Human Resources Supervisor/Giám sát Nhân sự

Hạn nộp:30/05/2026Mức lương:Thỏa thuận Thông tin cơ bản Số lượng1Nơi làm việcQuận 1-TP HCMGiờ làm việcGiờ hành chínhLoại hìnhKhách sạn/ Khu căn hộResort/ Khu Du lịchNhà hàng/ Bar/ PubNgành nghềHành chính, nhân sựVị tríTrưởng ca/ Giám sátCập nhật19/05/2026 23:51 JOB SUMMARYHuman Resources Supervisor oversees the full recruitment cycle and manages compensation & benefits operations, with responsibilities equally balanced between Talent Acquisition (50%) and C&B (50%). This role leads the HR team in delivering quality candidates, ensuring accurate and timely payroll processing, managing employee benefits, and fostering positive employee engagement. Additionally, this position drives HR process development, ensures compliance with labor regulations, and supports smooth HR operations across the hotel.KEY RESPONSIBILITIESA. TALENT ACQUISITION (50%)Lead and manage end-to-end recruitment process for all positions, from entry-level to managerial roles across all hotel departments.Partner with department heads to understand staffing needs, forecast hiring requirements, and develop job descriptions.Oversee sourcing strategies through various channels: job portals, social media, headhunting, referrals, and partnerships with hospitality schools.Supervise CV screening, initial interviews, and coordinate interview processes with hiring managers.Review and approve offer letters, manage onboarding procedures, and ensure smooth candidate experience.Track and analyze recruitment metrics (time-to-hire, cost-per-hire, source effectiveness) and provide regular reports to management.Build and maintain a strong talent pipeline for current and future hiring needs.Lead participation in job fairs, career events, and employer branding initiatives.B. COMPENSATION & BENEFITS (50%)Oversee end-to-end payroll processing to ensure accuracy and timeliness, including attendance, leave, overtime, and statutory deductions.Manage employee benefits administration, including social insurance, health insurance, unemployment insurance, and other statutory contributions.Ensure full compliance with labor laws and tax regulations in all C&B activities.Prepare and review monthly payroll reports, tax reports, and related submissions.Coordinate with Finance and relevant departments to resolve payroll discrepancies and employee inquiries.Monitor and track employee probation periods, contract renewals, and salary reviews in alignment with company policies.Maintain accurate records of employee compensation data and ensure confidentiality.C. MANPOWER PLANNING & WORKFORCE ANALYSISCollaborate with HR Director and department heads on manpower planning and headcount budgeting.Analyze recruitment needs based on operational requirements and business forecasts.Provide data-driven insights and recommendations on staffing levels and hiring priorities.Conduct regular workforce analysis to identify gaps, turnover trends, and future hiring needs.Advise department heads on realistic recruitment timelines and market availability.D. HR PROCESS DEVELOPMENT & SOPSDevelop, review, and update HR Standard Operating Procedures (SOPs) to ensure efficiency and compliance.Create and maintain HR forms, templates, and documentation for consistent use across departments.Ensure all HR processes align with company policies and labor law requirements.Continuously improve HR workflows to enhance productivity and candidate/employee experience.Standardize recruitment, onboarding, and C&B processes across all departments.E. TRAINING & COMPLIANCE SUPPORTTrain and guide department heads and hiring managers on updated HR processes and procedures.Conduct orientation sessions for new hires on HR policies, procedures, and company culture.Support line managers in understanding and implementing HR standards and compliance requirements.Ensure all departments adhere to approved recruitment, onboarding, and C&B processes.Provide ongoing support to HODs on HR-related queries and process guidance.F. EMPLOYEE RELATIONS & INTERNAL COMMUNICATIONSServe as a key point of contact for employee queries and concerns, fostering a positive and supportive work environment.Plan and execute employee engagement activities, events, and recognition programs.Oversee internal communications, including announcements, newsletters, and information sharing across departments.Promote a culture of open communication, teamwork, and mutual respect.Handle employee feedback, support conflict resolution, and escalate complex issues to HR Manager when needed.G. EMPLOYER BRANDING & TALENT ATTRACTIONLead employer branding initiatives to position Lancaster Legacy as an employer of choice in the luxury hospitality industry.Develop and oversee engaging recruitment content on social media and job platforms.Build and maintain strong relationships with hospitality schools, training institutions, and industry networks.Represent the hotel at career fairs, networking events, and industry conferences.H. TEAM SUPERVISION & DEVELOPMENTSupervise, guide, and support HR executive/officer and interns in their daily tasks.Conduct regular team meetings, provide coaching and feedback, and support professional development.Ensure smooth workflow and effective delegation within the HR team.Step in to handle complex or sensitive HR matters when required.