EMPLOYER BRANDING

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• Supporting candidate engagement consultancy - e.g. analysing the effectiveness of an employer brand's candidate journey and offering recommendations for how to improve the journey from a communications perspective

• Write, edit and proofread copy for a wide range of campaign-focused marketing materials including microsite copy, social media, email templates and website articles

• Manage the creation of supporting documentation for candidate attraction and engagement, including careers brochures, employer-branded emails and interview and onboarding packs

• Manage the resource within the marketing team to ensure work is completed within the promised SLAs, keeping the stakeholders and Board of Directors informed of timescales at all times

• Manage the implementation, tracking and measurement of the ROI for marketing campaigns. Collecting and using data to inform new campaigns and the evaluation of existing campaigns

TALENT ADVISORY

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• Contribute to HR Projects at the country level by providing services covering Talent Management & HR Business Partners for stakeholders, including organisational resourcing needs analysis, recruitment market trends analysis, candidate selection, vendor management, analysis of recruitment metrics, and other recruitment services.

• Support personnel cost budgeting process and control.

• Optimizing a company's overall talent acquisition function. In addition to recruitment:

  • Developing talent-related processes, practices and strategies

  • Candidate experience management

  • Hiring manager advisory

  • Tracking and reporting on talent-related metrics

  • Drafting job descriptions

  • Workforce planning and forecasting

ENHANCING AND FOCUSING EMPLOYEE LIFE-CIRCLE

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1. Recruitment: Workforce planning - Talent Mapping - Boolean Search - Talent Acquisition

2. Onboarding: Virtual Onboarding Agendas; From First Day to First Quarter. 

3. Development & Growth: Competency Framework, Succession Planning, Training Need Analysis, Leadership Success Profile

Metrics: Employee L&D satisfaction scores, Training cost per employee, Performance metric and Customer satisfaction reports. 

4. Retention: Nurturing the employee-employer relationship, removing friction for a positive experience. Conducting Employee Satisfaction Survey. Bridging the gap from senior leadership to frontline employees. Reviewing and developing Benefits Matrix & Chain of Command. 

5. Departure: Combining quantitative data with qualitative responses on employee sentiment from tools like pulse surveys can let Senior Management Team where to direct their efforts.

Metrics: Voluntary and involuntary turnover rates, New-hire turnover rate, Absentee rate. 

TALENT MANAGEMENT & LEADERSHIP MANAGEMENT

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• Built out a local talent pool of high-calibre candidates.

• Manage the recruitment process to fill all staffing needs within the city and partner with hiring managers to ensure strong benches of talent.

• Working in different roles of HR functions such as Total Rewards, HR Data Analyst, HR Planning, Employer Branding, Learning & Organizational Capability Development.

• Collaborate with internal departments to create effective recruitment and employment branding campaigns via the use of the internet, social media, job boards, industry-specific media, networking, and local universities, the Chamber, and other networking organizations such as LinkedIn Recruiter, HR Associations, HR Forums, external networking, industry research and lead follow-up/generation.

• Implementing Employer Branding projects, including VNHR Award, 100 Best Place to Work (Anphabe), etc.

• Project: Success Profiles

• Metrics: Employee L&D satisfaction scores, Training cost per employee, Performance metric and Customer satisfaction reports.

EMPLOYEE RELATIONS

 

• Encouraging Employee Engagement by stimulating Community-building activities, advocacy of a life/work balance, incentives and rewards and professional development opportunities.

• Improving Workplace Communication through Internal Communication activations: Radio Shows, Town Hall Meetings, Lunch With the CEO, Got Talents, etc.,

• Overseeing Health and Procedures - Promoting awareness of any risks, ensuring adequate training where necessary and writing company-wide policies in the event of an emergency. Projects: first aid training and fire evacuation procedures.

• Conducting Workplace Investigations of any situation warranting investigation such as harassment accusations or allegations of misconduct.

DIVERSITY, EQUITY, INCLUSION AND BELONGING (DEIB)

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• Key to that employee sentiment is feeling included and welcome in the work environment, regardless of individual circumstances. It's crucial that HR teams track and analyze the diversity, equity, inclusion and belonging (DEIB) elements of the employee experience.

• Metrics: Demographic data such as identified gender, education levels, ethnic and social background, analyzed in relation to metrics from other areas.

HR SHARED SERVICES

 

• This HR hub acts as an internal service provider that is a centralized unit that handles routine HR tasks, also known as transactional tasks (such as recruitment, payroll, well-being, insurance & labour safety). This is the first line of HR support for employees.

STRATEGIC BUSINESS PARTNER

 

• Partner closely with regional and global HR IHG on strategy and then execution. Driving exceptional partnership and stakeholder management.

• Regularly analyses hotel manpower requirements and recommends selection and development activities to meet those requirements.

• Surveying employees to uncover which tasks would be best automated, and which should remain in the hands of HR centres of excellence.

• Identifying relevant metrics to track the HRSS performance that measures the employee experience and engagement levels, not just cost and efficiency.

• Maintaining a continuous improvement mindset to keep delivering outstanding customer service to employees and managers.