Head of Talent

Scope of Position

As the Head of Talent, your role will be to maximise the potential of those working within Mandarin Oriental Hotel Group, with a specific focus upon the High Potential talent. The emphasis will be on collaborating with our talent, and ensuring they have a realistic career path and relevant development plans, to fulfil their career aspirations, whilst developing a solid pipeline of talent to fulfil the current and future requirements of MOHG. You will facilitate the career journey of the Rising Fans in collaboration with the Director of Talent Acquisition and you will be responsible for maintaining the talent database through PROFILE. In addition, you will devise and drive the MOHG talent strategy and oversee the annual talent reviews. Coordination of the MOsaic Mentoring programme, the Jardine Executive Trainees (JETs) and the Oberoi Peer Partnership, will also form part of this key role.

The success of this role will be based upon the strength of the internal talent pipeline, achieving a minimum of 50% MOHG management appointments in all new openings and the retention of early talent.

Responsibilities

Talent strategy

On an annual basis, and in collaboration with the Director of Talent Acquisition, compile and present the talent strategy for the coming 1-3 years.

High Potential Talent

• Manage the identification and assessment of HiPo talent
• Build a relationship with each HiPo and supporting them with their career path
• Advise on their personal development plan and recommend development options
• Work with the GMs to set appropriate stretch assignments
• Collaborate with HRD’s and GMs to ensure timely and appropriate job moves
• In collaboration with the HR teams, ensure the HiPo streams in PROFILE are up to date
• Monitor the diversity of the HiPo streams, as well as the retention of HiPos.

Talent reviews

• Support the regional HRD’s with the annual hotel talent reviews
• Support the VP of OD with the corporate, hotel manager, general manager and AVP talent reviews
• Support the function heads with their review of hotel talent in their function
• Ensure that realistic succession plans are up to date, and a calibration process is in place

PROFILE System (Online internal talent database)

• In collaboration with the Director of Talent Acquisition and HRDs, ensure the talent pools are up to date 
• Identify the weaker talent pools and work with the HRDs and Regional HRD’s on initiatives to strengthen these pools
• Report, analyse and make recommendations based upon the data from PROFILE – including nine box grid, ratings distribution curve, competency achievement and the quality of the comments and data in PROFILE
• Provide coaching to hotels and function heads as required – use of the rating scale, quality of comments/discussions/PDPs, speed of job moves.

Rising Fans

•  Take responsibility for the Rising Fans following their first six month in position
• Monitor that they have the right rotations at 6 months and 12 months
• At the end of the programme, work with the Director of Talent Acquisition, regional HRDs and hotel HRDs to confirm the appropriate next position
• Act as the conduit between the GMs and functional heads to ensure the smooth running of the programme
• Ensure that their performance is appropriately managed through PROFILE
• Remain connected to Rising Fans, acting as a career coach, through their employment with MOHG.

Jardine Executive Trainees (JETs)

• Assist the VP of OD with the selection of JETs and with arranging job rotations as appropriate
• Conduct coaching calls to both Supervisors and JETs, as required
• Monitor their development plans
• Liaise with Jardine’s Head of Early Careers.

MOsaic Mentoring programme

•  Lead the MOsaic mentoring programme, organising a new phase of partnerships each year
• Match the mentors with HiPo colleagues
• On an annual basis, organise the MOsaic briefing session, Boost communication, midyear workshop and programme review.

Requirements

• Ability to quickly build relationship and trust with talent across the group, especially with HiPos and senior leadership
• Experience in a talent management role and the ability to evaluate the current talent management processes, proposing and embedding new processes and related systems
• Technically savvy and able to optimise the utilisation of our talent database, using the reporting tools to influence talent decisions and strategy
• Solid record of accomplishment in developing and managing talent
• Adaptability and maturity to work with early career colleagues and senior leadership 
• Excellent communicator on a one-to-one basis and through senior meetings and presentations
• Strong business acumen and high degree of work ethic
• Culturally sensitive, preferably with previous international experience
• Self-motivated, well organised and detail orientated and can work with limited oversight
• Preferably experience in the hotel industry and a solid understanding of career paths and demands of distinct roles.
• Able to travel and work flexible hours to accommodate time zones, as required
• This role is likely to be London based