Talent & Culture Manager

Lead and drive the Talent & Culture function at the property level, ensuring full alignment with Cocoon Collection corporate standards, L&D pathways, and operational KPIs.

The role is responsible for building a high-performance culture, ensuring compliance, strengthening leadership capability, and delivering a consistent employee experience that supports service excellence and guest satisfaction.

1. Strategic HR Leadership & Alignment

• Act as the strategic HR partner to the General Manager and HODs
• Ensure full alignment with Cocoon Collection T&C frameworks, policies, and brand culture
• Drive execution of corporate HR strategies at property level
• Lead workforce planning aligned with business forecasts, seasonality, and budget targets
• Contribute to organizational design and manpower optimization

2. Recruitment & Workforce Planning Excellence

• Lead end-to-end recruitment ensuring quality, speed, and cultural fit
• Maintain manpower plans aligned with approved budgets and productivity ratios
• Build talent pipelines for critical roles and succession planning
• Ensure strong onboarding experience aligned with Cocoon standards
• Track recruitment metrics (time-to-hire, cost-per-hire, quality-of-hire)

3. Performance Management & Talent Development

• Drive performance management framework (goal setting, reviews, calibration)
• Ensure 100% completion and quality of appraisals across departments
• Identify high-potential employees and support their progression through:
• STARTER → BLOOM → GROW → EVOLVE → INSPIRE pathways
• Work closely with L&D to build future leaders and internal promotions pipeline
• Address performance gaps through structured improvement plans

4. Learning & Development Integration

• Ensure execution of annual training plan and monthly training calendar
• Drive adoption and engagement of Typsy platform
• Support trainers and HODs in delivering structured development programs
• Measure and improve training effectiveness and ROI
• Lead initiatives to close gaps identified through GDI audits and operational reviews

5. Employee Engagement & Culture Building

• Champion a positive, inclusive, and performance-driven culture
• Lead employee engagement strategies, including:
• Recognition programs
• Team member activities
• Welfare initiatives
• Monitor employee sentiment and implement corrective actions
• Strengthen employer branding internally and externally

6. Employee Relations & Discipline Management

• Manage all disciplinary processes ensuring fairness, consistency, and compliance
• Act as escalation point for grievances and conflict resolution
• Maintain strong industrial harmony and minimize disputes
• Conduct exit interviews and provide actionable insights

7. Compensation, Payroll & HR Operations

• Oversee payroll accuracy, benefits administration, and staff movements
• Ensure alignment with company compensation structure and service charge practices
• Monitor leave utilization, overtime, and workforce cost control
• Maintain accurate HRIS data and documentation

8. Compliance, Legal & Audit Readiness

• Ensure 100% compliance with Maldivian Labour Law and regulatory requirements
• Maintain audit-ready documentation for internal audits and GDI standards
• Manage work permits, visas, and government reporting
• Liaise with legal advisors when required

9. Health, Safety & Risk Management

• Support and enforce health & safety standards across the property
• Ensure proper reporting and investigation of incidents
• Participate in risk mitigation and safety committee initiatives

10. Reporting & Analytics

• Deliver accurate and timely reports, including:
• Turnover
• Absenteeism
• Recruitment metrics
• Training effectiveness
• Provide data-driven insights to support decision-making
• Track and improve HR KPIs consistently

1. Compliance & Audit

• 100% compliance with labour laws, company policies, visas, and work permits
• Zero major audit findings with ≥ 98% documentation accuracy

2. Recruitment & Workforce

• Time-to-fill ≤ 30–45 days with ≤ 5% critical vacancy rate
• ≥ 90% offer acceptance and ≥ 85% new hire retention
• Manpower cost within ±3% of budget

3. Employee Engagement & Retention

• ≥ 80% employee engagement score with controlled turnover
• ≤ 2% absenteeism rate
• 100% exit interviews with ≥ 90% action closure

4. Performance Management

• 100% appraisal completion with ≥ 90% quality compliance
• ≥ 70% PIP success rate and ≥ 30% internal promotions

5. Learning & Development

• 100% training plan execution with ≥ 85% effectiveness
• ≥ 80% Typsy active usage and ≥ 75% completion
• Identified successors for key roles

6. Employee Relations

• Disciplinary cases resolved ≤ 10 days with ≤ 5% repeat cases
• Minimal labour disputes and ≥ 85% grievance satisfaction

7. HR Operations

• 100% payroll accuracy and timely HR reporting with ≥ 98% data accuracy
• ≥ 90% leave utilization

8. Leadership & Impact

• ≥ 85% leadership satisfaction with 100% initiative execution
• Measurable improvement in productivity and service standards