Director of Talent and Culture

As the Director of Talent and Culture at Fairmont Miramar Hotel & Bungalows, you'll be responsible for leading all talent and culture initiatives. This includes exemplifying the company's service and brand culture, acting as a strategic business partner to senior hotel leadership, and overseeing the Talent & Culture Department's daily operations. You'll collaborate with corporate functions to implement key programs, champion employee engagement, and ensure a supportive workplace environment.

To qualify for the Director of Talent and Culture position at Fairmont Miramar Hotel & Bungalows, candidates should have 7-10 years of experience in talent and culture or human resources, with a background in both union and non-union settings. A university or college degree in a related discipline is preferred. You must also exhibit strong communication skills, a collaborative spirit, and a solid understanding of U.S. employment laws, particularly California State Law.

Candidates for the Director of Talent and Culture role at Fairmont Miramar Hotel & Bungalows should have extensive experience managing talent and culture departments, particularly in multiple or clustered properties. Proven success in leading strategic initiatives that positively impact hotel KPIs is essential, as is a passion for promoting company values and fostering a positive workplace culture.

At Fairmont Miramar Hotel & Bungalows, the Director of Talent and Culture plays a crucial role in promoting employee engagement through initiatives that encourage open communication, trust, and mutual respect. The hotel fosters a positive work environment by organizing activities that align with the Corporate Social Responsibility values and providing opportunities for career development and personal growth.

The career growth potential for the Director of Talent and Culture at Fairmont Miramar Hotel & Bungalows is significant, as you will have opportunities for national and international promotions within Accor's expansive network. The company encourages continuous learning and personal development, helping you to take full advantage of your career path in the hospitality industry.

To promote a positive company culture, I would initiate programs that align with our core values, focusing on employee engagement activities that foster teamwork and open communication. Engagement surveys can help gauge employee sentiment, allowing for necessary adjustments to our strategies.

I have experience navigating both union and non-union environments, where I focused on promoting dialogue and transparency. I would approach labor relations at Fairmont with an emphasis on collaboration, ensuring that employee voices are heard while aligning with management objectives.

Enhancing employee engagement requires a multi-faceted approach. I would implement regular feedback sessions, create recognition programs to celebrate achievements, and offer learning opportunities that empower employees to grow in their roles and contribute meaningfully to hotel operations.

I believe in addressing conflicts directly and promptly. I would listen to all parties involved, facilitate open discussions, and work collaboratively to find solutions that are in the best interest of the team and the hotel's culture.

I begin by closely examining the company's strategic plan and mission. Then, I tailor talent initiatives to support these broader goals, ensuring every program from recruitment to training aligns with our objectives and enhances our employee value proposition.

Inclusivity starts with understanding our diverse workforce. I advocate for initiatives that cater to a wide range of needs and preferences, including diverse hiring practices, inclusive events, and training programs that emphasize equity and respect for all employees.

Leadership sets the tone for engagement. Strong leaders need to communicate openly, demonstrate trust, and actively show appreciation for their teams. It's important for leaders to model the values of the organization to inspire similar behavior in their employees.

I have led several training programs aimed at developing both soft and hard skills among employees. These programs included mentorship initiatives, leadership training, and workshops that not only improved performance but also fostered a strong team spirit.

Certainly! At my previous role, I launched a mentorship program that paired new employees with seasoned staff. This not only facilitated knowledge transfer but also boosted morale and retention rates, as employees felt supported in their roles.

I utilize a combination of surveys and one-on-one feedback sessions to gauge employee satisfaction. Tools like pulse surveys help gather quick insights, while comprehensive annual surveys provide in-depth data to shape our talent initiatives effectively.