Training Manager (Quản lý đào tạo)

FINANCIAL RETURNS:

• Assist Director of HR in creation of and work within the established HR department budget and control expenses.

• Assist Director or HR in working with the management team in preparation and management of the Department’s budget and monitoring staffing to manage cost.

PEOPLE:

 STRATEGY PREPARATION AND IMPLEMENTATION:

• Based on meeting current and future marketplace, legislative, industry and business needs, create a strategy for development of people throughout the resort.

• Adopt new approaches to training and development to ensure the resort maintains and sustains a competitive advantage.

• Design a- comprehensive development plan and associated budget based on identified needs and planned activities.

• Design, develop and deliver (or manage the delivery of) appropriate development solutions to address identified needs.

• Recommend cost effective solutions that contribute to improved business results.

• Source and manage external consultants in the provision of meeting specific training needs.

 RECRUITMENT SELECTION AND EMPLOYER BRANDING:

• Agree need for vacancy/resource.

• Identify potential resourcing solutions: External recruitment, Consultant or Internal Move.

• Responsible for recruitment approval process.

• Sourcing/campaigns.

• Interview.

• Onboarding and follow through for managers levels.

 TRAINING MANAGEMENT FOR JOB PERFORMANCE AND DEVELOPMENT:

• Training plan for staff to ensure they perform well as resort requirement as well as serving their career development.

• Develop and implement the training program for newcomers to ensure their good integration into resort.

• Ensure monthly and yearly training program implemented as planned.

 PERFORMANCE MANAGEMENT:

• Closely work with Line Managers, Head of Departments and HR business partner team (HRBP) to ensure Performance Management circle (KPO, Mid-year review and yearend review) done properly and on time as per IHG standards

• Ensure employee’s evaluation recorded and computerized systematically.

• Support Director of HR on list of good performers through Mid-year review and Yearend review.

 CAREER PLANNING AND DEVELOPMENT:

• Design, develop and facilitate practical programs and business ‘tools’ which will assist employees to manage their careers in order to realize their potential within the resort environment.

• In conjunction with Human Resources department, ensure there is a consistent application of Leadership competencies in all relevant HR practices (Performance Management, Personal Development Plan, Recruitment and Succession Planning).

• Closely work with Recruitment team on this Career plan whenever we launch the recruitment’s need.

• Manage all promotions up to manager level in consultation with the relevant HRBP to ensure reflection of competences and performance.

• Work with relevant HODs to ensure any salary revisions are aligned within new roles

 TALENT MANAGEMENT AND SUCCESSION PLAN:

• Assist HR Director in interviewing, selecting Talent profiles and design an effective development methods up to level N-3

• Assist HR Director to build up Succession Plan for Band 2 to Band 6.

 EMPLOYEE RELATIONS-WELFARE; STAFF ACTIVITES AND RECOGNITION PROGRAMS:

• Create programs foster a positive work environment for all employees. Support an annual team member satisfaction survey.

• Ensure the proper implementation of Employee Welfare, Staff Activities program and recognition the good performers to ensure a performance culture and work –life balance environment.

• Act as the first line of contact in Human Resources for any employee relations.

• Ensure that the HRBP is made aware of any sensitive employee relations issues that arise as appropriate.

• Support, develop and coach people managers to manage employee relations issues using University of Law policies, procedures and best practice, ideally resolving issues where possible informally.

• Build and maintain relationship with local Union representatives.

• Advise on occupational health issues, seeking specialist advice as appropriate.

GUEST EXPERIENCE:

• Work with department managers to develop initiatives to reach services standards and drive continuous improvement in guest experience.

• Develop creative ways to inspire and motivate team members to provide guest with a unique experience.

• Assist in maintaining comprehensive, current and guest orientated set of departmental standards and procedures.

• Make time to interact with guests to solicit feedback and build relationships to understand how team members can increase the guest satisfaction.

RESPONSIBLE BUSINESS:

• Be responsible in keeping our property safe and secure, to participate in any resort activity related to Fire Life safety.

• Develop the awareness and reputation of resort and the brand in the local community and promote team member involvement in local community.

• Ensure that all HR policies and procedures are regularly reviewed and continue to reflect both up-to-date local labor employment law and IHG brand standards, resort policies and procedures.

Other tasks will be discussed during interview time.