The HR Business Partner (HRBP) for Classic and Essential Brands, Greater China will report directly to the Vice President of HR, Greater China, ASPAC Offices, and Hyatt Ways of Working Lead, ASPAC with a dotted line to the Brand Managing Directors (MDs) in the Greater China region. This role is pivotal in championing Hyatt's Ways of Working across the Greater China region, leading strategic HR initiatives within these brand portfolios, and serving as an HR leader for area HR Directors and HR Directors of corresponding brands.
In this key position, the HR leader will advocate for initiatives focused on business partnership, talent acquisition and management, learning and development, employee engagement, and organizational culture. Acting as a trusted advisor on people-related matters, the HRBP will collaborate closely with the Brand Leadership team to drive business success while embedding Hyatt’s values and commitment to care into the colleague experience.
The HRBP will be part of a dedicated team committed to fostering an immersive and inclusive workplace that reflects Hyatt’s core values and leadership expectations. Their contributions will be crucial in shaping a vibrant organizational culture where every colleague feels valued and empowered.
Responsibilities:
Champing Hyatt Ways of Working for the Greater China region (with the guidance from HWoW Lead, ASPAC)
· Drive HWoW and ensure Greater China properties fully adopt its mindset and ways of working when solving business problems.
· Plan/Organize HWoW workshops through HWOW function/Catalysts and ensure the quality of learning.
· Increase the number of Catalysts in the brands. Leverage Catalysts and maximize their contribution to the acceleration of HWoW.
Implement global People Strategy and Elevate Expertise Capabilities of Human Resources Organization
· Understand and Communicate Hyatt's People Strategies: Effectively convey the overall Hyatt People strategies and priorities as they are cascaded from Chicago to Greater China and then to Greater China properties. This also includes Hyatt’s Purpose and Values and Hyatt’s Leadership Expectations.
· Develop a brand HR Strategy: Collaborate with business leaders to formulate an HR strategy for the brands that aligns with both corporate priorities and the specific needs of the brands. Identify and propose additional brand-division level priorities as needed.
· A close Partnership with HR Center of Expertise Functions: Own end-to-end employee experience in the brand division. Lead and strengthen the HR Center of Expertise functions and HR service delivery, including Talent Acquisition, Talent Management, Learning Development, and Total Rewards. Grow overall competencies of properties HR team.
· Embrace, support, and transform HR operation model: As Greater China HRLT, shift from generalist HR model to expertise HR model for making a bigger impact on colleague experience, engagement and development. Building up China HR Shared Services (this is subject to a global HR Operating Model decision to be made by CHRO)
Employment Branding and Talent Acquisition (for the brand division)
– Partnership with COE TA (COE solutions)
· Drive the Hyatt Employer Brand: Transform our purpose and vision of becoming the preferred employer into actionable strategies. Support hotels in establishing a robust employer brand, ensuring that each brand develops its unique Employee Value Proposition (EVP).
· Key Personnel Recruitment: Take charge of selection of Area Vice Presidents (AVPs), General Managers, and other critical roles within the brand division who are aligned with the brand. Actively participate in the selection process for these key positions as needed. When necessary, facilitate talent selection process with the external owners and ensure we have the best GMs for properties.
· External Employer Branding Initiatives: Launch external branding activities that leverage Hyatt’s reputation as an employer. Utilize our employment brand as a strategic marketing tool to achieve our goal of being the employer of choice.
· Talent Attraction and Recruitment Programs: Develop innovative programs aimed at attracting top talent and enhancing our recruitment efforts such as Corporate Leadership trainee, Management trainee, RiseHy Program, etc.
· Recruitment channel management: use the channels developed by HR TA COE.
Talent Management and Performance Management (for the brand division) – Partnership with COE Talent (COE solutions)
· Collaborate with key stakeholders: Work alongside the Brand MD, VP of HR, and RVP of Talent Management to identify high-potential talent for future roles, such as General Managers and Area Functional Heads aligned to the Brand MD portfolio. Champion talent reviews and succession planning, ensuring actionable follow-ups.
· Succession and workforce planning: Proactively assess current and future talent needs by comparing them with both internal and external talent pipelines.
· Enhance capabilities in talent development: Focus on growing the skills of HR and people leaders in nurturing talent.
· Implement performance management initiatives: Roll out Hyatt’s global performance management philosophy in the GC region, emphasizing goal setting, feedback, and performance discussions for colleagues in GC Hubs and properties. Foster a culture of high performance.
· Facilitate talent mobility: Support the movement of talent across the organization to maximize potential and effectiveness.
Learning and Development (for the brand division) – Partnership with COE LD (COE solutions)
· Skills and Competencies development: Collaborate with the Greater China LD team to enhance the skills and competencies of colleagues through tailored learning solutions, including networking, e-learning, developmental exposure, mentoring, and coaching.
· Learning framework: Implement the Learning Framework established by Greater Chinatown LD, customizing content to meet the specific learning needs of the brand-division.
· GM Development Program: Ensure the quality of GMDP program participants nominated and actively follow up on their development paths.
· Learning Culture: Promote a culture of continuous learning by facilitating initiatives in different ways, encouraging learning anytime and anywhere. Evaluate the effectiveness of learning programs and make necessary adjustments to enhance their impact.
Total Rewards (for the brand division) – Partnership with COE Total Rewards (COE solutions)
· Partnership with Leadership: Collaborate closely with the brand MD on all aspects of total rewards, including salary reviews, incentive programs, benefits, job leveling, and benchmark with the guidance from total rewards. Work in tandem with the Greater China Total Rewards team to ensure principal alignment and effectiveness.
· Communication Education of Pay Philosophy: Clearly articulate the Hyatt pay philosophy to ensure understanding among people managers and colleagues. Adopt in day-to-day operations for offers, promotions, etc. Use straightforward language to educate on the principles of compensation, ensuring that we reward appropriately based on position, performance, and individual talent. Ensure talents are paid competitively with differentiation.
· Enhancement of Benefits Programs: Actively provide feedback to Total Rewards team.
Organizational Culture and Effectiveness (for the brand division)
· Advocate for Hyatt Ways of Working (HWoW): Role model and facilitate the implementation of HWoW within the brand division.
· Collaborate with Leadership: Work alongside the brand MD to review, advise, and evolve the organizational structure.
· Drive Productivity and Efficiency: Continuously advise and enhance the efficiency of staffing and ensure that the organization structure (org, payroll, productivity, etc.) are aligned with business environment.
· Business Partner : Support the hotels in efficient management of labour cost and productivity
· Implement Performance Dashboards: Establish a dashboard for brand AVP/GM to monitor key metrics and performance indicators.
Colleague Engagement Wellbeing (for the brand division)
· Oversee Employee Engagement (CES): Take an active role in enhancing overall engagement within the brand-division, focusing on a variety of engagement topics.
· Support Survey Initiatives: Collaborate on global, regional, and local engagement, satisfaction, leadership, and trust surveys. Assist hotels with effective communication strategies and action planning.
· Follow-Up on Survey Feedback: Provide ongoing support to hotels in addressing key focus areas identified from survey results. Help develop meaningful action plans and follow up on their implementation and outcomes.
· Implement Wellbeing Programs: Initiate and roll out wellbeing programs at hub and area hotels, fostering a supportive and healthy work environment.
Compliances Disciplinary Actions (for the brand division)
· Provide guidance and share expertise with properties on escalated labour relations issues, including updates on country-wide labour laws and compliance.
· Collaborate with the ASPAC Compliance Manager to oversee and advise on disciplinary cases involving hotel staff.
· Work closely with Legal and Finance departments as needed.
Business Planning and Workforce Planning (for the brand division)
· Participate in Business Plan reviews.
· Prepare brand divisional HR Business Plan, headcount and budget when required.
§ MOR and Operational Reviews (for the brand division)
· Oversee the implementation of the MOR schedule in the brand division and conduct MORs in key properties by Area HRDs.
· Participate in Operational reviews at Focus/key hotels
Other tasks: (for the brand division)
· Hotel Opening related guidance and support.
· Owner Relations.
o Interact with owners when necessary.
o Work with owners on difficult GM recruitment case and approved salary adjustments.
o Meet with owners on HR related matters where required.
The HR Business Partner (HRBP) for Classic and Essential Brands, Greater China will report directly to the Vice President of HR, Greater China, ASPAC Offices, and Hyatt Ways of Working Lead, ASPAC with a dotted line to the Brand Managing Directors (MDs) in the Greater China region. This role is pivotal in championing Hyatt's Ways of Working across the Greater China region, leading strategic HR initiatives within these brand portfolios, and serving as an HR leader for area HR Directors and HR Directors of corresponding brands.
In this key position, the HR leader will advocate for initiatives focused on business partnership, talent acquisition and management, learning and development, employee engagement, and organizational culture. Acting as a trusted advisor on people-related matters, the HRBP will collaborate closely with the Brand Leadership team to drive business success while embedding Hyatt’s values and commitment to care into the colleague experience.
The HRBP will be part of a dedicated team committed to fostering an immersive and inclusive workplace that reflects Hyatt’s core values and leadership expectations. Their contributions will be crucial in shaping a vibrant organizational culture where every colleague feels valued and empowered.
Responsibilities:
Champing Hyatt Ways of Working for the Greater China region (with the guidance from HWoW Lead, ASPAC)
· Drive HWoW and ensure Greater China properties fully adopt its mindset and ways of working when solving business problems.
· Plan/Organize HWoW workshops through HWOW function/Catalysts and ensure the quality of learning.
· Increase the number of Catalysts in the brands. Leverage Catalysts and maximize their contribution to the acceleration of HWoW.
Implement global People Strategy and Elevate Expertise Capabilities of Human Resources Organization
· Understand and Communicate Hyatt's People Strategies: Effectively convey the overall Hyatt People strategies and priorities as they are cascaded from Chicago to Greater China and then to Greater China properties. This also includes Hyatt’s Purpose and Values and Hyatt’s Leadership Expectations.
· Develop a brand HR Strategy: Collaborate with business leaders to formulate an HR strategy for the brands that aligns with both corporate priorities and the specific needs of the brands. Identify and propose additional brand-division level priorities as needed.
· A close Partnership with HR Center of Expertise Functions: Own end-to-end employee experience in the brand division. Lead and strengthen the HR Center of Expertise functions and HR service delivery, including Talent Acquisition, Talent Management, Learning Development, and Total Rewards. Grow overall competencies of properties HR team.
· Embrace, support, and transform HR operation model: As Greater China HRLT, shift from generalist HR model to expertise HR model for making a bigger impact on colleague experience, engagement and development. Building up China HR Shared Services (this is subject to a global HR Operating Model decision to be made by CHRO)
Employment Branding and Talent Acquisition (for the brand division)
– Partnership with COE TA (COE solutions)
· Drive the Hyatt Employer Brand: Transform our purpose and vision of becoming the preferred employer into actionable strategies. Support hotels in establishing a robust employer brand, ensuring that each brand develops its unique Employee Value Proposition (EVP).
· Key Personnel Recruitment: Take charge of selection of Area Vice Presidents (AVPs), General Managers, and other critical roles within the brand division who are aligned with the brand. Actively participate in the selection process for these key positions as needed. When necessary, facilitate talent selection process with the external owners and ensure we have the best GMs for properties.
· External Employer Branding Initiatives: Launch external branding activities that leverage Hyatt’s reputation as an employer. Utilize our employment brand as a strategic marketing tool to achieve our goal of being the employer of choice.
· Talent Attraction and Recruitment Programs: Develop innovative programs aimed at attracting top talent and enhancing our recruitment efforts such as Corporate Leadership trainee, Management trainee, RiseHy Program, etc.
· Recruitment channel management: use the channels developed by HR TA COE.
Talent Management and Performance Management (for the brand division) – Partnership with COE Talent (COE solutions)
· Collaborate with key stakeholders: Work alongside the Brand MD, VP of HR, and RVP of Talent Management to identify high-potential talent for future roles, such as General Managers and Area Functional Heads aligned to the Brand MD portfolio. Champion talent reviews and succession planning, ensuring actionable follow-ups.
· Succession and workforce planning: Proactively assess current and future talent needs by comparing them with both internal and external talent pipelines.
· Enhance capabilities in talent development: Focus on growing the skills of HR and people leaders in nurturing talent.
· Implement performance management initiatives: Roll out Hyatt’s global performance management philosophy in the GC region, emphasizing goal setting, feedback, and performance discussions for colleagues in GC Hubs and properties. Foster a culture of high performance.
· Facilitate talent mobility: Support the movement of talent across the organization to maximize potential and effectiveness.
Learning and Development (for the brand division) – Partnership with COE LD (COE solutions)
· Skills and Competencies development: Collaborate with the Greater China LD team to enhance the skills and competencies of colleagues through tailored learning solutions, including networking, e-learning, developmental exposure, mentoring, and coaching.
· Learning framework: Implement the Learning Framework established by Greater Chinatown LD, customizing content to meet the specific learning needs of the brand-division.
· GM Development Program: Ensure the quality of GMDP program participants nominated and actively follow up on their development paths.
· Learning Culture: Promote a culture of continuous learning by facilitating initiatives in different ways, encouraging learning anytime and anywhere. Evaluate the effectiveness of learning programs and make necessary adjustments to enhance their impact.
Total Rewards (for the brand division) – Partnership with COE Total Rewards (COE solutions)
· Partnership with Leadership: Collaborate closely with the brand MD on all aspects of total rewards, including salary reviews, incentive programs, benefits, job leveling, and benchmark with the guidance from total rewards. Work in tandem with the Greater China Total Rewards team to ensure principal alignment and effectiveness.
· Communication Education of Pay Philosophy: Clearly articulate the Hyatt pay philosophy to ensure understanding among people managers and colleagues. Adopt in day-to-day operations for offers, promotions, etc. Use straightforward language to educate on the principles of compensation, ensuring that we reward appropriately based on position, performance, and individual talent. Ensure talents are paid competitively with differentiation.
· Enhancement of Benefits Programs: Actively provide feedback to Total Rewards team.
Organizational Culture and Effectiveness (for the brand division)
· Advocate for Hyatt Ways of Working (HWoW): Role model and facilitate the implementation of HWoW within the brand division.
· Collaborate with Leadership: Work alongside the brand MD to review, advise, and evolve the organizational structure.
· Drive Productivity and Efficiency: Continuously advise and enhance the efficiency of staffing and ensure that the organization structure (org, payroll, productivity, etc.) are aligned with business environment.
· Business Partner : Support the hotels in efficient management of labour cost and productivity
· Implement Performance Dashboards: Establish a dashboard for brand AVP/GM to monitor key metrics and performance indicators.
Colleague Engagement Wellbeing (for the brand division)
· Oversee Employee Engagement (CES): Take an active role in enhancing overall engagement within the brand-division, focusing on a variety of engagement topics.
· Support Survey Initiatives: Collaborate on global, regional, and local engagement, satisfaction, leadership, and trust surveys. Assist hotels with effective communication strategies and action planning.
· Follow-Up on Survey Feedback: Provide ongoing support to hotels in addressing key focus areas identified from survey results. Help develop meaningful action plans and follow up on their implementation and outcomes.
· Implement Wellbeing Programs: Initiate and roll out wellbeing programs at hub and area hotels, fostering a supportive and healthy work environment.
Compliances Disciplinary Actions (for the brand division)
· Provide guidance and share expertise with properties on escalated labour relations issues, including updates on country-wide labour laws and compliance.
· Collaborate with the ASPAC Compliance Manager to oversee and advise on disciplinary cases involving hotel staff.
· Work closely with Legal and Finance departments as needed.
Business Planning and Workforce Planning (for the brand division)
· Participate in Business Plan reviews.
· Prepare brand divisional HR Business Plan, headcount and budget when required.
§ MOR and Operational Reviews (for the brand division)
· Oversee the implementation of the MOR schedule in the brand division and conduct MORs in key properties by Area HRDs.
· Participate in Operational reviews at Focus/key hotels
Other tasks: (for the brand division)
· Hotel Opening related guidance and support.
· Owner Relations.
o Interact with owners when necessary.
o Work with owners on difficult GM recruitment case and approved salary adjustments.
o Meet with owners on HR related matters where required.
Experience
§ Minimum of 15 years of progressive HR leadership experience, with a full functional experience, especially business partnership in multinational companies with 3-Pilar HR operating model.
§ Proven track record in developing and implementing HR strategies that align with business objectives in a multicultural environment.
Education
§ A bachelor’s degree is the minimum. A master's degree ( MBA) is often preferred.
Certificates, Licenses, Registrations
§ Enterprise leader (Korn Ferry), PAPI (Cubics), DISC, Talent assessor/inventory (previously PDI Nineth House), etc. is preferred.
Computer Skills Needed to Perform this Job.
§ Basic Microsoft 365 (powerpoint, excel, words, etc.)
§ Exposure to major HR AI technologies (Atlas, Gloat, etc.)
Additional Comments and Requirements
Leadership:
§ Expertise in facilitating organizational change, talent management, and employee engagement initiatives.
§ Strong ability to influence and collaborate with senior leadership to foster a high-performance culture.
Regulatory Knowledge:
§ In-depth understanding of labour laws, regulations, and HR best practices across Greater China.
§ Experience in managing complex employee relations issues and compliance matters.
Cultural Competence:
§ Demonstrated ability to navigate and manage cultural differences within the workforce.
§ Fluency in Mandarin and English, with proficiency in other regional languages as a plus.
Analytical Skills:
§ Strong analytical capabilities to utilize HR metrics and data to drive decision-making and improve HR processes.
§ Experience with HR technology and data systems to enhance operational efficiency.
Interpersonal Skills:
§ Exceptional communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
§ Strong negotiation and conflict resolution skills.
Visionary Outlook:
§ Ability to anticipate future workforce trends and challenges, positioning the organization for long-term success in a competitive landscape.
Experience
§ Minimum of 15 years of progressive HR leadership experience, with a full functional experience, especially business partnership in multinational companies with 3-Pilar HR operating model.
§ Proven track record in developing and implementing HR strategies that align with business objectives in a multicultural environment.
Education
§ A bachelor’s degree is the minimum. A master's degree ( MBA) is often preferred.
Certificates, Licenses, Registrations
§ Enterprise leader (Korn Ferry), PAPI (Cubics), DISC, Talent assessor/inventory (previously PDI Nineth House), etc. is preferred.
Computer Skills Needed to Perform this Job.
§ Basic Microsoft 365 (powerpoint, excel, words, etc.)
§ Exposure to major HR AI technologies (Atlas, Gloat, etc.)
Additional Comments and Requirements
Leadership:
§ Expertise in facilitating organizational change, talent management, and employee engagement initiatives.
§ Strong ability to influence and collaborate with senior leadership to foster a high-performance culture.
Regulatory Knowledge:
§ In-depth understanding of labour laws, regulations, and HR best practices across Greater China.
§ Experience in managing complex employee relations issues and compliance matters.
Cultural Competence:
§ Demonstrated ability to navigate and manage cultural differences within the workforce.
§ Fluency in Mandarin and English, with proficiency in other regional languages as a plus.
Analytical Skills:
§ Strong analytical capabilities to utilize HR metrics and data to drive decision-making and improve HR processes.
§ Experience with HR technology and data systems to enhance operational efficiency.
Interpersonal Skills:
§ Exceptional communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
§ Strong negotiation and conflict resolution skills.
Visionary Outlook:
§ Ability to anticipate future workforce trends and challenges, positioning the organization for long-term success in a competitive landscape.