Director- Human Resources. (Hospitality) SN7

Cluster Director of HR Job Description The Cluster Director of Human Resources is a key member of the cluster leadership team, responsible for leading the people strategy across multiple hotels within the portfolio. Reporting to the Cluster General Manager, this role serves as a strategic business partner to hotel leadership and ownership. The Cluster Director of Human Resources will oversee all aspects of human capital management across hotels with different positioning, operating models, and staffing requirements. The role will play a critical part in the successful pre-opening, opening, and stabilization of the hotels by developing workforce strategies, establishing organizational structures, building leadership teams, implementing HR systems and policies, and ensuring the portfolio attracts, develops, and retains talented employees while maintaining compliance with all local regulations and company standards. The successful candidate will combine commercial awareness with strong people leadership capabilities to support business performance, organizational effectiveness, employee engagement, and long-term talent sustainability across the portfolio. Key Responsibilities Strategic Human Resources Leadership • Develop and execute a cluster-wide Human Resources strategy aligned with business objectives, hotel operating models, ownership priorities, and brand requirements. • Serve as a strategic advisor to the Cluster General Manager and hotel leadership teams on all people-related matters. • Establish organizational structures, workforce plans, and staffing strategies appropriate for each property's positioning and operating model. • Drive a high-performance culture focused on accountability, development, engagement, and service excellence. • Support long-term talent planning and organizational effectiveness across the portfolio. Pre-Opening Human Resources Management • Lead all Human Resources pre-opening activities from project handover through opening and stabilization. • Develop and manage the Human Resources pre-opening critical path and readiness plan. • Support the preparation, review, and management of Human Resources Pre-Opening Budgets (POB). • Develop pre-opening staffing plans, mobilization strategies, and recruitment timelines. • Establish hotel organizational structures, position control frameworks, grading structures, and manpower plans. • Implement HR policies, procedures, systems, and employee lifecycle processes prior to opening. • Coordinate onboarding, orientation, and hotel opening induction programs. Talent Acquisition & Workforce Planning • Lead recruitment strategies for all hotels across the cluster. • Ensure leadership and critical positions are filled in accordance with opening timelines. • Develop recruitment partnerships with hospitality schools, training providers, and external agencies. • Implement workforce planning initiatives to optimize labor resources across the portfolio. • Support cluster-wide recruitment campaigns and talent pipeline development programs. • Establish succession planning strategies for key operational and leadership roles. Saudi National Development & Compliance • Develop and implement Saudization strategies aligned with regulatory requirements and business objectives. • Establish recruitment, training, and development programs for Saudi nationals. • Partner with government agencies, universities, hospitality academies, and training institutions to develop future talent pipelines. • Monitor compliance with labor legislation, Saudization targets, GOSI requirements, and employment regulations. • Ensure proper workforce reporting and government compliance across all properties. Learning & Development • Establish cluster training and development strategies. • Develop leadership development and succession planning programmes. • Implement pre-opening training, service culture, and onboarding initiatives. • Support operational departments in building technical and leadership capabilities. • Monitor training effectiveness and organizational capability development. • Foster a culture of continuous learning and career development. Employee Engagement & Culture • Lead employee engagement initiatives, culture-building activities, and recognition programmes. • Develop programs that promote collaboration across the hotel portfolio. • Drive employee well-being, inclusion, and retention initiatives. • Monitor engagement survey results and implement action plans. • Support the development of a strong employer brand and employee value proposition Performance Management & Organizational Development • Establish performance management frameworks across the portfolio. • Support leaders in performance coaching, talent reviews, and development planning. • Drive organizational effectiveness and change management initiatives. • Support leadership teams in managing performance, employee relations, and workforce challenges. • Promote accountability and continuous improvement th