Human Capital Manager

Roles and responsibilities

An opportunity has arisen for an Assistant Human Resources Manager to join our Human Resources Team in Jumeirah Saadiyat Island Resort. The main duties and responsibilities of this role:

• Maintain HRIS in the department to ensure accurate colleague records and timely updates.
• Conduct interviews with candidates for colleagues through to middle manager roles (10-7) in all departments to ensure quality hires.
• Ensure that the employees records both digital and physical files are updated
• Looks after colleagues’ accommodation requirements
• Plans colleague engagement activities
• Liaise with government agencies and process all government documentation, licenses and other requirements
• Looks after clinic operations
• Resort’s workforce planning tool is up to date and accurate to advise managers on workforce planning.
• Conduct Exit interviews with Colleagues through to middle Managers (10-7) to gather information from them before leaving and provide opportunities to act on feedback.
• Coach and counsel colleagues and managers as appropriate to ensure appropriate discussions and actions take place.
• Support departmental managers to conduct disciplinary meetings and investigations in line with legislative and company guidelines.
• Ensure that the HR team members are appraised, consulted and developed for mutual benefit and continuous growth.
• Responsible for the colleague cafeteria, making sure that standards are met, and that the cafeteria runs smoothly, delivering great service to the colleagues.
• Any other duties as may reasonably be requested by the management.

About you:

The ideal candidate for this position will have the following experience and qualifications:

• 5-8 years of experience in a similar role, preferably in a 5-star hotel or luxury environment.
• Strong interpersonal and communication skills
• Leadership and Team Management Skills
• Project Management Skills
• Detail Orientated

Desired candidate profile

1. Recruitment and Staffing: Assisting in the recruitment process by posting job openings, screening resumes, conducting initial interviews, and onboarding new employees.

2. Employee Relations: Supporting employee engagement initiatives, addressing employee concerns, and promoting a positive workplace culture.

3. Performance Management: Aiding in the implementation and administration of performance appraisal systems and providing guidance to managers and employees on performance-related issues.

4. Training and Development: Coordinating training programs and workshops to enhance employee skills and facilitate professional growth.

5. Policy Implementation: Assisting in developing, implementing, and communicating HR policies and procedures in line with labor laws and regulations.

6. Data Management: Maintaining employee records and HR databases, ensuring accuracy and confidentiality of information.

7. Compensation and Benefits: Supporting the administration of employee benefits programs and payroll processes.

8. HR Reporting: Preparing reports and metrics related to HR activities, such as turnover rates, recruitment metrics, and training effectiveness.

9. Compliance: Ensuring that the organization adheres to employment laws and regulations, conducting audits as necessary.

10. Collaboration: Working with other departments to support organizational initiatives and facilitate effective communication.

Key Skills

1. Interpersonal Skills: Strong ability to build relationships and communicate effectively with employees at all levels.

2. Organizational Skills: Excellent organizational abilities to manage multiple HR projects and priorities simultaneously.

3. Problem-Solving: Ability to address employee concerns and organizational challenges with effective solutions.

4. Attention to Detail: Ensuring accuracy in HR documentation and reporting.

5. Knowledge of Employment Law: Understanding of relevant labor laws and regulations to ensure compliance.

Qualities

• Empathy: Understanding and addressing the needs and concerns of employees.
• Integrity: Upholding ethical standards and confidentiality in all HR practices.
• Adaptability: Flexibility to adjust to changing organizational needs and HR trends.