Head - Human Resources - Wellness Industry

Strategic (Direct ownership)

1. Working closely with Retreat leadership, builds a winning team.

2. Aligned with Retreat vision, puts together all Human Resources policies and processes.

3. Ensures strong focus on wellness and sustainability principles in all people aspects of the Retreat.

4. Leads, and manages the Human Resources Department, recommending long-term goals, developing and implementing strategies to meet the retreat business objectives.

5. Coordinates and assists Department Heads in the preparation of the retreat 's manning guide and ensures that staffing levels are in line with the annual manning guide budget.

6. Develops, implements and continually reviews HR policies & procedures, practices and personnel administration systems, updating and / or recommending improvements as appropriate to management.

7. Ensures that the Service Culture, which supports the vision and mission, is created and implemented. An open-door philosophy, empowerment, and development of talents are minimum standards to underline the importance of this culture.

Operational Scope of the Role :

As a key Retreat leader, relates to and advocates Wellness as a Culture, facilitating positive action in the areas of conservation, sustainability and healing.

9. In all operational aspects, encourages and practices wellness and sustainability principles. Makes these part of Retreat day to day working.

10. Maintain a basic knowledge of the different advantages and procedures relating to wellness treatments and values.

11. Encourages Retreat leadership to be ambassadors of Wellness and Sustainability.

12. Manages the recruitment function by developing and implementing recruiting systems and procedures to attract best-qualified candidates. Recruits and participates in the selection of all employees across levels.

13. Runs and monitors the Performance Management System and acts in an advisory capacity to the Retreat leadership and Department Heads on the process and actively participates in the talent management plan.

14. Outlines a Retreat Succession Plan, aligning with business objectives. Works closely with Retreat leadership in successful implementation to ensure healthy talent retention and proper staffing on long-term basis.