qualified to level 7
- 5 years prior experience as a Director People & Culture in a like property
- Must be a highly capable user of Microsoft office programs including Excel, Word, PowerPoint and Outlook.
- Global experience and high level of English
Your strengths will include…
- Feeling safe under pressure and like to solve problems in a dynamic environment.
- Being comfortable in a challenging environment where you can just be yourself
- Your ego will be left at the door – and you LOVE helping and collaborating with others
- You thrive on motivation others and providing unconditional support to others
- Having fun at work is you kind of thing. You work hard but also have fun along the way and enjoy being around your teams
What we offer....
- An innovative and fast-growing international group, committed not only to building new hotels, but to creating a global brand.
- The opportunity to challenge the norm and work in a creative and rewarding environment.
- Member of a team that is passionate about creating great hotel experiences and building a portfolio of brands.
- Great discounts on the entire Ennismore family.
- Many opportunities to progress and change as part of a global family of brands.
- Regular team meetings, from our team cups to our annual parties (quite special!): we know how to have fun!
- An annual calendar of diversity and inclusion events that gives you opportunities to learn, celebrate, and make a positive impact. opportunities to progress and grow in a diverse and global family of brands.
You will report to the General Manager as well as have a dotted line to the Director, People & Culture, AIC Europe, Middle East and Central Asia to provide People & Culture support and resources to the Hotel teams in line with the strategic priorities of Europe, ME & CA People & Culture by being the strategic business partner to the Executive Committee and the voice of the Heartists.
You should come with the following…
- Educated to bachelor’s degree level or beyond, most likely within a business or human resources management related discipline, or experience equivalent
- Prior experience as a Department Head in a large, fast paced organization
- Fluency in verbal and written English is essential – an additional language would be an advantage
- Ideally CIPD qualified to level 7
- 5 years prior experience as a Director People & Culture in a like property
- Must be a highly capable user of Microsoft office programs including Excel, Word, PowerPoint and Outlook.
- Global experience and high level of English
