52:I[27201,["$2","$3","$4","$5","$6","$7"],"IconMark"] 50:T14fb,{"@context":"https://schema.org","@type":"JobPosting","title":"Human Resource Officer (HRO) - Tigoni","description":"\u003cp>\u003cb>Location\u003c/b>: Tigoni\u003c/p>\n\n\u003cp>\u003cb>Reports to\u003c/b>: Director \u003c/p>\n\n\n\n\u003cp>\u003cb>\u003cbr>\u003c/b>\u003c/p>\n\n\u003cp>\u003cb>Job Summary\u003c/b>: \u003c/p>\n\n\n\n\u003cp>The Human Resource\nOfficer (HRO) at the establishment is responsible for managing the hotel’s HR function. The role includes developing HR\npolicies, overseeing recruitment, establishing performance management systems, and ensuring compliance\nwith labor laws and best practices. As the HR function is being developed from scratch, the HRO will play a\nkey role in shaping the organization’s people strategy and culture. \u003c/p>\n\n\n\n\u003cp>\u003cbr>\u003c/p>\n\n\n\n\u003cp>\u003cb>Key Responsibilities:\u003c/b>\u003c/p>\n\n\n\n\u003cp>\u003cb>1. Recruitment & Onboarding \u003c/b>\u003c/p>\n\n\n\n\u003cp>• Develop job descriptions in collaboration with\ndepartment heads. \u003c/p>\n\n\n\n\u003cp>• Lead talent acquisition, including sourcing,\ninterviewing, and hiring. \u003c/p>\n\n\n\n\u003cp>• Create and manage structured onboarding and\ninduction programs. \u003c/p>\n\n\n\n\u003cp> \u003c/p>\n\n\u003cp>\u003cb>2. Employee Relations &\nEngagement \u003c/b>\u003c/p>\n\n\n\n\u003cp>• Serve as a point of contact for employee\ngrievances and conflict resolution. \u003c/p>\n\n\n\n\u003cp>• Promote a healthy, respectful, and inclusive\nworkplace culture. \u003c/p>\n\n\n\n\u003cp>• Design employee engagement and recognition\nprograms. \u003c/p>\n\n\n\n\u003cp> \u003c/p>\n\n\u003cp>\u003cb>3. Performance Management \u003c/b>\u003c/p>\n\n\n\n\u003cp>• Implement a performance appraisal system\ntailored to hotel operations. \u003c/p>\n\n\n\n\u003cp>• Facilitate goal-setting, performance reviews,\nand feedback mechanisms. \u003c/p>\n\n\n\n\u003cp>• Support supervisors in performance improvement\nplans. \u003c/p>\n\n\n\n\u003cp> \u003c/p>\n\n\u003cp>\u003cb>4. Training & Development \u003c/b>\u003c/p>\n\n\n\n\u003cp>• Conduct a training needs analysis across\ndepartments. \u003c/p>\n\n\n\n\u003cp>• Develop a basic training calendar (compliance,\ncustomer service, hygiene). \u003c/p>\n\n\n\n\u003cp>• Coordinate internal and external training\nsessions. \u003c/p>\n\n\n\n\u003cp> \u003c/p>\n\n\u003cp>\u003cb>5. Compliance & Records \u003c/b>\u003c/p>\n\n\n\n\u003cp>• Ensure compliance with labor laws, health and\nsafety regulations, and hotel industry standards. • Maintain accurate and\nconfidential employee records. \u003c/p>\n\n\n\n\u003cp>• Manage contracts, warnings, disciplinary\nactions, and exit processes.\u003c/p>\n\n\n\n\u003cp> \u003c/p>\n\n\u003cp>\u003cb>6. Payroll\nSupport & Benefits Administration \u003c/b>\u003c/p>\n\n\n\n\u003cp>• Coordinate with\nthe finance/payroll team to ensure accurate salary\nprocessing. \u003c/p>\n\n\n\n\u003cp>• Maintain records for attendance, leave, and\novertime. \u003c/p>\n\n\n\n\u003cp>• Implement staff benefits and welfare programs\nin alignment with the budget. \u003c/p>\n\n\n\n\u003cp>\u003cbr>\u003c/p>\n\n\n\n\u003cp>\u003cb>Key Performance Indicators (KPIs): \u003c/b>\u003c/p>\n\n\n\n\u003cp>\u003cb>KPI Target/Indicator \u003c/b>\u003c/p>\n\n\n\n\u003cp>HR department setup completion Fully\nfunctional HR function within 90 days Policy and documentation rollout 100% of\ncore HR policies documented and approved within 2 months Recruitment turnaround\ntime Average time-to-hire ≤ 30 days \u003c/p>\n\n\n\n\u003cp>Onboarding completion rate 100% of\nnew hires complete onboarding within 7 days of joining Employee file compliance\n100% completeness of all employee files within 60 days Performance review\nimplementation 100% completion of reviews for all staff by review deadlines\nTraining delivery At least 1 training session per department per quarter\nCompliance audits Zero major non-compliance issues in internal HR audits\nAttrition rate ≤ 10% voluntary turnover in first year (adjustable per context)\u003c/p>\n\n\n\n\u003cp>\u003cb>\u003cbr>\u003c/b>\u003c/p>\n\n\u003cp>\u003cb>Qualifications & Requirements: \u003c/b>\u003c/p>\n\n\n\n\u003cp>• Bachelor's degree in Human Resources, Business\nAdministration, or related field. \u003c/p>\n\n\n\n\u003cp>• 3+ years of HR experience, preferably in the hospitality or service\nindustry. \u003c/p>\n\n\n\n\u003cp>• Strong knowledge of labor laws and HR best\npractices. \u003c/p>\n\n\n\n\u003cp>• Excellent interpersonal, communication, and\norganizational skills. \u003c/p>\n\n\n\n\u003cp>• Self-driven and resourceful, especially in\nsetting up new systems. \u003c/p>\n\n\n\n\u003cp>• Experience with HR software/HRIS is 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