Senior Human Resources Manager, Hong Kong and Singapore Regional Offices

Salary Details

Salary Description: Competetive Salary Offered

Job Description For Senior Human Resources Manager, Hong Kong and Singapore Regional Offices

Description

The Senior HR Manager, Hong Kong and Singapore Regional Offices will report directly to the Vice President of HR, Greater China, ASPAC Offices, and Hyatt Ways of Working Lead, ASPAC. The HRBP is a strategic partner to the regional leadership team, responsible for aligning HR initiatives with business goals and providing expert guidance on human resources matters. The Senior HR Manager will advocate for initiatives focused on business partnership, talent acquisition and management, learning and development, employee engagement, and organizational culture. Acting as a trusted advisor on people-related matters, the Senior HR Manager will collaborate closely with the leadership team to drive business success while embedding Hyatt's values and commitment to care into the colleague experienc

Implement global People Strategy and Elevate Expertise Capabilities of Human Resources Organization

• Understand and Communicate Hyatt's People Strategies: Effectively convey the overall Hyatt People strategies and priorities as they are cascaded from Chicago to Asia Pacific. This also includes Hyatt's Purpose and Values and Hyatt's Leadership Expectations.

• Develop a regional HR Strategy: Collaborate with business leaders to formulate an HR strategy for the region.

• A close Partnership with HR Center of Expertise Functions: Own end-to-end employee experience. Lead and strengthen the HR Center of Expertise functions and HR service delivery, including Talent Acquisition, Talent Management, Learning & Development, and Total Rewards. Grow overall competencies of properties HR team.

Employment Branding and Talent Acquisition (for the brand division)

- Partnership with COE TA (COE solutions)

• Key Personnel Recruitment: Actively participate in the selection process for these key positions as needed.

• External Employer Branding Initiatives: Support the launch of external branding activities that leverage Hyatt's reputation as an employer. Utilize our employment brand as a strategic marketing tool to achieve our goal of being the employer of choice.

• Recruitment channel management: use the channels developed by HR TA COE.

• Drive the Hyatt Employer Brand: Transform our purpose and vision of becoming the preferred employer into actionable strategies.

Talent Management and Performance Management - Partnership with COE Talent (COE solutions)

• Collaborate with key stakeholders: Work alongside the regional leadership team to identify high-potential talent for future roles. Champion talent reviews and succession planning, ensuring actionable follow-ups.

• Workforce planning: Proactively assess current and future talent needs by comparing them with both internal and external talent pipelines.

• Enhance capabilities in talent development: Focus on growing the skills of HR and people leaders in nurturing talent.

• Implement performance management initiatives: Roll out Hyatt's global performance management philosophy, emphasizing goal setting, feedback, and performance discussions for colleagues in GC Hubs and properties. Foster a culture of high performance.

• Facilitate talent mobility: Support the movement of talent across the organization to maximize potential and effectiveness.

Learning and Development - Partnership with COE L&D (COE solutions)

• Skills and Competencies development: Collaborate with L&D team to enhance the skills and competencies of colleagues through tailored learning solutions, including networking, e-learning, developmental exposure, mentoring, and coaching.

• Learning Culture: Promote a culture of continuous learning by facilitating initiatives in different ways, encouraging learning anytime and anywhere. Evaluate the effectiveness of learning programs and make necessary adjustments to enhance their impact.

Total Rewards - Partnership with COE Total Rewards (COE solutions)

• Partnership with Leadership: Collaborate closely with regional leadership team on all aspects of total rewards, including salary reviews, incentive programs, benefits, job leveling, and benchmark with the guidance from total rewards. Work in tandem with the ASPAC Total Rewards team to ensure principal alignment and effectiveness.

• Communication & Education of Pay Philosophy: Clearly articulate the Hyatt pay philosophy to ensure understanding among people managers and colleagues. Adopt in day-to-day operations for offers, promotions, etc. Use straightforward language to educate on the principles of compensation, ensuring that we reward appropriately based on position, performance, and individual talent. Ensure talents are paid competitively with differentiation.

• Enhancement of Benefits Programs: Actively provide feedback to Total Rewards team.

Organizational Culture and Effectiveness

• Advocate for Hyatt Ways of Working (HWoW): Role model and facilitate the implementation of HWoW within the brand division.

• Support HR change management initiatives to support business transformations, mergers, or expansions in the region.

Colleague Engagement & Wellbeing

• Onboarding Experience: Lead the onboarding experience for new comers and facilitate conversations between employees and managers.

• Oversee Employee Engagement (CES): Take an active role in enhancing overall engagement within the brand-division, focusing on a variety of engagement topics.

• Support Survey Initiatives: Collaborate on global, regional, and local engagement, satisfaction, leadership, and trust surveys. Assist hotels with effective communication strategies and action planning.

• Follow-Up on Survey Feedback: Provide ongoing support to hotels in addressing key focus areas identified from survey results. Help develop meaningful action plans and follow up on their implementation and outcomes.

• Implement Wellbeing Programs: Initiate and roll out wellbeing programs at hub and area hotels, fostering a supportive and healthy work environment.

Qualifications
Experience

• Minimum of 10 years of progressive HR experience, with a full functional experience, especially business partnership in multinational companies with 3-Pilar HR operating model.

• Proven track record in developing and implementing HR strategies that align with business objectives in a multicultural environment.

Education

• A bachelor's degree is the minimum. A master's degree (& MBA) is often preferred.

Computer Skills Needed to Perform this Job

• Basic Microsoft 365 (powerpoint, excel, words, etc.)

• Exposure to major HR AI technologies (Atlas, Gloat, etc.)

Additional Comments and Requirements

• Leadership:

o Expertise in facilitating organizational change, talent management, and employee engagement initiatives.

o Strong ability to influence and collaborate with senior leadership to foster a high-performance culture.

• Cultural Competence:

o Demonstrated ability to navigate and manage cultural differences within the workforce.

o Fluency in English, with proficiency in other regional languages as a plus.

• Analytical Skills:

o Strong analytical capabilities to utilize HR metrics and data to drive decision-making and improve HR processes.

o Experience with HR technology and data systems to enhance operational efficiency.

• Interpersonal Skills:

o Exceptional communication and interpersonal skills, with the ability to build relationships at all levels of the organization.

o Strong negotiation and conflict resolution skills.

• Visionary Outlook:

o Ability to anticipate future workforce trends and challenges, positioning the organization for long-term success in a competitive landscape.