Nestled in the heart of the Cape Winelands, Le Franschhoek Hotel and Spa sits quiet and unassuming, surrounded by magnificent mountain vistas. Ease into pure luxury and be treated to elegant finishes and careful attention to detail.

Job Overview:
The Human Resource Specialist supports Le-Franschhoek Hotel & Spa’s people strategy by delivering end-to-end HR operations across recruitment, onboarding, employee relations, performance management, learning & development, and HR compliance. Sitting at the intersection of service excellence and people experience, the role ensures that hotel talent practices are seamless, compliant with South African labour legislation, and aligned to the guest-centric standards of a luxury hospitality environment. The HR Specialist is a trusted partner to line managers, a steward of culture, and a custodian of accurate, secure HR data and processes.

Key Responsibilities:

1) Talent Acquisition & Workforce Planning

• Partner with department heads (Front Office, Housekeeping, Food & Beverage, Spa, Maintenance, Sales) to forecast staffing needs, seasonal peaks, and roster requirements.
• Screen CVs, conduct interviews, assessments, and reference checks; coordinate hiring decisions and offer management.
• Drive employer branding initiatives showcasing service excellence, training pathways, and career mobility.

2) Onboarding, Induction & Probation

• Design and deliver structured onboarding plans; ensure new hires complete statutory documentation, payroll forms, and training modules.
• Coordinate induction with department leaders (SOPs, brand standards, guest experience, safety protocols).
• Monitor probation reviews; advise managers on extensions, confirmations, or remedial actions.

3) Employee Relations & Industrial Relations

• Advise line managers on fair, consistent application of policies and procedures.
• Foster a positive workplace climate, facilitating conflict resolution and team interventions aligned to hotel service standards.

4) Performance Management & Recognition

• Coordinate the performance cycle: goal setting, mid-year and annual reviews, calibration, and development plans.
• Implement guest feedback integration (e.g., GSS scores, online review sentiment) to inform performance objectives.
• Support recognition programs, staff awards, and incentive schemes, ensuring transparency and inclusion.

5) Learning & Development

• Conduct training needs analyses; create annual training calendars for service excellence, cross-training, leadership, compliance, and safety.
• Track training attendance, outcomes, and ROI; maintain training records for compliance.

6) HR Compliance, Policies & Audits

• Maintain compliance with South African labour legislation (BCEA, LRA, EEA, OHSA, POPIA), hospitality regulations, and hotel policies.
• coordinate policy rollouts and awareness campaigns.
• Prepare for and support internal/external audits; implement corrective actions and continuous improvement.

7) Compensation, Benefits & Payroll Coordination

• Administer payroll inputs (new hires, terminations, changes, overtime, allowances) with Finance/Payroll.
• Ensure accurate time & attendance, shift rosters, and leave management aligned to BCEA and hotel operational demands.
• Support benefits administration (medical, provident, staff meals, accommodation where applicable), and salary benchmarking for hospitality roles.

8) HR Data, Reporting & Systems

• Maintain accurate HRIS records, personnel files, contracts, and consent forms (POPIA).
• Produce monthly HR dashboards (headcount, vacancies, turnover, absenteeism, ER cases, training hours, compliance).
• Use data insights to recommend workforce interventions and process improvements.

9) Wellness, Diversity & Culture

• Coordinate wellness initiatives (mental health support, EAP referrals, stress management for shift-based teams).
• Support diversity, equity, and inclusion (DEI) programs and Employment Equity (EE) plans; track targets and facilitate committee meetings.
• Champion hotel culture—professionalism, courtesy, and guest-centric behaviour—across all departments.

10) Stakeholder & Vendor Management

• Liaise with external stakeholders (training providers, recruiters, SETAs, EE consultants) and internal leaders.
• Negotiate service agreements, monitor quality, and manage budgets for HR initiatives.

Qualifications:

Required

• Bachelor’s degree/diploma in Human Resources Management, Industrial Psychology, or related field.
• 3–5 years HR generalist/specialist experience, ideally within hospitality/tourism or service-oriented environments.
• Solid understanding of South African labour laws (BCEA, LRA, EEA, OHSA, POPIA).

Preferred

• Hospitality-specific HR experience in hotels, lodges, or resorts.
• Professional registration (e.g., SABPP) or relevant HR certifications.
• Experience with HRIS/time & attendance systems used in hospitality (e.g., Sage, Kronos, Workday, or similar).

Behavioral Competencies:

• Service Orientation: Champions guest-first thinking; understands how HR decisions impact guest experience.
• Empathy & Fairness: Balances employee welfare with operational requirements; treats staff with dignity and respect.
• Integrity & Confidentiality: Handles sensitive information discreetly; upholds ethical standards and compliance.
• Resilience & Composure: Performs effectively under operational pressure, peak seasons, and shifting priorities.
• Collaboration: Builds strong relationships with department heads and frontline teams; fosters teamwork.
• Problem-Solving: Uses data and judgment to resolve ER cases and operational challenges efficiently.
• Accountability: Owns outcomes; meets deadlines; follows through on commitments and corrective actions.
• Adaptability: Flexible to changing guest volumes, staffing needs, and business priorities.
• Attention to Detail: Accurate documentation, payroll inputs, and compliance records.
• Influence & Coaching: Guides managers on people practices; facilitates behaviour change respectfully.

Contact information

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