KEY FOCUS AREAS

• Through the application of intellect in analysis of business data, design and implement data driven HR strategies, initiatives, systems, processes and procedures, to ensure that all aspects of the HR function are effective, efficient, measurable and aligned with business objectives. Develop an in-depth understanding of the business to act as a strategic partner to leadership in designing and developing their teams of people to support a high-performance culture.
• Workforce Planning
• Change Management
• Performance Management
• Organisational Design
• Leadership Development
• Culture & Employee Experience
• Employee Value Proposition
• Data-Driven HR Strategy
• Diversity, Equity & Inclusion
• Employee Experience & Well-being
• HR Technology & Innovation
• Compliance & Risk Management

Workforce Planning: 

• Guide and influence the development and implementation of workforce strategies to meet current and future talent needs, aligning staffing plans with business growth and transformation goals.

Change Management: 

• Lead Organisational change initiatives, ensuring smooth transitions through effective communication, training, and stakeholder engagement to foster resilience and adaptability.

Performance Management: 

• Establish a high-performance culture by setting and tracking specific, clear and meaningful KPIs. Supporting leadership, building accountability and driving continuous feedback and development.

Organisational design: Shape and refine the organisational structure to support scalability, efficiency and alignment with strategic priorities, ensuring roles, teams, and functions are optimized for impact.

Leadership Development and Succession Planning: 

• Proactively identify and develop future leaders within the organisation, ensuring a strong pipeline for critical roles. Facilitate or coordinate leadership training, mentorship and coaching programs to cultivate skills aligned with the organisation’s vision.

Culture & Employee Experience: 

• Act as a custodian of company culture, align People initiatives with core purpose and values, and design an internal Employer Brand communication strategy, engaging with employees at each stage of the employment life cycle, to enhance the employee experience and foster an environment where employees are engaged, motivated and connected. Lead engagement surveys, analyse feedback and drive targeted action plans to improve the employee experience.
• Establish a comprehensive approach to employee well-being that includes physical, mental, and financial health. Ensure policies and benefits reflect a commitment to work-life balance, supporting productivity and job satisfaction.
• Leverage off the success of Culture and Employee Experience initiatives through a strategic external Employer Brand Communication Strategy to enhance the Employee Value Proposition, position the collection as an employer of choice and attract talent aligned with the business purpose, values and vision.  

Employee Value Proposition: 

• Design, define and manage a competitive Employee Value Proposition that includes culture and employee experience, compensation, benefits, incentives, and recognition programs aligned with organisational goals. Design and implement systems and processes that empower employees to extract the value that we provide as employer.

Data-Driven HR Strategy: 

• Utilise analytics to drive decision making in attraction, learning and development, retention and engagement. Implement HR metrics that align with business goals, enabling data-based insights that enhance organisational design and improve workforce planning, performance and retention.

Diversity, Equity & Inclusion: 

• Develop and drive DEI strategies that support an inclusive workplace, leveraging diverse perspectives and creating fair opportunities for all employees. Build partnerships and programs that foster belonging and inclusion across all levels.

HR Technology & Innovation:

• Lead the adoption and integration of HR technologies in recruitment, learning and development and performance management to enhance efficiencies, streamline processes, and reduce bureaucracy to improve business agility and maintain family values, focusing on digital transformation to improve employee and HR experience.

Compliance and Risk Management: 

• Ensure all HR practices are compliant with labour laws and regulations, managing potential risks associated with employment policies. Create policies that mitigate risks while supporting organisational goals and culture.

REQUIREMENTS, QUALIFICATIONS AND SKILLS

• Bachelor’s Degree in Industrial Psychology.
• Additional qualifications in business management / development (Advantageous) 
• 10 years relevant working experience.
• Experience in or knowledge of Luxury Hospitality (Advantageous)
• Analytical, critical and systemic thinking abilities. 
• The ability to engage with employees and stakeholders of all levels. 

MAXIMIZING YOUR IMPACT AS A MEMBER OF THE MORE FAMILY COLLECTION

• Excellent attention to detail.
• Guest focus philosophy, living the MORE brand and driving the MORE experience.
• Excellent communication skills (written and verbal), practicing honest communication.
• Team player with positive attitude, enthusiasm, and emotional control.
• Excellent time management and self-discipline, interpersonal & solution seeking skills.
• Proactive, use initiative and creative flair when required.
• Committed and loyal, adaptable, and flexible.
• Must work accurately under pressure.
• People skills – tolerance, patience, and care, ability to receive constructive feedback openly.