Director of Human Resources

Key Responsibilities

Human Resources Leadership & Strategy

• Develop and implement long-term HR strategies aligned with the hotel’s business objectives, driving workforce planning, talent development, and organizational effectiveness.
• Act as a key advisor to the General Manager and leadership team on all HR matters, ensuring a people-first approach while balancing business needs.
• Collaborate closely with department heads to drive HR strategies that enhance business performance and service excellence.
• Provide HR analytics and insights to the Executive Team, enabling data-driven decision-making on workforce trends, productivity, and cost optimization.

HR Operations & Compliance

• Oversee the full spectrum of HR functions, ensuring seamless execution of recruitment, onboarding, performance management, and offboarding processes.
• Continuously review and enhance HR policies, procedures, and systems to ensure legal compliance with Malaysian employment laws and global brand standards.
• Ensure timely and accurate HR reporting, including workforce metrics, labor cost analysis, and compliance audits for corporate and regulatory bodies.
• Maintain HR governance frameworks, embedding ethical standards, corporate social responsibility (CSR), and sustainability in all HR initiatives.

Talent Acquisition & Workforce Planning

• Design and lead strategic talent acquisition initiatives, ensuring the attraction and retention of high-caliber talent.
• Develop workforce planning models that anticipate future staffing needs and support sustainable growth, optimizing labor costs and productivity.
• Drive results in recruiting the best person for each role while ensuring labor cost is well managed.

Employee Relations, Engagement & Organizational Culture

• Champion a culture of engagement, high performance, and inclusivity by driving robust employee relations and well-being programs.
• Lead complex grievance handling, and disciplinary processes while mitigating legal risks and fostering a positive workplace environment.
• Serve as the key liaison with labor authorities, and government bodies, ensuring compliance and maintaining strong relationships.
• Strategically manage workforce disputes, and legal matters to safeguard the hotel’s reputation and operational stability.
• Be the ultimate key driver of culture, engagement, and recognition initiatives, ensuring 100% completion of culture pulse surveys and implementing action plans to improve employee satisfaction scores.
• Lead the enhancement of the colleague restaurant menu while effectively managing food costs to ensure quality.
• Ensure HRDC is well utilized for learning and development of all colleagues

Learning & Development

• Drive succession planning strategies, and continuous learning initiatives to elevate workforce capability.
• Ensure effective onboarding, orientation, and training programs that align with brand standards and business objectives.
• Implement a high-impact performance management framework, ensuring clear KPIs, structured appraisals, and leadership accountability.
• Identify and develop future leaders through targeted succession planning and career development initiatives.
• Ensure all Balance Scored Card-related training courses are completed within the timeline.

Compensation, Benefits & Total Rewards

• Design competitive compensation and benefits strategies, ensuring alignment with market trends while managing cost efficiency.
• Oversee salary benchmarking, incentive structures, and employee recognition programs that enhance motivation and retention.
• Partners with line managers to manage the annual budget and headcount management process, coordination, and reporting.

Crisis & Change Management

• Lead organizational change initiatives, restructuring, and crisis management efforts to ensure business continuity and workforce resilience.
• Drive digital transformation and automation in HR processes to enhance efficiency, agility, and employee experience.

Other Responsibilities

• Undertake any other duties and special projects assigned by the supervisor.

Qualification & Requirements

• Degree in Human Resources Management, Hospitality Management, or other relevant disciplines. A professional HR certification (e.g., SHRM, CIPD) is an advantage.
• 10+ years of progressive HR leadership experience in an established organization, preferably within the luxury hospitality industry, with at least 5 years in a senior managerial capacity.
• Strong strategic HR expertise in talent acquisition, total rewards, employee relations, performance management, and HR governance.
• Proven experience in driving HR transformations, change management, and organizational development initiatives.
• Hands-on experience in managing a unionized environment, industrial relations, and compliance with labor laws.
• Expertise in workforce planning, labor cost management, and headcount optimization to align HR strategies with business goals.
• Strong capability in HR technology, data analytics, and HRIS systems to enhance decision-making and efficiency.
• A service-oriented and results-driven mindset, with a passion for building a high-performance and engaged workforce.
• Excellent communication, stakeholder management, and influencing skills, with the ability to engage at all levels of the organization, including senior leadership.
• Experience in leading HR functions within a dynamic, fast-paced, and multicultural environment is a plus.
• Ability to handle sensitive employee matters with discretion, professionalism, and a problem-solving approach.

Benefits

• Insurance Benefits
• Retirement Benefits
• Vacation Policy
• Other Perks and Benefits…