Minor Hotels is an international hotel owner, operator, and investor with a portfolio of more than 536 hotels in operation. Minor Hotels passionately explores new possibilities in hospitality with a diverse portfolio of properties designed intelligently to appeal to different kinds of travelers, serving new passions as well as personal needs. Through our Anantara, Avani, Oaks, Elewana, Tivoli, NH Hotel Group, Four Seasons, St. Regis, Marriott, and Minor International properties, across Asia Pacific, the Middle East, Africa, the Indian Ocean, Europe, and South America.

Anantara. The word in Sanskrit means "the flow of water without borders" and evokes the freedom, movement and harmony that are the spirit of the Anantara Experience.

Each Anantara Resort draws its strength from the rich cultural traditions, historic heritage and natural beauty of its destination. As such, every experience is a unique voyage of discovery and inspiration that is distinctly Anantara.

Position Summary

The People & Culture Manager is responsible for managing all aspects of the Human Resources (HR) function, fostering a positive and engaging work environment, and aligning People & Culture initiatives with organizational goals. This role ensures compliance with labor laws, implements P&C policies and procedures, and supports team member development and well-being while contributing to a strong employer brand.

Key Responsibilities

1. Recruitment & Talent Acquisition

• Lead the full-cycle recruitment process, including job postings, sourcing, interviewing, and onboarding.
• Develop talent pipelines for critical roles and future openings.
• Collaborate with department heads to identify staffing needs and implement efficient hiring strategies.
• Maintain up-to-date job descriptions for all positions.

2. Employee Relations & Engagement

• Act as the primary point of contact for employee relations matters, resolving conflicts professionally and fairly.
• Foster a culture of inclusivity, engagement, and recognition through regular team-building activities and communication.
• Conduct team member satisfaction surveys and implement action plans based on feedback.

3. Learning & Development

• Design and deliver training programs aligned with organizational goals and individual development needs.
• Support departmental trainers in creating learning pathways and ensuring consistent implementation.
• Identify and nurture high-potential team members for succession planning.

4. Policy Implementation & Compliance

• Ensure compliance with local labor laws and internal policies.
• Regularly update P&C policies, procedures, and employee handbooks in line with legal requirements and company standards.
• Conduct audits to ensure compliance with labor and safety regulations.

5. Compensation & Benefits

• Manage payroll and benefits administration, ensuring accuracy and timeliness.
• Develop and monitor competitive compensation structures to attract and retain talent

6. Performance Management

• Oversee performance appraisal processes and provide guidance on goal setting, evaluations, and career development plans.
• Address underperformance issues constructively and develop improvement plans.
• Promote a feedback-driven culture, enabling open communication between team members and leaders.

7. P&C Reporting

• Maintain accurate P&C records, including headcount, turnover rates, and recruitment KPIs.
• Provide regular reports to leadership on workforce trends, challenges, and opportunities.
• Utilize data analytics to drive informed decision-making.

8. Workplace Health & Safety

• Ensure a safe work environment through compliance with safety regulations and proactive risk management.
• Conduct regular safety training and emergency preparedness drills.
• Address workplace health concerns and promote well-being initiatives.

9. Leadership & Team Development

• Supervise and mentor the People & Culture team, ensuring their growth and alignment with company values.
• Collaborate with leadership to drive a unified approach to P&C and business strategy.
• Champion organizational culture and serve as a role model for company values.

• Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
• Minimum of 5 years of progressive HR experience, with at least 2 years in a managerial role, preferably in the hospitality industry.
• In-depth knowledge of labor laws and P&C best practices.
• Exceptional interpersonal and communication skills.
• Proven track record in recruitment, employee relations, and training.
• Proficiency in FusionHR systems and Microsoft Office Suite.
• Strong organizational and problem-solving abilities.