Brief description of the Restaurant
From a single establishment, Les Amis Group has gone from strength to strength, capitalising on its commitment to quality in food, wine and service, to venture into other cuisine styles and concept. Today, Les Amis Group has 25 concepts, 1 virtual concepts and 38 restaurants in Singapore, and multiple overseas concepts including joint ventures and franchises in Hong Kong, Myanmar, Vietnam and Indonesia, with more expansion plans in the pipeline.
With award-winning concepts ranging from high-end French and Japanese restaurants to midmarket concepts offering Italian pizzas, Vietnamese noodles and authentic French bistro dining. Les Amis Group is undisputedly one of Singapore’s most influential and well-respected restaurant groups.
Les Amis is a group built on values of excellence, humility, inclusiveness, integrity and teamwork. Whether they are in fine-dining, Asian cuisine or casual dining, all our employees uphold the same values and fulfil a one-company approach to all that we do, from the relationships we build with our business partners and to the experience our guests and customers have at every touch-point across the Les Amis Group.
Job Descriptions
As a Business Partner, you will provide consultative advice and end-to-end support to a selection of concepts under your charge; developing, communicating, and executing HR policies, processes and metrics that support the achievement of the Group’s business goals.
- Be the central point of contact for Heads of Concepts and employees alike; providing guidance on the application of Group HR policies, procedures, and standards.
- You will maintain an effective level of business literacy about the Concept’s performance, its midrange plans, and its culture, and be highly competent in building relationships with management heads and employees of each concept as well as Group heads, to influence and facilitate change.
- As a domain expert in Talent Acquisition and Talent Management, you will be responsible for providing leadership in the area of Talent Acquisition, Employer Branding, and Talent Management – formulating HR strategies that deliver value to employees as well as the business This would include ownership of strategic projects, overseeing a range of activities to ensure departmental operational efforts are productively managed through to execution.
# Strategic Planning
- Assist the Heads of Concepts and Departments in the manpower budgeting and forecasting cycle and process (which forms part of the operating budget) for the Concepts under your charge.
- Work closely with Group Heads of Departments, Head(s) of Concepts, to ensure alignment on human capital policies, talent development initiatives, employee engagement programs.
- Produce timely management reports and provide quality counsel on human capital issues/matters to management, at the Group and Concept level, to facilitate and enable decision-making.
- Support the Performance & Talent Management process, developing and implementing succession and individual career development plans for employees in coordination with the Heads of Concepts and Group-level Senior Management.
- Work closely with the HR Team and drive continual efforts to improve the HR Delivery Model in the specific HR functional areas, including payroll to enable the provision of enhanced HR services to internal customers.
- Be an effective Employee Champion; leading and sustaining Employee Engagement activities that enhance the employee experience.
- Lead talent acquisition, assessment/selection, and associated processes to ensure consistency in the candidate experience and selection of human Capital with the right skills and competencies.
- Work closely with the Marketing team to design and develop a coherent Employer Branding strategy and roadmap and lead the consequent branding and attraction efforts.
- Develop the Talent Acquisition/sourcing strategy; driving best practice(s) in recruitment, assessment and selection and formulating the hiring framework, relevant policies, programs, and process as necessary to enhance the Group’s ability to recruit, select and acquire a passionate and high-performing workforce.
- Generate, analyse, and interpret statistics and data from talent acquisition activities to identify future talent needs, and insights into specialized or competitive intelligence and research that would proactively influence key decision on talent acquisition/sourcing, engagement, and retention strategies
- Develop strong industry networks and build relationships with third party recruitment agencies, staffing firms.
- Lead the development and curation of milestone Leadership programs and talent development strategies, crafting career pathways and succession planning.
- Work closely with the L&D to craft outreach programs for employees and also internships, career fairs etc, that contribute towards building of the talent pipeline as well as anchoring the Group’s Employer Brand.
- Assist in the development and monitoring of the Talent Acquisition and Learning budget.
- Participate and/or lead special HR projects and/or developing strategies that address a range of complex human capital and business issues.
- Documenting and reporting on employees' performance.
- Implementing strategies to develop and retain employees.
# Hiring
- Devising, Developing and Handling the entire spectrum of Recruitment functions for concepts/outlets under your charge.
- Updating and maintaining job descriptions and proposed salary structures for each opening.
- Posting job ads and enlisting the support of Recruiters, who will source and vet applications and forwarding the applications to the respective Hiring Managers.
- Ensure that the entire employee life cycle from interview to onboarding is completely handled and executed.
# Compensation & Benefits
- Define and develop a fair, equitable and competitive total compensation and benefits package.
- Develop and evolve company’s pay scale and structure and devise an Appraisal and Increment exercise.
- Assess employees needs by conducting organisational psychology surveys to find out what motivates and engages employees.
- Prepare job descriptions, job analysis, job evaluations and job classifications.
- Participate in salary and labour market surveys to determine prevailing pay rates and benefits.
- Work with managers to help develop promotion and retention strategies for existing employees.
- Develop a budget and keep operations within that budget.
- Oversee compensation and payroll support team.
- Conduct ongoing research into emerging trends, issues and best practices.
- Conduct and implement Employee satisfaction survey.
# Employee Relations
- Providing information to employees on counselling, benefits and other services and programs available to them.
- Performing employee background checks and verifying information.
- Communicate policies pertaining to Human Resources, compensation, and benefits.
- Organize and update employee files.
- Identify trends and implement new practices to engage and motivate employees.
- Inspecting and improving the physical environment.
- Creating and conducting training for employees.
- Investigating workplace situations.
- Ensure that the company's rules and regulations comply with changing laws and regulations
# Talent Management & Succession Planning
- Assess the current capabilities of talents versus the capabilities needed for the future and recommend ways to address these needs through a talent management programme.
- Establish a career development framework, policy and programmes as a key area of employee benefits.
- Consult with HR Business Partners and business leaders to understand and validate learning needs identified by the business.
- Work with L&D manager on the learning needs.
- Support organizational design/restructuring and work with various business leaders on talent deployment and development.
- Implement a talent pipeline strategy that ensures future talent needs are being met and a continuous flow of the right candidates is established.
- Responsible for how talent grows within the organisation, by building talent pipeline and development of high potential talents, as well as responsible for management executives, scholarship, and internship programs.
Job Requirements
- Qualifications in Business Administration, Human Resources, Organisation Psychology, or related discipline of study.
- Certification from IHRP would be advantageous.
- At least 5 years of HR experience in a in FMCG, Hospitality and lifestyle or food and beverage industry sectors.
- Leadership and influencing skills.
- Excellent communication and negotiating skills.
- Organizational, planning and time management skills.
- Ability to coach people and give constructive feedback.
- Strong presentation and facilitation skills.
- Highly creative in exploring new talent acquisition channels, and adept in the use of social media for Employer Branding.
- Proficient in local employment laws and HR legislations and its interpretation.
- Leadership and influencing skills.
- Excellent communication and negotiating skills.
- Organizational, planning and time management skills.
- Ability to coach people and give constructive feedback.
- Strong presentation and facilitation skills.
- Highly creative in exploring new talent acquisition channels, and adept in the use of social media for Employer Branding.
- Proficient in local employment laws and HR legislations and its interpretation.
- Proficient in technology - SAP, Microsoft Office software (Excel, PowerPoint)
- Self-motivated & methodical.
- Flexible and adaptive to changes.
- Meticulous/Attention to detail in all areas including personal space.
- Exercises flexibility in decision making.
- Genuine interest in the betterment and nurturing of staff at heart.
- Humble (Soft spoken) & Inclusive.
- Well spoken. And able to converse in chinese with chinese speaking staff
- Particular about personal appearance and grooming
Working hours
- 9am-6pm / 5 days work week
Benefits
- No AWS but there is Bonus
