Hospitality - Global People & Culture Business Partner The Hospitality Business Unit is one of the key drivers of growth for Amadeus. We are a team of teams from many backgrounds, locations, nationalities, and companies.
Our ambition is to become the #1 technology provider in the market and our goal is to help hoteliers drive profitable demand, power operational efficiency, and deliver memorable guest experiences.
The Hospitality Global PCBP is responsible for driving the people agenda in line with the business objectives for a portfolio of units within our Hospitality Business Unit.
The role of the P&C BP is to support the People & Culture day to day and strategic initiatives, and to ensure that the BU has a holistic overview and support across all geographies in which it operates in all relevant P&C matters.
This role requires strong collaboration with the People & Culture Centers of Expertise (Rewards and Recognition, Talent Acquisition, etc.) to diagnose, develop and deliver solutions to support client groups.
In this Role You'll:Strategic HR activities:Act as the primary interface between the P&C area and the business to provide consultative advice to senior stakeholders and assist them in achieving their business goals.Support and advise management on all people related issues, such as Recruitment, Talent Management, Organisational Development, Retention and Performance matters.Liaise with the respective corporate P&C teams and coordinate cross-regionally with other P&C colleagues to ensure global alignment.Day to day HR support:Plan and coordinate Talent acquisition initiatives for the respective business units.Support local and functional management building talent pipelines and succession plans for key positions in the organization.Be responsible for talent retention & development including early identification of emerging talent & the identification and development of the managerial layer as the organization grows.Be responsible for mobility of key resources (for project or line roles).Be responsible for the year-end compensation process: explanation and review of the policy, market practices, tracking of full population, advice on compensation distribution, reporting and comparisons, final validation with Hospitality SLT members.Identify key training and development needs and implementation of effective solutions.Organizational evolution:Identify key P&C activities to support the business strategy and the business plans.Plan and implement necessary reorganizations of departments (incl. communication plan, risk assessment, key people retention plans, individual and collective labor implications...)Determine key position definitions & content to determine the right position grading.Help the business units Heads apply relevant and tested methodologies for the development of the organization.Follow up and monitor implementation of exit and redeployment actions as required.
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