People & Culture / Learning Manager

SUMMARY:

Our client, a luxury hotel situated in Witwatersrand, Johannesburg, is looking to employ a People & Culture / Learning Manager.
 
PURPOSE AND SCOPE
To contribute towards the efficient and profitable operation of the Hotel through the provision of a range of activities and programmes designed to satisfy employee perceptions of a leading employer and the operational requirements of the business.

POSITION INFO:

MAIN RESPONSIBILITIES
 
Employee Relations 

1. To foster an open and constructive employee relations climate which eliminates the need for third party intervention, through the following activities: -

• Ensuring that communication and motivation programs are administered effectively so that employees have direct access to management and quick resolution to their problems
• Making regular tours of the Hotel to maintain contact with employees and assess levels of morale
• Checking regularly on the safety, cleanliness, employee meals and all staff facilities to ensure that standards are maintained or improved upon, where necessary
• Ensuring that P&C policies are administered fairly and equitably to avoid any allegations of inequality or favouritism
• Advising management on compensation and benefits
• Advising management on the administration of disciplinary and grievance procedures and other employee relations issues

2. To be knowledgeable of national and local personnel and industrial relations legislation and continually provide management and employees with necessary updates through a variety of communication techniques.

3. To handle counselling, grievance and disciplinary situations in line with company policy and South African legal requirements, maintaining appropriate documentation.

1. To support Hotel operations productivity through regular assessment of staffing levels and work efficiency and make necessary changes.

2. To recruit according to the Hotels’ standards and procedures.

3. To help develop and administer succession planning and manpower inventory programmes to ensure a supply of qualified candidates when needed.

1. To counsel operating management in their administration of the above.

2. To continually monitor local, national and industry pay and benefits to ensure job market competitiveness and internal equity. Recommend changes as required.

3. To maintain current organisational charts, personnel statistics and records, wage and salary comparisons data, training programmes, disciplinary action and other documentation in accordance with the Hotels’ guidelines and local legislation and sound personnel management practice.

1. To systematically analyse the Hotel’s training needs, by department, by reference to guest comments and complaints, Mystery Shopper report analysis, ‘Before you go’ interview comments, employee appraisals, personal observation and discussion with the appropriate managers and employees.

2. To produce a yearly Hotel Learning Plan which addresses training needs identified in the above exercise and that have a common application across the Hotel. To publish quarterly and monthly training calendars.

3. To co-ordinate the production of Departmental Learning Plans that address the skill and knowledge-based requirements of the workforce.

4. To act as an internal consultant to Heads of Departments on department related training issues, advising and assisting in the development and execution of appropriate training programs.

5. To source and recommend appropriate external training organisations or resources where a particular training or development need cannot be satisfied using internal resources.

6. To co-ordinate short term work exposure placement/industrial training throughout the Hotel, ensuring that such placements satisfy the requirements of the individual, and that the department concerned has the resources to make the experience meaningful and worthwhile.

7. To monitor the training of Corporate Hires, Direct Placements and trainees as well as new managers. Learning plans should be produced in conjunction with the Division and Department Heads and monitored for compliance and completion.

8. To maintain a current knowledge of statutory requirements, and in response, planning, implementing and evaluating programs that satisfy the spirit and intention of the law.

9. To assist the Management team with the completion of the Career Development Plans and assist in identifying activities that will enable the candidate to achieve their development objectives within the specified time period.

10. To market the learning function to Planning Committee, managers and employees. This includes notice boards, posters, flyers, photographs, distribution of calendars/plans, presentations at operational meetings/Planning Committee meetings, etc.

11. To budget for training each year and maintain controls over spending accordingly throughout the year. To participate in formulating the annual training budget and capital expenditure, maintaining cost accountability and agreeing major expenditure with the Director of People and Culture before commitments are finalised.

12. Attend relevant industry association meetings, conferences and external programs as budgeted.

13. To formulate clear and quantifiable training objectives in response to an identified training and development need.

14. To develop creative and innovative training programs that both satisfy the specified training objectives and facilitate the transfer of new skills and techniques into the workplace.

15. To produce handouts and visual aids that will consolidate upon and re-enforce the learning points of a training session.

16. To conduct Learning and Development programs, either singly or in conjunction with other sourced trainers.

17. To act as a facilitator for external training organisations working within the Hotel, providing background information, support material and conducting the necessary administration.

18. To market the Learning Resource Centre and Training Room and E Knowledge Suite to all employees and ensure its facilities are clearly explained.

19. To maintain an up to date set of training products that will continually enhance learning at all levels.

20. To complete projects as and when they arise. Examples would be the implementation of Standards Training Manuals, Managers Training Passports, E Knowledge, and other extraordinary training initiatives based on the property’s specific needs.

21. To evaluate the training programs for reaction, learning, behavioural change and impact on business results, and provide regular information on this to the Planning Committee.

22. To ensure that all Learning and Development programs include adequate techniques for ensuring that the learning has taken place and the training objectives have been achieved in line with the Investor In People criteria.

23. To monitor the success of training activity in the longer term, by assessing whether the desired change in behaviour has taken place, using guest comments and questionnaires, Mystery Shopper report analysis, course evaluations, personal observation and discussion with supervisors and individuals concerned.

24. To monitor and ensure compliance with workplace training for new hirers through the management of the Standards Training Programme.

25. To spot check training standards by random attendance of departmental training sessions, coaching trainers in appropriate methods and techniques.

26. To maintain contact with new employees during their introductory period, providing a reference point in the event of difficulties, and monitoring their training from an employee perspective.

27. To ensure that the hotel achieves and maintains a level 4 rating on the Training Compliance Levels as audited by the Vice President of Learning and Development.

28. To maintain training data for all employees including:
29. a) Which programs are to be attended by which employees (per department)
30. b) Which programs each existing employee has completed both by subject area and individual employee.
31. To comply with record keeping requirements in respect of statutory regulated training activity.
32. To issue individual joining instructions to course participants detailing objectives, timings, pre-and post-course activity and any other information pertaining to the course in question.
33. To improve employee appraisal standards within the Hotel by ensuring that appraisals are conducted at prescribed frequencies and through the provision of appraisal techniques training to supervisors and managers.
34. To periodically review and co-ordinate the update of the content of all ‘Standard Training Manuals’ within the Hotel, in conjunction with the relevant Department Head, to ensure that they remain an accurate reflection of the job requirements of a particular position.  

1. To foster links with local education centres, re-enforcing industry expectations of the education system through a program of industrial placement provision, college visits, Hotel show arounds etc.

2. To act as a counsellor to individual employees, or managers, in respect of their own Training and Development requirements and to facilitate that development, where possible.

3. To conduct Hotel show arounds for student groups, in a manner and style consistent with the atmosphere and ambience of the Hotel.

4. To assist with general People and Culture activities, including correspondence, recruitment and selection of placement and work experience students, exit interviews, social events coordination, etc.

5. To comply with statutory and Company policy requirements in terms of Fire, Food Hygiene, Health and Safety, Visual Display Unit etc.

6. To undertake function related project work, as and when directed by the Director of Human Resources or General Manager.

7. To deputise for other P&C personnel, whether senior or junior, when designated to do so by the Director of P&C or General Manager.

8. To comply with Hotel purchasing and stores requisition procedures, in respect of internal and external supplies.

9. To undertake other duties and responsibilities which, whilst outside the normal daily routine, are within the overall scope of the position.

NB! This job is now closed. You can apply for other jobs by uploading your CV.