Corporate Vice President - Talent & Culture

Job Description

Rotana is seeking an inspiring and dynamic Corporate Vice President - Talent & Culture to shape the future of our people and culture strategy, spark innovation, and drive our growth journey to the next level across the organisation.

The Corporate Vice President - Talent & Culture plays a critical role in translating Rotana’s business strategies into a dynamic and forward-looking T&C strategy that ensures sustainable success. This leadership role is focused on positioning Rotana as the “Employer of Choice,” by proactively identifying and meeting current and future talent needs with agility and precision.

A core principle embedded in this role is “Treasured Time”, valuing and optimizing the time of our people and leadership through streamlined T&C processes, innovative talent management, and a culture that fosters engagement, well-being, and productivity. The CVP - T&C is a champion of culture, driving initiatives that nurture an inclusive, collaborative, and high-performance environment aligned with Rotana’s values and vision.

General Duties And Responsibilities

Culture and Employee Engagement

• Foster an inclusive, positive workplace culture that promotes employee motivation, well-being, and alignment with Rotana’s vision and values.
• Lead initiatives that enhance employee engagement, encourage collaboration, and drive high performance across all levels of the organization.
• Champion diversity, equity, and inclusion to create a respectful and supportive environment.
• Develop recognition and reward programs that celebrate achievements and reinforce organizational values.
• Partner with leadership to embed culture in all T&C practices and business operations.
  
  

Policy Development and Compliance

• Develop, maintain, and update T&C policies and procedures to comply with legal standards and support corporate objectives while maintaining the people first culture.
• Ensure consistent application of policies across all properties and monitor adherence through audits and reviews.
• Stay informed of legislative changes and industry best practices to proactively adjust policies. Facilitate training to ensure managers and employees understand and implement policies correctly.
  
  

Strategic T&C Planning and Execution

• Translate Rotana’s business strategies into actionable T&C plans that support growth and operational goals.
• Identify workforce needs, including skills gaps and future talent requirements, to ensure readiness.
• Use data-driven insights to inform T&C decisions and measure impact.
• Lead organizational change initiatives to enhance agility and competitiveness.
  
  

Organizational Structure and Efficiency

• Analyse current organizational design and recommend adjustments to improve efficiency and effectiveness.
• Collaborate with executive leadership to implement restructuring or realignment as needed.
• Promote clarity in roles and responsibilities to enhance accountability and performance.
• Monitor the impact of organizational changes and optimize accordingly.
  
  

Talent Acquisition, Development, and Succession Planning

• Design strategies to attract and hire top talent aligned with Rotana’s brand and values.
• Oversee comprehensive onboarding programs to integrate new employees successfully.
• Develop career development and learning pathways to support employee growth.
• Ensure succession plans identify and prepare future leaders at all levels.
• Monitor retention metrics and implement initiatives to reduce turnover.
  
  

Compensation, Benefits, And Performance Management

• Ensure competitive and equitable compensation structures aligned with market trends and company goals.
• Oversee administration of benefits programs that support employee health and well-being.
• Manage performance appraisal systems that drive accountability and development.
• Design incentive and bonus programs to motivate and reward outstanding performance.
• Regularly review and update compensation policies to maintain fairness and competitiveness.
  
  

Leadership Partnership and T&C Team Leadership

• Build trusted partnerships with senior executives to advise on people strategy and workforce planning.
• Provide coaching and development opportunities for T&C team members to build strong functional capabilities.
• Foster a collaborative T&C team culture focused on delivering value and innovation.
• Ensure T&C team alignment with corporate objectives and service excellence standards.
  
  

T&C Processes, Operational Synergies, and Efficiency

• Standardize T&C processes across properties while allowing flexibility for local needs.
• Drive initiatives to streamline administrative tasks and reduce bureaucracy.
• Implement technology and systems that enhance T&C service delivery and data accuracy.
• Promote the concept of Treasured Time by optimizing leaders’ and employees’ use of time.
• Encourage cross-functional collaboration to leverage best practices and resources.
  
  

Support for Hotel Development and Corporate Social Responsibility

• Coordinate T&C activities for hotel openings, expansions, and management transitions.
• Plan recruitment and resourcing to ensure smooth operational launches.
• Engage hotel leaders and employees in CSR programs that build community goodwill.
• Promote employee volunteerism and sustainable business practices aligned with company values.
• Measure and report on CSR participation and impact.
  
  

Operational Oversight and Financial Discipline

• Monitor payroll, headcount, and outsourcing to ensure cost control and operational efficiency.
• Conduct regular audits and reviews to ensure compliance with T&C policies and legal requirements.
• Manage budgets related to T&C activities, training, and benefits.
• Identify and mitigate risks related to workforce management.
• Use metrics and dashboards to track performance and support data-driven decisions.
  
  

Skills

Education, Qualifications & Experiences

• Bachelor’s degree in Human Resources, Business Administration, Hospitality, or a related field (Master’s degree preferred).
• Minimum of 10 years of progressive HR leadership experience, including corporate and multi-regional roles.
• Proven experience in leading global HR strategies and initiatives across diverse markets.
• Strong background in organizational design, talent management, leadership development, and workforce planning.
• Demonstrated success in partnering with executive leadership and influencing strategic business outcomes.
• Solid understanding of employment laws, regulatory frameworks, and HR compliance across different geographies.
• Experience leading HR transformation and digitalization initiatives.
• Strong exposure to hospitality, service-oriented industries, or multinational environments.
  
  

Knowledge & Competencies

The Ideal Candidate Will Be Dynamic And Well Qualified, With a High Level Of Motivation And Enthusiasm And Should Possess Following Competencies

• Strategic Vision and Execution
• Culture and Change Leadership
• Business and Financial Acumen
• Leadership and Talent Development
• Data-Driven Decision Making
• Influence and Relationship Management
• Communication and Engagement
• Agility and Innovation
  
  

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