The posting
AREAS OF RESPONSIBILITY
As the Leader of People & Culture, South-East Asia Pacific, you will have a dual role. On the one hand, you will act as the Head of People & Culture for the SEAP Regional Office, delivering end-to-end People & Culture support to regional leaders and team members. On the other hand, you will provide HRBP support to SEAP hotels, ensuring that hotel People & Culture practices consistently adhere to Radisson Hotel Group's operational standards and strategic goals.
People & Culture Leadership & Business Partnering:
- Leads a team of People & Culture Managers and independently advises corporate and hotel leaders on holistic People & Culture practices.
- Engages and collaborates with leaders and partners, providing strategic advice and counsel on employee and organisational matters.
- Anticipates the needs of the business and motivates the team to find solutions that improve the employee experience and advance business objectives.
- Uses internal and external factors (e.g. new competitors, compensation, team mix and performance) to identify business challenges and set the People & Culture team's priorities for maximum impact.
- Uses HR data to identify improvement opportunities and develops action-oriented plans for the region.
- Plans and directs succession planning and other talent management initiatives.
- Leads annual workforce planning and budgeting for the SEAP Corporate Office, partnering with regional leaders on organisation structures, headcount requirements and job design.
- Oversees the Corporate Office payroll, making sure it is accurate, on time and compliant with local legislation, in coordination with Finance and payroll providers.
- Makes sure employee data in the HR system (Workday) is accurate, as the basis for payroll, reporting and workforce planning.
- Leads the annual Talent Review process for the Corporate Office and SEAP hotel leadership teams: calibrates performance and potential, identifies high-potential talent and agrees development actions.
- Support performance management process for corporate office and Hotel P&C Leaders: sets development goals, provides development opportunities and holds regular performance discussions.
- Serves as a mentor and coach to leaders, peers and team members.
- Monitors completion of Group mandatory programmes and the accuracy of hotel People & Culture reporting.
- Acts as a change agent, identifying the change management strategies needed (communication, process changes, readiness tools) to implement new initiatives successfully.
- Advises on budgets, staffing structures for pre-opening hotels and supports pre-opening Task Forces.
- Organises the annual SEAP HR Workshop for hotel HR leaders.
- Serves as a leader across the broader People & Culture function.
- Performs any other reasonable duties as directed by the Vice President, People & Culture.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or a related discipline; professional HR certification is an advantage.
- Senior HR leadership experience, preferably within the hospitality industry, with experience managing HR teams across multiple hotels or business units.
- Demonstrated ability to translate business needs into practical HR strategies and solutions that enhance employee experience while supporting business performance.
- Strong knowledge of employment legislation, HR compliance, company policies and HR governance, with experience managing confidential and sensitive employee matters.
- Proven experience handling complex employee relations cases, including investigations, conflict resolution, disciplinary matters and performance-related issues.
- Strong understanding of diversity, equity and inclusion, employee engagement, wellbeing and workplace culture, with the ability to create an environment of trust, recognition and high performance.
- Demonstrated change management capability, including developing communication strategies, stakeholder engagement plans and implementation approaches for organizational and HR initiatives.
- Strong commercial and business acumen, with the ability to anticipate business challenges, assess internal and external trends and prioritize HR initiatives based on business impact.
- Experience using HR data, analytics and insights to identify trends, diagnose organizational issues and develop measurable, action-oriented people strategies.
- Demonstrated ability to act as a coach, mentor and trusted advisor to senior leaders, HR professionals and employees at all levels.
- Strong leadership presence, interpersonal and influencing skills, with the ability to build relationships and influence stakeholders across corporate and hotel environments.
- High level of integrity, confidentiality and professionalism, with sound judgement when managing sensitive people and business matters.
- Learning agility and adaptability, with the ability to navigate a fast-paced, changing hospitality environment and lead the HR function through evolving business priorities.
- Strong communication skills, both written and verbal, with the ability to communicate complex HR matters clearly and effectively to different stakeholder groups.
- Strong proficiency in HR systems, Microsoft Office and people analytics tools; experience working with HR technology and data-driven HR practices is preferred.
- Willingness to travel and support multiple hotel locations, where required.
