Logo Director of Human Resources

Description:

• Job Summery

• – Responsible for planning, organizing, leading, and controlling the full spectrum of Human Resources and Learning & Development functions for the hotel. This includes formulating HR strategies and policies, establishing objectives, and ensuring the achievement of management’s goals in the areas of workforce planning, talent acquisition, compensation and benefits, learning and development, labour relations, Team Member engagement, talent management, and succession planning.

• – The role drives organizational capability by ensuring effective talent identification, leadership development, and succession planning to support sustainable business performance. The position ensures the effective implementation and governance of corporate Human Resources policies, procedures, systems, rules, and regulations, while partnering closely with the General Manager and Executive Committee to strengthen operational excellence, workforce capability, compliance, and Team Member engagement throughout the hotel.

• HR Strategy & Governance

• – Lead the implementation and governance of corporate Human Resources policies, systems, procedures, and regulations throughout the hotel.

• – Ensure consistent interpretation, compliance, and execution by all departments; address deviations and implement corrective actions when necessary.

• – Partner with Corporate HR and the General Manager to review, revise, and enhance HR policies and frameworks in response to business needs.

• – Prepare and periodically review the Team Member Handbook to ensure alignment with corporate direction and local labour regulations.

• – Develop annual HR strategic objectives, manpower plans, and departmental budgets aligned with business goals.

• Organization Structure & Workforce Planning

• – Review and validate the hotel’s organizational structure to ensure operational efficiency and cost effectiveness.

• – Provide strategic manpower planning guidance aligned with business forecasts and productivity targets.

• – Support leadership succession planning and talent pipeline development.

• Talent Acquisition & Employment

• – Oversee recruitment strategy, selection processes, workforce planning, and onboarding execution for the hotel.

• – Ensure hiring decisions align with job specifications, brand standards, and quality benchmarks.

• – Maintain compliance with corporate recruitment standards and labour regulations.

• – Supervise reference checking, background verification, and employment documentation controls.

• Compensation & Benefits

• – Partner with Corporate HR to implement wage and salary structures.

• – Conduct market benchmarking and salary surveys as required.

• – Ensure proper implementation and governance of salary structures, incentive schemes, and performance-based compensation.

• – Monitor compliance with statutory wage requirements and labour regulations.

• – Support data preparation for appraisal, merit increase, bonus, and incentive programmes.

• Performance Management

• – Drive effective implementation of the performance management framework throughout the hotel.

• – Ensure timely completion and quality calibration of performance appraisals.

• – Monitor performance trends and provide recommendations to the General Manager and Department Heads.

• – Ensure leadership accountability in managing underperformance and Individual Development Plans (IDPs).

• Talent Management & Succession Planning

• – Lead the development and execution of the hotel’s talent management strategy aligned with corporate direction and business objectives.

• – Drive annual Talent Review and Succession Planning processes, ensuring identification of high-potential Team Members and successors for critical positions.

• – Establish and maintain a structured succession pipeline for key operational and leadership positions to ensure business continuity.

• – Partner with the General Manager and Department Heads to implement Individual Development Plans (IDPs) for identified talents and successors.

• – Monitor internal promotion ratios, readiness levels, and bench strength; provide regular insights and recommendations to Corporate HR.

• – Ensure leadership capability development through structured learning interventions, mentoring, coaching, and appropriate development opportunities.

• – Track and report talent metrics including succession coverage, promotion rates, retention of high-potential Team Members, and development progress.

• Team Member & Industrial Labour Relations

• – Develop and oversee annual Team Member engagement and relations programmes to strengthen communication, engagement, and organizational culture.

• – Ensure full compliance with labour laws and regulatory requirements.

• – Advise management on labour law interpretation, case handling, disciplinary matters, and employee relations issues.

• – Monitor trends in labour relations and proactively mitigate risks.

• – Oversee grievance handling and dispute resolution processes.

• – Keep management informed of developments and trends in the local labour market.

• – Advise management on the interpretation and implementation of new labour regulations and statutory requirements.

• Team Member Benefits and Welfare

• – Design and recommend benefit programmes for Team Members based on business needs and workforce requirements for approval by the General Manager. Upon approval, supervise and monitor programme administration.

• – Supervise and monitor the implementation of statutory and company-provided benefits.

• – Conduct benchmarking surveys of benefits practices within the hospitality industry.

• – Prepare data as required by Corporate HR to support appraisal, bonus, and incentive programmes.

• Learning & Development

• – Ensure effective implementation of corporate-mandated training programmes.

• – Partner with Corporate L&D to identify capability gaps and implement development strategies.

• – Drive leadership development and succession readiness throughout the hotel.

• – Monitor training effectiveness and ensure return on learning investment.

• – Ensure every department maintains at least one certified trainer.

• – Recommend management, supervisory, professional, and skills-based training programmes based on needs analysis and submit recommendations for approval by the General Manager in consultation with Corporate L&D.

• – Coordinate with Department Heads to ensure effective on-the-job training and development activities.

• Team Member Discipline & Compliance

• – Provide guidance to Department Heads on fair, consistent, and compliant disciplinary administration.

• – Ensure disciplinary actions are properly documented, legally compliant, and consistently applied across the hotel.

• HR Operations & Record Management

• – Oversee HR systems, personnel records, documentation control, and data confidentiality.

• – Ensure accurate and timely submission of corporate dashboards and HR analytics reports.

• – Maintain audit readiness and compliance with corporate HR audit standards.

• – Safeguard all confidential Team Member and company information.

• Reporting & Representation

• – Submit periodic HR performance, workforce, and talent reports to the General Manager and Corporate HR.

• – Act as a strategic HR Business Partner to the General Manager and Executive Committee.

• – Provide workforce insights and recommendations to support operational and business performance objectives.

• – Represent the hotel in professional HR, labour, and industry forums when required.

• HR Analytics & Productivity

• – Monitor key HR metrics, including turnover, retention, manpower productivity, absenteeism, recruitment effectiveness, engagement scores, training compliance, succession coverage, and labour cost ratios.

• – Provide data-driven insights and recommendations to the General Manager and Executive Committee.

• – Identify workforce trends and develop action plans to improve organizational effectiveness and business performance.

• Other Duties

• – Prepare annual objectives, action plans, and programme calendars for the Human Resources Department, including budget requirements and implementation timelines.

• – Submit periodic reports to the General Manager on all Human Resources and Learning & Development activities.

• – Submit all corporate-mandated monthly dashboard reports.

• – Represent the hotel in professional organizations related to Human Resources, labour relations, and learning & development.

• – Perform any other duties assigned by the General Manager or Corporate HR that are consistent with the responsibilities of this position.

• – Serve as a member of the Executive Committee and contribute to the overall strategic direction, financial performance, and operational success of the hotel.

• – Participate in annual business planning, budgeting, productivity reviews, and workforce cost management initiatives to ensure alignment between people strategies and business objectives.

• – Lead HR-related projects, organizational change initiatives, culture transformation programmes, and restructuring activities as required by the business.

• – Ensure the hotel’s compliance with all corporate audits, labour inspections, statutory requirements, and internal governance standards, and coordinate corrective action plans where necessary.

• – Provide HR due diligence, risk assessment, and workforce impact analysis in support of new business initiatives, openings, renovations, transitions, or organizational changes.

• – Promote and champion the company’s values, culture, diversity, equity and inclusion initiatives, and employer branding efforts throughout the hotel.

• – Maintain effective working relationships with educational institutions, government agencies, hospitality associations, labour authorities, and industry partners to support talent acquisition and workforce development.

• – Act as the designated custodian of Team Member engagement, organizational culture, and workplace well-being initiatives, ensuring a positive and productive work environment.

• – Develop and maintain succession plans for key leadership positions within the Human Resources function and ensure continuity of HR operations.

• – Support crisis management, business continuity planning, and emergency response activities from a people and communication perspective.

• – Perform the role of Management Representative for people-related investigations, whistleblowing cases, ethics concerns, harassment complaints, and safeguarding matters, ensuring timely and appropriate resolution.

• – Ensure effective utilization of HR technology, systems, analytics, and digital tools to improve operational efficiency and support data-driven decision-making.

• – Undertake any additional responsibilities assigned by the General Manager, Corporate Human Resources, or Executive Leadership Team consistent with the scope and level of this position.

Qualifications:

• – Bachelor’s Degree in Human Resources Management, Business Administration, Organizational Development, Psychology, Hospitality Management, or a related field. A Master’s Degree or professional HR certification (e.g., SHRM-SCP, SPHR, CIPD, or equivalent) is an advantage.

• – Minimum 8-10 years of progressive Human Resources experience, with at least 3-5 years in a senior HR leadership role within the hospitality, service, or related industry.

• – Strong foundation in Human Resources operations and strategic HR leadership, with demonstrated success in aligning people strategies to business objectives.

• – Proven experience in workforce planning, organizational design, talent acquisition, succession planning, and talent management.

• – Strong knowledge and practical experience in developing, implementing, and maintaining Human Resources policies, procedures, and employee handbook standards.

• – Demonstrated expertise in Employee Relations and Labour Relations, including disciplinary management, grievance handling, conflict resolution, investigations, employee engagement, and union/non-union environments where applicable.

• – Extensive experience in Performance Management, including goal setting, performance calibration, leadership coaching, talent review, and development planning.

• – Strong understanding of compensation and benefits practices, salary administration, market benchmarking, incentive programmes, and labour cost management.

• – Sound knowledge of Thai Labour Protection Act, Social Security regulations, employment legislation, and other relevant statutory requirements. Knowledge of regional labour practices is an advantage.

• – Proven ability to partner with General Managers, Executive Committee members, and Department Heads to influence business decisions and drive organizational effectiveness.

• – Experience leading organizational change, culture transformation, employee engagement initiatives, and continuous improvement projects.

• – Strong analytical and business acumen with the ability to interpret HR metrics, workforce trends, and financial information to support decision-making.

• – Excellent communication, negotiation, stakeholder management, presentation, and interpersonal skills, with the ability to build credibility at all organizational levels.

• – Demonstrated leadership capability in coaching, developing, and managing HR teams while fostering a collaborative and service-oriented culture.

• – Proficient in HRIS, payroll systems, Microsoft Office applications, and HR analytics/reporting tools.

• – Excellent command of written and spoken English and Thai.

• – High level of professionalism, integrity, confidentiality, and sound judgment in handling sensitive people matters.

Education:

Bachelor

Years of experience:

8-10

Number of positions:

1

https://career.onyx-hospitality.com/careers/job-detail.aspx?id=3752