SVP, Global HR

Headquartered in Singapore, our client is a major hospitality group and is Singapore's largest homegrown operator of international hotel brands that span 4 continents and 80 strategic destinations. Its portfolio includes timeless masterpieces to lifestyle properties.

PURPOSE OF ROLE: 

The SVP Global HR is responsible for directing all people functions of the organization in accordance with the policies and procedures of the group, the ethical and social consciences of business and society, the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations.

Reporting to the Executive Director / Chief Operating Officer, and in liaison with Senior Management, Corporate HODs, Regional Head of Operations and Regional HR Leaders, the strategic HR planning is to provide the organization with the best people talent available and to position the organization as the Employer of Choice by being aware of policies, practices and trends within the industry.

DUTIES & RESPONSIBILITIES

The SVP, Global HR is responsible for directing all people functions of the organization in accordance with the policies and practices of the group, the ethical and social consciences of business and society, and the laws, regulations and administrative rulings of governmental organizations and other regulatory and advisory authorities and organizations. The incumbent will also be responsible for the strategic human resource planning to provide the organization with the best people talent available and to position the organization as the employer of choice by being aware of policies, practices and trends within the industry.

KEY AREAS OF FOCUS:

Strategic Partnership

•    Plans, develops, organizes, implements, directs and evaluates the organization's HR function and performance. 

•    Participates in the development of the organization's plans and programs as a strategic partner, but particularly from the perspective of the impact on people. 

•    Translates the strategic and tactical business plans into HR strategic and operational plans. 

•    Evaluates and advises on the impact of long-range planning of new programs/strategies and regulatory action as those items affect the attraction, motivation, development and retention of the people resources of the organization.

•    Continually assesses the competitiveness of all programs and practices against the relevant comparable companies, industries and markets. 

•    Coordinates the activities, programs & strategic HR plans of other HR departments throughout the group. 

•    Provides technical advice and knowledge to others within the human resource discipline. 

•    Maintains knowledge of international HR policies, programs, laws and issues. Understands the differences of domestic and international policies and programs and coordinates the integration of all such programs. 

•    Manages the budget and other financial measures of the HR department. 

•    Continues improving the programs, policies, practices and processes associated with meeting the strategic and operational people-issues of the organization. 

Recruitment

•    Develops staffing strategies and implementation plans and programs to identify talent within and outside the organization for positions of responsibility. Identifies appropriate and effective external sources for candidates for all levels within the organization. 

Compensation & Benefits

•    Develops progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance. 

Employee Relations

•    Establishes credibility throughout the organization to be an effective listener and problem solver of people issues. 

•    Develops appropriate policies and programs for effective management of the people resources of the organization. Included in this area would be programs for employee relations, employee complaints, external education and career development, among others.

•    Manages other areas such as relocation, employee communication, employee safety and health, and community relations. 

Learning & Development

•    Develops programs to allow the organization to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees. 

•    Evaluates the HR division structure and team plan for continual improvement of the efficiency and effectiveness of the group as well as for providing individuals with professional and personal growth opportunities. 

Productivity

•    Enhances and/or develops, implements and enforces HR policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the organization. In particular, manages the HR information systems database and provides necessary reports for critical analyses of the HR function and the people resources of the organization.

Performance Management

•    Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs to fill the identified gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company and the software industry.

Industrial Relations

•    Provides guidance on group mandates when hotels negotiate and liaise with Union on collective bargaining agreements.

•    Recommends collective bargaining strategies, goals, or objectives.

•    Assesses the impact of union proposals on company.

•    Investigates and evaluates union complaints or arguments to determine viability.

•    Mediate discussions between employer and employee representatives in attempt to reconcile differences.

Experience and Skills:

•    A track record of working in a fast-paced environment.

•   Must have hospitality experience.

•    Extensive team leadership experience with strong leadership capability and the ability to inspire and motivate at all levels. 

•    A strong team player with the ability to build strong relationships across a global business with a range of key stakeholders.

•    Excellent interpersonal and influencing skills across cultures and organisational levels.

•    Excellent communications skills, both verbal and written.

Interested candidates are to submit an updated resume.  Only shortlisted candidates shall be contacted for a P&C chat first to determine further suitability.

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