Senior Human Resource

Key Responsibilities

Strategic Performance Management

Lead the development and execution of performance management frameworks that align with business objectives.
- Partner with senior leaders to define organizational KPIs and performance metrics.
Develop strategies to identify and retain high-potential employees while fostering a culture of continuous feedback.
Act as a strategic advisor to leadership on performance trends and workforce optimization.

Talent Acquisition and Workforce Planning

Design and drive talent acquisition strategies aligned with long-term organizational goals.
Collaborate with leadership to forecast workforce needs and develop strategic hiring plans.
Build employer branding initiatives to position the organization as an employer of choice in the hospitality and property management sectors.
Champion diversity, equity, and inclusion (DEI) efforts within hiring and onboarding processes.

Strategic Workforce Transitions (Employee Termination)

Develop and implement comprehensive offboarding processes that mitigate risk and uphold organizational reputation.
Provide strategic counsel to leadership on workforce restructuring and redundancy plans.
Lead initiatives to analyze and act on exit interview insights to drive continuous organizational improvement.
Ensure seamless coordination with legal and finance teams to handle complex termination cases, settlements, and compliance issues.

4. Employee Relations and Engagement Strategy

Act as a strategic partner to leadership, driving initiatives that foster an inclusive and high-performance work culture.
Lead employee engagement programs and advocate for initiatives that enhance organizational health and morale.
Provide guidance to managers on resolving complex employee relations issues and coach leaders to effectively manage team dynamics.
Analyze employee feedback, engagement surveys, and other data to advise on strategic people decisions.

Qualifications and Skills

Education: Bachelor’s degree in Human Resources, Business Administration, or related field.
Experience: At least 5 years of experience in HR, with a focus on performance management, recruitment, and termination.
Strong knowledge of labor laws and HR best practices.
Excellent interpersonal and communication skills.
Ability to handle sensitive issues with discretion and professionalism.
Proven ability to work in a fast-paced, dynamic environment.