Talent Development Manager
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Guided by our culture, The Calling, we create an environment enlivened by our employee value propositions: Enrich and be Enriched, Bring Your True Self, Curate the Extraordinary, and Leave Your Legacy. As champions of Relationship Hospitality, we cultivate a culture that fosters our values of innovation, passion, collaboration, ownership and transparency. We strive to Make the Place – creating a future where people and place enrich one another.
Rosewood Rome is currently casting for a Talent Development Manager to design and implement programs to grow employee skills, aligning with business goals through needs analysis, training design (leadership, skills), succession planning, and performance management, fostering a culture of continuous learning and engagement, often using Rosewood Learning and data to track effectiveness, and working with T&C; and leaders to build talent pipelines and retain top performers at Rosewood Rome, from the opening onwards.
Key Responsibilities
- Strategy & Design: Create talent strategies, needs assessments, and development plans aligned with company objectives.
- Onboarding Management: Help to identify top talent (i.e. those with high potential), determine the level of workplace knowledge and skills, and what amount of professional support is needed to effectively engage new hires.
- Designing Development Programs: Create tailored training programs and initiatives that address identified needs. These programs may include workshops, seminars, e-learning courses, mentoring sessions, and on-the-job training.
- Assessing Training Needs: Conduct thorough assessments to determine the skills and knowledge gaps within the organization. Use surveys, interviews, and performance data to identify areas that require development.
- Program Management: Develop and manage training programs, workshops, mentoring, onboarding, and leadership development.
- Fostering a Learning Culture: Promote a culture of continuous learning and improvement within the organization. Encourage employees to seek out development opportunities and embrace new challenges.
- Performance & Succession: Oversee performance management, map career paths, identify high-potential employees, and build succession plans.
- Culture & Engagement: Champion a culture of continuous learning, employee engagement, DEI initiatives, and open feedback, leading the Rosewood Gallup annual survey rollout and results.
- Collaboration: Partner with T&C;, department leaders, and senior management.
- Analysis & Reporting: Use metrics and data to evaluate program effectiveness and report on trends.
- Managing Budgets: Oversee the budget for training and development activities. Ensure that resources are allocated effectively and that programs are delivered within budget constraints.
- Technology: Manage the Rosewood Learning platform and digital learning tools.
About You
- Strong Communication: Excellent verbal and written communication skills are essential for conveying information clearly and effectively. This is vital for conducting training sessions, writing materials, and interacting with employees at all levels.
- Analytical Thinking: Ability to analyze data and feedback to identify training needs, evaluate program effectiveness, and make data-driven decisions.
- Project Management: Proficient in managing multiple projects simultaneously, adhering to timelines, and ensuring that training programs are delivered on schedule.
- Interpersonal Skills: Strong interpersonal skills to build relationships with employees, understand their development needs, and foster a supportive learning environment.
- Adaptability: Ability to adapt to changing organizational needs and industry trends. This includes updating training programs to reflect new skills, technologies, and methodologies.
- Leadership: Demonstrated leadership abilities to inspire and motivate employees. Leading by example and fostering a positive learning culture within the organization.
- Technical Proficiency: Familiarity with various training and e-learning platforms, as well as proficiency in using HR software and tools for tracking and managing development activities.
- Creativity: Innovative thinking to develop engaging and effective training materials and programs that capture employees' interest and facilitate learning.
- Previous experience with LQA and Forbes standards is a must have.
- Minimum 3-year experience as a Human Resources Manager or TD Manager at a luxury or ultra-luxury hotel/resort.
- Preopening experience is a must have.
- Italian native, and required to speak, read and write excellent English.
- Package is aligned with experience and varies from 38k€ to 45k€ annually. The salary range for this position is indicative and provided as a guide. The final offer may vary depending on factors including relevant experience, skills, qualifications, and internal equity considerations. Further details regarding the total reward and benefits package will be shared during the recruitment process. Salary ranges may vary by location in line with local market conditions and applicable pay transparency regulations. Compensation information is shared for the primary location of this role. Where the position is advertised with additional locations the compensation range will be discussed during the recruiting process.
Guided by our culture, The Calling, we create an environment enlivened by our employee value propositions: Enrich and be Enriched, Bring Your True Self, Curate the Extraordinary, and Leave Your Legacy. As champions of Relationship Hospitality, we cultivate a culture that fosters our values of innovation, passion, collaboration, ownership and transparency. We strive to Make the Place – creating a future where people and place enrich one another.
Rosewood Rome is currently casting for a Talent Development Manager to design and implement programs to grow employee skills, aligning with business goals through needs analysis, training design (leadership, skills), succession planning, and performance management, fostering a culture of continuous learning and engagement, often using Rosewood Learning and data to track effectiveness, and working with T&C; and leaders to build talent pipelines and retain top performers at Rosewood Rome, from the opening onwards.
Key Responsibilities
- Strategy & Design: Create talent strategies, needs assessments, and development plans aligned with company objectives.
- Onboarding Management: Help to identify top talent (i.e. those with high potential), determine the level of workplace knowledge and skills, and what amount of professional support is needed to effectively engage new hires.
- Designing Development Programs: Create tailored training programs and initiatives that address identified needs. These programs may include workshops, seminars, e-learning courses, mentoring sessions, and on-the-job training.
- Assessing Training Needs: Conduct thorough assessments to determine the skills and knowledge gaps within the organization. Use surveys, interviews, and performance data to identify areas that require development.
- Program Management: Develop and manage training programs, workshops, mentoring, onboarding, and leadership development.
- Fostering a Learning Culture: Promote a culture of continuous learning and improvement within the organization. Encourage employees to seek out development opportunities and embrace new challenges.
- Performance & Succession: Oversee performance management, map career paths, identify high-potential employees, and build succession plans.
- Culture & Engagement: Champion a culture of continuous learning, employee engagement, DEI initiatives, and open feedback, leading the Rosewood Gallup annual survey rollout and results.
- Collaboration: Partner with T&C;, department leaders, and senior management.
- Analysis & Reporting: Use metrics and data to evaluate program effectiveness and report on trends.
- Managing Budgets: Oversee the budget for training and development activities. Ensure that resources are allocated effectively and that programs are delivered within budget constraints.
- Technology: Manage the Rosewood Learning platform and digital learning tools.
About You
- Strong Communication: Excellent verbal and written communication skills are essential for conveying information clearly and effectively. This is vital for conducting training sessions, writing materials, and interacting with employees at all levels.
- Analytical Thinking: Ability to analyze data and feedback to identify training needs, evaluate program effectiveness, and make data-driven decisions.
- Project Management: Proficient in managing multiple projects simultaneously, adhering to timelines, and ensuring that training programs are delivered on schedule.
- Interpersonal Skills: Strong interpersonal skills to build relationships with employees, understand their development needs, and foster a supportive learning environment.
- Adaptability: Ability to adapt to changing organizational needs and industry trends. This includes updating training programs to reflect new skills, technologies, and methodologies.
- Leadership: Demonstrated leadership abilities to inspire and motivate employees. Leading by example and fostering a positive learning culture within the organization.
- Technical Proficiency: Familiarity with various training and e-learning platforms, as well as proficiency in using HR software and tools for tracking and managing development activities.
- Creativity: Innovative thinking to develop engaging and effective training materials and programs that capture employees' interest and facilitate learning.
- Previous experience with LQA and Forbes standards is a must have.
- Minimum 3-year experience as a Human Resources Manager or TD Manager at a luxury or ultra-luxury hotel/resort.
- Preopening experience is a must have.
- Italian native, and required to speak, read and write excellent English.
- Package is aligned with experience and varies from 38k€ to 45k€ annually. The salary range for this position is indicative and provided as a guide. The final offer may vary depending on factors including relevant experience, skills, qualifications, and internal equity considerations. Further details regarding the total reward and benefits package will be shared during the recruitment process. Salary ranges may vary by location in line with local market conditions and applicable pay transparency regulations. Compensation information is shared for the primary location of this role. Where the position is advertised with additional locations the compensation range will be discussed during the recruiting process.