Human Resources Director Europe & UK (Based in Rome)

About the Company Hello! Welcome to Plaza Premium Group, we're people passionate about "Making Travel Better". We are a global company with team members from all walks of life, together we are PPGFamily, together we are building a legacy. You don't need to be from this industry, you do need to be passionate. Our promise to you: -We will respect and value your background and perspectives -We will work together with integrity -We will share our incredible pride for job, company, and industry What we ask of you: -Bring passion to all that you do -Listen, move fast and think innovatively -Speak up, have ideas, and share them -Believe in customer service, and treating every person with kindness As industry leaders in innovating global airport hospitality, you will work with colleagues from all parts of the world for a truly global experience. You will help and craft services and facilities in over 200 locations in more than 60 international airports across the world. Who we are: We were established in HK in 1998 by someone who understood the value of an airport lounge and felt that the experience shouldn't just be limited to a closed-circuit group of travellers. Through the years we have worked incredibly hard to create an experience that is both accessible and quality. Almost 28 years later we now span four core business segments: airport lounges, airport terminal hotels, airport meet greet services, and a range of airport dining concepts. With the future of travel always insight, we created Smart Traveller, a mobile-app rewards program underpinned by in-house technology. We are fast-moving and always evolving to drive our purpose of making travel better. Join our family today. Together, we'll make travel better. About the job: Your role will be to lead the Europe UK Region Human Resources function while ensuring alignment with the overall business strategic direction and industry’s requirements. The Human Resources department covers several functional capabilities that include talent management, talent acquisition, change management, compensation, and benefits, learning and development, employee engagement and communication, HR operations, etc. Strategic Roles and Responsibilities: Act as a human resource advisor to SVP EUUK Develop the HR strategy/plan of the company by incorporating input from respective functions of HR in alignment with the Group strategic objectives, HR strategic priorities and alignment with Group HR guidelines. Develop periodic reports to measure the performance of HR and the successful implementation of its plans while ensuring that it is permanently perceived as a key player and a strategic partner to the business. Lead the implementation of HR policies across the region in line with Group policies and governance frameworks and identify opportunities for continuous improvement across the region in terms of HR good practices related to performance management, leadership development, recognition, talent management, talent acquisition and other areas. Establish and periodically revisit the budget requirements of HR, and accordingly take a strategic part in the development of the company’s budget from an HR perspective Risk Management Roles and Responsibilities: Manage function’s risk by communicating and consulting with relevant internal and external stakeholders to identify risks and mitigate them as per pre-defined frameworks and procedures. Operational Roles and Responsibilities Talent Acquisition: Lead workforce planning activities across the region and ensure proper implementation of its policies and procedures by various functions. Work with the business leaders to assess staffing needs on a periodic basis. Direct the region recruitment activities to ensure proactive, timely and effective recruitment for all vacancies in line with the business needs and requirements. Encourage internal recruitment and secondment drivers for all vacancies to encourage employee career growth within the region Develop and implement specific action plans to minimize employee turnover, maximize retention and report on the plans’ effectiveness. Build relations and liaise with external bodies including government institutes, recruitment agencies, etc., to facilitate recruitment. Ensure that new hires are getting the proper induction at all levels e.g., on the job, culture, introduction to peers, etc. Talent Management: Lead the talent management flow in the region in alignment with identified Group framework and tools to identify, assess, develop, retain, and deploy talent. Ensure proper implementation of career planning framework, process, and tools to enable the company to retain and develop its talent sustainably. Monitor proper implementation of the succession plan from identifying critical positions to monitoring the development of key successors that are identified among the pool of talent at the Company Oversee the implementation of the region Performance Management System across the company, oversee the monitoring and evaluation of employee performance; ensure that appraisals across the company are conducted in line with the performance expectations of each role. Learning and Development: Ensure that learning and development framework and tools are well implemented throughout the region to maintain professional development of the employees. Oversee the development of the training calendar and budget, in line with assessed training needs and supervise the execution of training plans. Change Management and HR Communications: Lead organizational change management while ensuring that the region is embracing the dynamic environment it operates in Ensure that employees’ HR-related complaints and suggestions are effectively managed, and that lessons learned are extracted and shared with the team when it comes to complaints and issues. Manage employee engagement surveys and ensure results are well extracted into action plans to positively influence motivation and performance levels within the workforce. Plan and implement the HR communication processes to ensure rapid transfer of accurate information up, down, and across the company by reviewing HR content messaging, deciding on relevant audience, frequency, medium, etc. within the guidelines of Group policies. Compensation and Benefits: Provide input into the design of the general compensation and benefits policies designed. Implement the general compensation and benefits policies to what fits best to the company in line with the company HR strategy, business requirements and in consistency with the Group policies. Manage the evaluation and benchmark of compensation practices and annual salary reviews pertaining to the industry with the support and guidance of the company Reward function to ensure economies of scale from a vendor management perspective. Organization Development Oversee the implementation of organizational development initiatives across the region. These include but are not limited to; the redesign of organization structure, defining functional roles, developing delegation of authority matrix, etc. within the company policies and frameworks. Manage job analysis exercise and ensure proper implementation of job descriptions for positions across the Region. Employee Services: Ensure proper management of employee services processes, including employee data, leaves, separation, etc. Optimize the use of the HRIS system to improve efficiency and effectiveness of HR processes, increase employee-centricity and enhance self-service in collaboration with Corporate HR team. HR Performance Management Measure HR performance based on HR predefined dashboard (financials, business effectiveness (process), people, and customers) Manage workforce analytics using business intelligence tools, reporting mechanisms, and metrics People Management Roles and Responsibilities Provide leadership and direction to subordinates towards the achievement of goals and objectives. Ensure that team members acquire the required skills and knowledge through appropriate training programs, while identifying the appropriate gaps and training costs/benefits to ensure budgetary parameters are met. Ensure potential successors are identified, developed, and trained for succession planning purposes Qualifications: Bachelor's degree in Human Resources, Business Administration, or a related field (Master's degree preferred). Professional HR certification (e.g., SPHR, SHRM-SCP) is a plus. Extensive experience (12 years) in HR leadership roles, including strategic HR planning and team management. Strong knowledge of employment laws and regulations. Excellent communication, interpersonal, and leadership skills. Proven ability to develop and implement HR strategies that drive organizational success. Demonstrated experience in talent acquisition, employee engagement, and talent management. Proficiency in HR software and systems.