Job Description:

The Vice President of Human Resources & Brand Culture serves as a strategic partner to the CEO and executive leadership team, responsible for designing, developing, and executing human capital strategies aligned with the company’s mission, growth, and performance objectives. This role leads all HR and training functions across domestic and international operations, fostering a culture of high performance, innovation, inclusion, and emotional intelligence.

As a strategic and hands-on leader, the VP is accountable for organizational effectiveness, talent development, employee engagement, cultural initiatives, and total rewards programs. The role also ensures operational excellence and compliance with legal, regulatory, and sustainability frameworks.

KEY RESPONSIBILITIES:

Strategic Leadership & Business Partnership

• Serve as a trusted advisor to the CEO and executive leadership on people strategy, organizational design, and cultural alignment.
• Lead enterprise-wide change management, transformation, and workforce planning initiatives.
• Drive the HR function as a business enabler, aligning people and performance with strategic goals.

Human Resources Operations

• Oversee HR operations across all business units, both domestically and internationally.
• Lead the corporate HR team and hotel HR operations teams in supporting a global workforce
• Establish and uphold scalable HR processes that enhance operational efficiency and support business agility.

Talent Management & Leadership Development

• Develop and implement strategies for talent acquisition, succession planning, and capability building.
• Champion learning and development programs that promote continuous growth and leadership effectiveness.
• Execute performance management systems linked to business KPIs and values-based behaviors.

Compensation, Benefits & HR Analytics

• Design competitive and equitable total rewards programs to attract and retain top talent.
• Leverage HRIS and analytics for data-driven decision-making, workforce planning, and organizational diagnostics.
• Monitor HR-related costs to ensure alignment with business productivity and efficiency targets.

Culture, Engagement & DEI (Diversity, Equity และ Inclusion)

• Shape and nurture a purpose-driven, inclusive workplace culture that reflects the company’s values.
• Lead initiatives to promote diversity, equity, and inclusion at all levels.
• Drive employer branding and internal communications to enhance engagement and reputation.

Compliance & Risk Management

• Ensure compliance with local labor laws, regulatory frameworks, and sustainability reporting (e.g., SET requirements).
• Manage employee relations, mitigate organizational risks, and enforce ethical and legal standards.
• Lead HR due diligence and integration efforts for mergers, acquisitions, and strategic partnerships.

Hotel Pre-Opening & Rebranding

• Lead HR strategy and execution for hotel pre-opening projects, ensuring alignment with brand standards, operational readiness, and talent acquisition timelines.
• Oversee rebranding initiatives from an HR and culture perspective, driving change management, communication, and team integration to support a seamless transition.

FUNCTIONAL RESPONSIBILITIES

• Vision & Strategy: Collaborate with leadership to define and execute a forward-looking HR and culture roadmap aligned with long-term business objectives.
• Values & Culture: Embed organizational values in all people initiatives and nurture a culture of inclusion, emotional intelligence, and innovation.
• Team Building: Lead, develop, and scale the HR and Brand Culture team to deliver best-in-class services across the employee lifecycle.
• Executive Coaching & Alignment: Partner with the CEO and executive team to enhance leadership effectiveness and alignment.
• Performance & Rewards: Implement company-wide performance frameworks that foster transparency, accountability, and recognition.
• Learning & Development: Build scalable learning solutions and career development pathways to enhance capability and engagement.
• Workforce Planning: Lead strategic workforce planning to ensure the right talent is in place to meet current and future business needs.
• Talent Acquisition: Oversee employer branding and end-to-end recruitment, including executive search and strategic hiring aligned with workforce plans.

CORE COMPETENCIES

• Strategic Thinking: Balances long-term vision with operational excellence and tactical execution.
• Leadership & Influence: Inspires, motivates, and drives alignment at all levels of the organization.
• Communication: Clear, persuasive, and empathetic communicator with strong written and verbal skills.
• Problem Solving: Solutions-oriented with the ability to analyze data and make sound decisions under pressure.
• Project Management: Highly organized, deadline-driven, and skilled at leading complex, cross-functional initiatives.
• Relationship Building: Empathetic and collaborative, with the ability to engage and influence stakeholders across all functions.
• Adaptability: Thrives in a dynamic, fast-paced, and high-growth environment.
• Ethical Judgment: Maintains confidentiality, integrity, and professionalism in all aspects of work.

QUALIFICATIONS & EXPERIENCE

• Minimum of 15 years of progressive experience in Human Resources, including at least 5 years in an executive HR leadership role within a high-growth or multi-national environment.
• Proven success in designing and implementing people strategies that drive engagement, performance, and business outcomes.
• Experience in multicultural and multi-country HR environments, particularly across Southeast Asia and the Indian Ocean.
• Strong background in coaching, organizational development, and change leadership.
• Demonstrated ability to lead high-performing teams and partner effectively across all business functions.
• Expertise in workforce planning, HR technology, total rewards, and employee engagement.
• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred).