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Global People
hace 2 meses
About the Role
The Hospitality Business Unit is a key driver of growth for Amadeus, a global technology provider. We are a diverse team of professionals from various backgrounds, locations, and nationalities. Our ambition is to become the leading technology provider in the market, helping hoteliers drive profitable demand, power operational efficiency, and deliver exceptional guest experiences.
Key Responsibilities
- Drive the people agenda in line with business objectives for a portfolio of units within the Hospitality Business Unit.
- Support People & Culture day-to-day and strategic initiatives, ensuring a holistic overview and support across all geographies.
- Collaborate with People & Culture Centers of Expertise to diagnose, develop, and deliver solutions to support client groups.
Key Activities
- Strategic HR Activities
- Act as the primary interface between the People & Culture area and the business, providing consultative advice to senior stakeholders.
- Support and advise management on people-related issues, such as Recruitment, Talent Management, Organisational Development, Retention, and Performance matters.
- Day-to-Day HR Support
- Plan and coordinate Talent acquisition initiatives for the respective business units.
- Support local and functional management in building talent pipelines and succession plans for key positions.
- Be responsible for talent retention and development, including early identification of emerging talent and development of the managerial layer.
- Be responsible for mobility of key resources (for project or line roles).
- Be responsible for the year-end compensation process, including explanation and review of the policy, market practices, tracking of the full population, advice on compensation distribution, reporting, and comparisons.
- Organizational Evolution
- Identify key People & Culture activities to support the business strategy and business plans.
- Plan and implement necessary reorganizations of departments, including communication plans, risk assessments, key people retention plans, individual and collective labor implications.
- Determine key position definitions and content to determine the right position grading.
- Help business unit heads apply relevant and tested methodologies for the development of the organization.
- Follow up and monitor implementation of exit and redeployment actions as required.
