Senior Manager Talent & Culture

The Senior Manager Talent & Culture at Accor will act as a T&C Business Partner, oversee talent management, lead recruitment for General Managers, and implement talent development programs. This role is crucial for ensuring effective delivery of T&C services and promoting a culture that positions Accor as an employer of choice.

Candidates for the Senior Manager Talent & Culture position at Accor should possess at least a Bachelor’s degree in Human Resources or related fields, with a minimum of 15 years of relevant experience. Proficiency in both English and French is mandatory, and candidates should also demonstrate strong organizational skills and a solid understanding of labor laws.

Accor encourages employee development through various programs such as INSPIRE, REVEAL, and STEP UP. The Senior Manager Talent & Culture will play an integral role in implementing these talent development initiatives, thereby enhancing skills and fostering professional growth across hotels in North Africa.

Joining Accor offers a unique opportunity to be part of a global leader in hospitality, complete with competitive benefits such as hotel discounts worldwide, an annual performance bonus, talent development opportunities, and a hybrid working model. Additionally, employees engage in corporate social responsibility as part of their professional journey.

An ideal candidate for the Senior Manager Talent & Culture role at Accor should be assertive, adaptable, and positive. They should possess a strong ability to navigate a changing environment, manage challenges effectively, and drive initiatives that align with both the company's values and the evolving workplace culture.

To effectively answer this question, highlight specific experiences related to recruitment within hospitality. Discuss your strategies, the roles you’ve successfully filled, and how you’ve built relationships with hotels to source and retain top talent.

In addressing this question, outline your knowledge of local labor laws, your process for staying updated on changes, and examples of how you’ve successfully navigated compliance issues in the past to protect both employees and the organization.

Share a specific example of a talent development program you initiated, including your goals, the execution process, and the measurable outcomes. Emphasize your role in fostering a culture of continuous learning and growth during the implementation.

Discuss particular strategies you’ve enacted to enhance diversity, such as targeted outreach or partnerships with diverse organizations. Explain how these initiatives benefited the overall culture and effectiveness of the workforce.

Provide an example of a challenging employee relations situation you managed, detailing your approach, how you ensured compliance, fostered communication, and ultimately resolved the issue while maintaining workplace harmony.

Describe how you measure employee engagement and the strategies you implement to enhance it. Highlight programs or feedback mechanisms that helped increase morale and maintain motivation within the workforce.

Talk about specific initiatives you led that positively impacted organizational culture. Provide examples of changes made and how these efforts aligned with business goals and values.

Answer by outlining your understanding of the organization’s strategic goals and how you tailor HR initiatives to support those objectives. Describe your experience in collaborative planning with management to achieve successful alignment.

Share the metrics and evaluation techniques you use, such as feedback surveys, retention rates, or performance metrics. Discuss how you’ve adapted and improved programs based on these evaluations.

Detail your strategies for staying informed about industry trends, such as attending conferences, reading relevant literature, and networking with other HR professionals. Emphasize how this knowledge translates into better practices within your organization.