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Reporting directly to the Global Director of Talent, the Director of Talent Acquisition:

- oversees the recruitment and selection of talents for the hotel in designated region,

-develops resourcing strategy and implement initiatives and programs to meet talent needs of the Company,

- coordinates and monitor implementation of Corporate resources strategy, recruitment policies, systems, processes, tools, corporate initiatives and programs.

DUTIES & RESPONSIBILITIES

Recruitment/Vacancies Status

1. Work with VP HR and Director of HR of hotels to identify recruitment needs and develop

sourcing strategies to meet these needs.

2. Assist hotels to fill vacancies of Level 1 Executive Committee position and other levels by

providing candidates including sourcing, interviewing, package structuring and approval process.

3. Work to continuously improving the time to hire for key roles, overall candidate care and improve

the overall efficiency of our resourcing process

Database

1. Build and maintain “ready to hire” database for external candidates and staff by

participating in recruitment road show/job fair and/or soliciting candidates’ profiles (resumes) via

referral, websites, competitors’ key position roaster and other appropriate channels.

2. Interview the candidates and recommend to the hotels as and when necessary or post it in the

database.

3. Update key position roster of the Competitors in designated region

Internal & External Recruitment Websites & social media

1. Manage the recruitment website.

2. Monitor and housekeeping external recruitment website.

3. Review of external recruitment websites including group contract for use in the region

4. Contribute to Corporate social media sources

Preferred Suppliers

1. Recommend and provide feedback on the Preferred Suppliers for designated region.

2. Liaise with the Preferred Suppliers for hotels and vice versa.

Succession Plan

1. Assist to identify candidates for the hotels’ Succession Plan, ensuring the availability of qualified

personnel to take over management positions in case of necessary staff movements

2. Coordinate vacancies with Succession Planning data

Internal Talent Pool

1. Maintain and update the database of the level 1 – 3 management staff in the region hotels

2. Work with corporate division heads to assess the candidate’s suitability for next level and future

developmental plans

3. Coordinate vacancies with Internal Talent Pool data

4. Develop and implement talent resourcing programs to build up key hotel functions talent pool, i.e.

competitor talent review, colleagues exposure program

View the original article here

View the original article here

View the original article here