General Description

Responsible to define, implement and manage all HR-related processes and -policies. In this role, the HR Manager closely cooperates with line-management and ensures uniform implementation of all employee policies and related processes across the entire group of companies.

Ensures a professional recruiting-, hiring-process for new employees and managers. Through a group-wide implemented performance management process, the HR Manager contributes to the continuous growth and profitable performance of the different operations.

The HR Manager ensures fair and competitive compensation for all employees and managers of the group and manages the administration of Compensation & Benefits. Responsible for internal communications and for handling cases of employee grievances or -dissatisfaction.

Key Functions

• Develop and implement HR-strategies, aligned with business objectives and strategies
• Responsible for all HR-related processes and HR-policies
• Assess training needs and implement the annual training program
• Manage a simple and uniform performance evaluation process for professionals
• Manage and administer compensation and benefits
• Manage the recruiting- and hiring-process for new employees
• Act as a mentor for line managers in employee/employment-related conflicts
• Define and implement standardized HR-documents across the group of companies
• Maintain an up-to-date employee database and proper and secure filing of employee/employment documents
• Active member of the Senior Management Team
• Management and supervision of HR-staff at group level

Major Duties & Key Responsibilities

Human Resource development and training

• Annual training- and development needs assessment based on management inputs and requirements
• Design and implementation of the annual training program
• Enhance and support employee development with an emphasis on high-potential employees

Performance Management

• Manage the performance management process and train/coach managers in the implementation
• Handle performance-related employment terminations, in cooperation with line managers

Management Coaching

• Organize/provide management training on leadership, communication, people management and guest care
• Educate and train managers on HR-related disciplines
• Coach managers in performing meaningful performance assessments

Recruiting, Staffing and Terminations

• Manage professional interviewing, recruiting, and hiring process
• Manage employee resignation and termination process

Compensation and Benefits

• Manage and monitor fair and competitive compensation- and benefit packages across the group
• Manage the annual salary increase process
• Provide Finance dept. with relevant data to ensure accurate and timely compensation payments
• Define and annually adapt a clear job- and salary structure

Policies and HR-processes

• Develop, adapt, document, and implement all HR-related processes and policies
• Act as a moderator between people managers and employees and assist in the resolution of conflicts
• Introduce uniform HR documents across the group (job descriptions, contracts, performance evaluations)
• Responsible for the availability of up-to-date job descriptions for all professional employees

Employee Records

• Work contract for every employee in place
• Maintenance of accurate and up-to-date personnel files, compensation- and staff database for all employees
• Maintain central filing of all relevant employee documents (contracts, performance evaluation, correspondence)
• Maintain and update company- and group organization chart

Compliance

• All HR-processes are conducted in accordance with laws, regulations, and company code of conduct

Key Performance Measures (KPIs)

• Annual HR plan in place and implemented: training, performance reviews, salary-planning
• Salary- and job structure in place and adapted annually
• Every employee in possession of a work contract
• Meeting line management's expectations for recruitment and hiring
• Annual performance appraisals completed according to the plan
• Salary-increase process professionally managed
• Annual HR budget in place: annual salary increment budget, training
• Accurate and timely payout of employee salaries and compensations
• Standardized and uniform HR documents across the group (contracts, job descriptions, performance evaluations)
• Head HR acts as a role model: company culture, leadership, people management, loyalty, behavior