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Keith Griffiths, Managing Director and HR Manager have quarterly informal lunch get togethers with employees from three hotels. Usually three colleagues from each hotel are picked up in the MD’s and HR Manager’s cars and transported to the venue where they have an informal chat about how it is working for Somerston and including a brief business update. Keith Griffiths and Senior Managers make regular, structured visits as well as ad hoc visits to all locations and purposely engage with the front line employees.
Full range of tailored HR policies and procedures to enable Managers to get the best of their people including recruitment questionnaires, leadership training etc. Leadership development is given through action learning with secondment to other groups e.g. HR Building Blocks Group, F&B Development group, Health & Safety committee etc. Somerston strive to get Deputy Managers to carry out Maternity Leave cover so that they can get their feet well and truly wet over a six to nine month secondment and they get a real opportunity to handle the rough and tumble of managing people and teams with high expectations of their leaders.
All Hotels employees except GMs have their hours monitored , Somerston don't encourage opt out from Working Time Directive though a few do in order to meet their personal economic and social needs. They encourage employees to take their annual leave in small chunks on a regular basis rather than saving up for a long holiday though they are often receptive to such requests for long breaks. Somerston do assess the potential impact on the employee not taking regular breaks.
Learn more about the 8 factors of workplace engagement here
At least 33% of senior managers are women
Companies offering a minimum of 25 days annual leave
Full family cover
Graduate Vacancy Locations:
Male : Female:
Under 35 to Over 55 Ratio: