Human Resources Officer

The Human Resources Officer is responsible for delivering efficient, responsive and employee-focused HR services across the hotel.

The role supports the day-to-day HR operations throughout the employee lifecycle — from recruitment and onboarding to employee relations, performance management, learning and development, engagement and separation.

The HR Officer acts as a trusted point of contact for employees and managers, ensuring that HR policies, procedures and employment legislation are consistently applied while contributing to a positive employee experience and strong hotel culture.

Duties and Responsibilities:

Responsibilities and duties for this position shall include, but not be limited to the following areas and activities. At management discretion, direction may be given for task outside the scope of work described.

HR Operations & Employee Lifecycle

• Manage day-to-day HR administration and provide timely support to employees and managers.
• Maintain accurate and up-to-date employee records and HR systems.
• Coordinate employee movements including transfers, promotions, confirmations, changes in status and separations.
• Prepare employment-related documentation, letters, certificates and HR communications.
• Monitor probation and confirmation processes and ensure timely follow-up with departments.
• Ensure HR processes are completed in accordance with company policies and procedures.
• Maintain confidentiality and integrity of employee information at all times.

Recruitment & Onboarding

• Support the recruitment process from vacancy identification to onboarding.
• Coordinate interviews, assessments, reference checks and pre-employment documentation.
• Maintain recruitment trackers and monitor vacancies and recruitment timelines.
• Coordinate onboarding and induction programmes for new employees.
• Ensure new joiners receive a positive and well-organised introduction to the hotel.
• Follow up on new employees during their initial employment period.
• Support recruitment initiatives, career fairs, internal mobility and employee referral programmes

Employee Relations

• Act as a first point of contact for employees on HR-related matters.
• Listen to employee concerns and provide appropriate guidance or escalate matters when required.
• Support the HR Manager in handling grievances, disciplinary matters and workplace concerns.
• Assist with investigations by gathering relevant information, statements and documentation.
• Promote a respectful, inclusive and professional workplace.
• Maintain appropriate confidentiality when dealing with sensitive employee matters.
• Support employee relations initiatives that strengthen trust between employees, managers and HR.

Attendance, Leave & HR Administration

• Monitor attendance, absenteeism, leave and related HR records.
• Follow up on unexplained absences, late attendance and other attendance-related issues.
• Ensure leave records are accurate and updated.
• Assist departments in resolving attendance and roster-related HR matters.
• Prepare regular HR reports and statistics relating to attendance, turnover, absenteeism and manpower.

Performance Management

• Support the implementation and monitoring of the hotel's performance management cycle.
• Follow up on probation reviews, performance reviews, development plans and confirmations.
• Assist managers with performance-related documentation and processes.
• Monitor completion rates and provide regular updates to HR management.
• Encourage a culture of continuous feedback and performance development.

Learning & Development

• Coordinate HR-related training activities in collaboration with the Learning & Development team.
• Maintain training records and employee development documentation.
• Support departmental training initiatives and mandatory training programmes.
• Assist in monitoring training participation and completion.
• Support employee development and career progression initiatives.

Employee Engagement & Experience         

• Contribute to initiatives that enhance the employee experience throughout the employee lifecycle.
• Support employee engagement surveys and follow-up action plans.
• Coordinate employee recognition and appreciation initiatives.
• Participate in employee events, communication activities and HR campaigns.
• Promote the hotel's culture, values and employer brand.
• Identify opportunities to improve employee satisfaction and engagement.

HR Data & Analytics

• Maintain accurate HR data and ensure timely updates in HR systems.
• Prepare regular HR reports and dashboards covering areas such as:
  • Headcount
  • Turnover
  • Absenteeism
  • Recruitment
  • Vacancies
  • Leave
  • Employee movements
  • Training
  • Employee engagement
• Analyse HR information and highlight trends or areas requiring attention.
• Support the HR Manager with data-driven HR decision-making.

Compliance & HR Policies

• Ensure HR practices comply with company policies, hotel standards and applicable employment legislation.
• Assist with maintaining and updating HR policies, procedures and employee documentation.
• Support internal and external HR audits.
• Ensure required employee records and documentation are properly maintained.
• Escalate potential compliance risks to the HR Manager.

Employee Welfare

• Assist employees with HR-related welfare matters and provide appropriate support.
• Coordinate employee welfare initiatives in collaboration with relevant departments.
• Support medical insurance, employee benefits and welfare programmes where applicable.
• Assist with employee accommodation, transportation or other welfare matters where relevant to the hotel operation.

Qualifications

Qualification:

• Diploma or Bachelor's Degree in Human Resources Management, Business Administration, Hospitality Management or a related field.

Experience:

• A minimum of 2 years of experience in hotel industry.
• Previous exposure to a luxury hospitality environment will be an advantage.

Technical skills:

• Knowledge of Mauritius Labour Law and HR compliance
• Good knowledge of HR administration and employee lifecycle processes
• Knowledge of payroll, attendance and leave practices
• Understanding of HR functions, policies and best practices
• Strong organisational and time-management skills
• Ability to work under pressure and meet deadlines
• Strong computer and HR systems skills
• Good decision-making and problem-solving skills
• Strong attention to detail and accuracy
• Excellent verbal and written communication skills
• Fluency in English and French
• Strong interpersonal and employee-relations skills
• High level of confidentiality, integrity and professionalism