Human Capital & Development Manager

Description

POSITION SUMMARY

Responsible for assisting the Director of Human Capital & Development in the overall administration of Human Resources policies and procedures with primary responsibility for recruitment, employee retention, and performance management. This role is accountable for ensuring day-to-day services operate in support of overall HR operational objectives.

KEY RESPONSIBILITIES

The key responsibilities of the Human Capital & Development Manager include but are not limited to:

• Developing and sustaining a strong recruitment process inclusive of specific selection criteria (competency, skills & abilities, experience, and education), interviewing, references, onboarding, orientation, exit interviews, and outsourcing practices for the property; working collaboratively with operational leaders.
• Identifying talent gaps and creating and executing strategic sourcing plans to attract top talent – both passive and active.
• Proactively building and maintaining a strong candidate pipeline by using a variety of sourcing methods.
• Supporting the business with full-cycle recruitment, employer branding, and culture initiatives, as well as various HR-related projects.
• Assisting with the performance management process for all associates in the Hotel; including periodic review of form design. Ensuring appraisal schedule compliance and follow-up on feedback.
• Assist departmental leaders to develop Action Plans on improvement for opportunities based on the feedback received.
• Creating and monitoring on-boarding plans and facilitating onboarding for new associates.
• Primary point of contact for immigration-related inquiries. Handling all immigration requests and keeping work visas up to date in accordance with immigration law.
• Conducting exit interviews to identify reasons for employee termination.
• Maintaining employee records and files.
• Providing guidance to Associates on any day-to-day employee-related matters that arise.
• Building relationships with schools to assist in attracting exceptional hospitality students.
• Coaching Leaders to effectively hold career development conversations, providing positive and constructive feedback and in recognizing and engaging teams.
• Spearheading the organization and coordination of Associate events/programs including charity events to foster engagement, enthusiasm and loyalty (i.e. Annual Associate Thank You Day Events, Scholarship program, Children’s Christmas party, Anniversary party, Vancouver Tourism Challenge and Tourism Awards).
• Reviewing and advising Leaders on performance management and progressive disciplinary matters and procedures.
• Preparing employment agreements and status & position change letters. Reviewing and processing termination and other letters, as required.
• Ensuring compliance with applicable federal and provincial employment law statutes and regulations including but not limited to the BC Employment Standards Act, BC Human Rights Code, Occupational Health and Safety Regulation, etc.
• Assists the HC&D Director with the Labour Relations matters in unionized workplace.
• Providing relief coverage to the Human Capital and Development Director in their absence.
• Performing other job-related duties and special projects as assigned by the Director of Human Capital & Development.

SELECTION CRITERIA

Qualifications and Technical Experience

• Enthusiastic networker with proven ability to build relationships both inside and outside the company.
• Possessing strong organizational skills with a “customer-focused” mindset.
• Must have a strong understanding of Employment Standards Act, Human Rights Code, Worker Compensation Act and other employment legislation.
• Education in Human Resources or Hotel Management or equivalent experience. CHRP Designation preferred.
• Minimum of three (3) years experience in an intermediate H.R. Generalist/Advisor role.
• 3 – 5 years hospitality operations or service-related work experience; Hospitality Industry required.
• Experience in unionized environment is preferred.
• Proficiency in all areas of the Human Resources function: in recruitment, retention and recognition; performance management; employee relations and related legal obligations; compensation and benefits and succession planning, is a strong asset.
• Attention to detail is a must.
• Schedule: Weekdays and as Business Requires

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