Cluster Human Resources Manager

SUMMARY

As Cluster HR Manager, you will be carrying out the daily activities of the Human Resource Office including recruitment, compensation & benefits, disciplinary and welfare. Deliver HR services that meet or exceed the needs of team members and enable business success; as well as ensuring compliance with all applicable laws, regulations and operating procedures. It is not the intent of this job description to cover all aspects of the position but to highlight the most important areas of responsibility.

KEY RESPONSIBILITIES

• Managing Recruitment and Hiring Process
  • Conduct interviews and hire team members with the appropriate skills as needed.
  • Establish and maintain contact with external recruitment sources.
  • Attend job fairs and ensure proper documentation of outreach efforts in accordance with Human Resources Standard Operating Procedures.
  • Network with local organizations (e. g. Hotel Association, peers) to source candidates for current or future openings.
  • Monitor the candidate identification and selection process.
  • Perform quality control on all stages of candidate identification and selection.
• Strategy and Planning
  • Prepare the HR Budget – Training, Recruitment, HR General and annual action plans as well as forecast as directed by Finance Department.
  • Meet with all the HODs and Exec Com to discuss their manning wish lists for the following year’s budget.
• Managing Team Member Development
  • Conduct departmental orientation programs to ensure team members receive the necessary training to perform their roles effectively.
  • Cross‑train team members to enhance flexibility and support seamless daily operations.
  • Coordinate and facilitate new hire orientation sessions to create a positive first impression and promote a strong culture of guest service.
  • Reinforce the importance of attendance for all new hires and encourage active participation of the leadership team in training initiatives.
• Maintaining Team Member Relations
  • Maintain effective communication channels within the property by developing daily updates and assisting with regularly scheduled meetings.
  • Review progressive discipline documentation to ensure accuracy, consistency, and proper supporting evidence, and determine the appropriate course of action.
  • Apply an “open‑door” policy to address team members’ problems or concerns promptly and professionally.
  • Refer team member issues to the Department Manager for resolution or escalates them to the Cluster Director of Human Resources when necessary.
  • Partner with the Loss Prevention team to conduct team member accident investigations as required.
  • Communicate clear performance expectations aligned with the job descriptions for each position.
• Managing Legal and Compliance Practices
  • Maintain team member files with all required employment, performance management, and compensation documentation, ensuring they are properly organized, secured and retained for the required duration.
  • Ensure compliance with procedures for accessing, reviewing, and auditing team member files.
  • Maintain medical records in a separate, secure, confidential file at all times.
  • Communicate property rules and regulations clearly through the team member handbook.
  • Ensure all safety and security policies (e. g. property removal, lost and found, accident reporting, hygiene standards) are regularly communicated to team members through orientation sessions, property meetings, and bulletin boards.
  • Manage team members’ Compensation claims to ensure appropriate care while controlling related costs.
• Managing HR Operations
  • Manage HR operations with a thorough understanding of local labor laws.
  • Maintain complete and accurate employment records for all team members, both in the HRMS system and in physical files, ensuring strict confidentiality at all times.
  • Implement corporate HR policies and establish local policies and processes related to salaries and benefits.
  • Communicate key messages effectively to all team members, promoting internal communication channels that encourage open dialogue and feedback.
  • Foster a positive relationship with staff representatives and ensure all employee grievances are monitored, addressed, and resolved promptly.
  • Promote team member well‑being, happiness, and recognition by supporting hotel initiatives, cafeteria programs, and Wyndham recognition activities in coordination with the We Com Committee.

SKILLS & COMPETENCIES

• Compassionate, Engaged, Dependable, Courteous, Inclusive, Hospitable, Prepared, Personalised.
• Business Acumen – understands the core business in relation to the role and function.
• Count on Me – relates to people appropriately and effectively.
• Team Development – supports and encourages a climate where people want to succeed.
• Building Trust – is widely trusted and seen as a direct truthful individual.
• Leadership – maintaining a business environment based on the Code of Conduct and Company Vision.
• Responsible for People leadership of direct reports and their teams (recruitment and selection, performance management, team member development and motivation, counselling/disciplinary issues).
• Conduct regular coaching sessions/1:1s with direct reports.
• Human Resources – ensure compliance with all Wyndham people processes and deadlines.
• Ensure 100% compliance with all mandatory training for all departments; positive encouragement of departmental trainers.
• Maintain LTO, Absence and Payroll in all departments, monitoring and rectifying to meet HR BSC targets.
• Manage WES processes, follow‑up meetings, timely feedback.
• Conduct interviews and review manning and recruitment of positions with HR.
• Support quarterly People, Community and Sustainability engagement events.
• Communication – conduct or chair regular communication meetings, 121s with direct reports, share relevant information with GM & HR.
• Attend Executive and Business Review meetings, hotel meetings.
• Finance – plan and track departmental budget, holidays, payroll figures, challenge HODs on overspending.
• Management – train and develop the team, provide support, PDP, communication, community involvement projects.

EXPERIENCE, CERTIFICATION & EDUCATION

• Minimum of 5 years’ related experience in human resources, management operations, or related professional area.
• 2‑year degree from an accredited university in Human Resources, Business Administration, or related major.
• Excellent communication and interpersonal skills.
• Good knowledge of written and spoken Portuguese and English.
• Good knowledge of Portugal labor law.
• Proficient in MS Office applications, Oasys HRMS, FMC.
• Any other reasonable duties as directed by the Cluster General Manager.