• Application Deadline:
• Position: Dir-Human Resources-B


• Job Type Full Time


• Qualification BA/BSc/HND


• Experience 2 years


• Location Lagos


• Job Field Human Resources / HR 
  

JOB SUMMARY

• The Director of Human Resources will report directly to the property General Manager, with a dotted-line (functional) reporting relationship to the Regional Senior Director of Human Resources and will be an integral member of the property executive committee.


• As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for a designated property.


• He/she will be accountable for talent acquisition, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute business objectives in the most efficient manner.


• He/she generally works with considerable independence, developing processes to accomplish objectives in alignment with broader business objectives.


• Additionally, he/she utilizes a Human Resource Business Plan aligned with property and brand strategies to deliver HR services that enable business success.

CANDIDATE PROFILE 

Education and Experience

• 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 4 years experience in the human resources, management operations, or related professional area.

OR

• 4-year bachelor's degree in Human Resources, Business Administration, or related major; 2 years experience in the human resources, management operations, or related professional area.

CORE WORK ACTIVITIES

Managing the Human Resources Strategy

• Executes and follows-up on engagement survey related activities.


• Champions and builds the talent management ranks in support of property and region diversity strategy.


• Translates business priorities into property Human Resources strategies, plans and actions


• Implements and sustains Human Resources initiatives at the property.


• Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate.


• Leads the assessment of property(s) leadership pipeline through the human capital review process and assists with follow-up.


• Creates value through proactive approaches that will affect performance outcome or control cost.


• Monitors effective use of myHR by property managers and employees.


• Leads and participates in succession management and workforce planning.


• Responsible for Human Resources strategy and execution.


• Serves as key change manager for initiatives that have high employee impact.


• Attends owners meetings as a member of the property executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.


• Supervises one or more on-property Human Resources, as well as market-based Human Resources Specialist type resources where appropriate.

Managing Staffing and Recruitment Process

• Analyzes open positions to balance the development of existing talent and business needs.


• Serves as coach and expert facilitator of the selection and interviewing process.


• Surfaces opportunities in work processes and staffing optimization.


• Makes staffing decisions to manage the talent cadre and pipeline at the property.


• Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.


• Monitors sourcing process and outcomes of staffing process.


• Ensures managers are competent in assessing and evaluating hourly staff.

Managing Employee Compensation Strategy

• Remains current and knowledgeable in the internal and external compensation and work competitive environments.


• Leads the planning of the hourly employee total compensation strategy.


• Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.


• Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.


• Creates and implement s total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.

Managing Staff Development Activities

• Ensures completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).


• Ensures property Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to property employees.


• Serves as resource to property Human Resources staff on employee relations questions and issues.


• Continually reinforces positive employee relations concepts.