People Development Manager

Setting up an innovative people development platform and design frameworks to provide initiative value-added approach to the Resort for promoting high performance, motivating culture transformation, developing talents and internal trainer’s capabilities. This position is responsible for managing the end-to end learning process within the Resort which includes analyzing, designing, developing, implementing and evaluating people development programs, career development programs for all STARS, to improve and maintain job performance and ensure that all STARS are meeting the company standards.

2. KEY RESPONSIBILITES NHIỆM VỤ CHÍNH:

a. Manage Hotel Talent Pipeline

o Work closely with the Human Resource Manager and Head of Departments for planning the talent pipeline for the property and attract the right talents to match the business concept & goals.

o Handle full-cycle of talent acquisition for the property

o Initiate, engage and maintain the relationship with the hospitality institutions in the area, fostering early-career opportunities

b. People Development Analyst

o Work closely with STARS/ supervisor/ manager to understand the performance and area of improvements

o Observe service behaviors of STARS and provides feedback to individuals and/or managers

o Identify gaps in existing learning content and work with relevant teams to innovate, create or test the content for continual update.

c. People Development Design

o Identify and establish sustainable People Development strategy in collaboration with HR Manager and HODs to understand ongoing business demands requiring L&D interventions

o Select and advise on optimal learning and delivery methods to maximise learning and sustainability of knowledge (in-house through instructor led or online approaches; an external of-the-shelf solution; or in partnership with an external vendor; other channels etc.)

o Partner with HODs to consult on custom learning programs for department specific needs

o Create multiple internal and external innovative and available solutions for development priorities.

d. Assist in Managing STAR Development

o Own STARS onboarding including the assessment of needs and implementation of a comprehensive onboarding that enables STAR's success

o Assist with departmental orientation program for STARS to receive the appropriate new hire training to successfully perform their job

o Act as project manager for People Development events, ensure all requirements are met and the smooth running of courses.

e. Drive a learning culture and building internal People Development capability

o Build development capability and foster learning mindset across the hotel through initiatives

o Propose ideas for engagement activities related to learning and development to enhance values, culture and performance.

o Develop trainer capabilities to become an in-house trainer for professional skill courses and trainer recognition programs to encourage learning activities.

f. Evaluating People Development Effectiveness

o Ensure Training report is completed and submitted to all concerned on timely basis.

o Analyze training/ development data to provide meaningful insights to the management team

o Partners with HODs to assess if STARs demonstrate effective technical and leadership skills.

g. Performance Management & Development Plan

o Drive and cascade the Performance Management Process and Individual Development Plan to all STARs in collaboration with the HR Manager

• Working with an expat environment;
• Competitive salary package;
• Accident Insurance;
• 12 - 18 days of Annual Leave depends on level;
• Uniform Laundry by the Company;
• Daily meals and Officer Check
• Other attractive benefits;

o Fluent in English and Vietnamese (both oral and written)

o Experience in leading position or projects of Learning and Development

o A high standard of interpersonal and communication skills, and a demonstrated capacity to effectively communicate with a broad range of people, esp. senior leadership team

o Dynamic and inspirational and are able to evidence professionalism and adaptability

o Two to five years’ previous employment in a related position. Human Resources or Hospitality Education is preferable, however, not essential if applicants have previous relevant work experience

o Evaluate and research training options and alternatives

o Adapt with a variety of multimedia training platforms and methods, especially digital platforms