As the Regional Talent & Culture Manager for Accor in New Zealand, Angie Mills plays a pivotal role in shaping the organization's human resources strategy to align with its overarching business objectives. With a strong foundation in HR management, Angie is dedicated to fostering a...
As the Regional Talent & Culture Manager for Accor in New Zealand, Angie Mills plays a pivotal role in shaping the organization's human resources strategy to align with its overarching business objectives. With a strong foundation in HR management, Angie is dedicated to fostering a workplace culture that prioritizes employee engagement and development. Her current focus includes the development and implementation of key initiatives, policies, and procedures that enhance the Talent and Culture function across the region.
Angie's expertise in learning and development is instrumental in driving the success of various training programs designed to elevate employee skills and capabilities. By collaborating closely with executive and management teams, she ensures that these initiatives not only meet the immediate needs of the business but also contribute to long-term strategic goals. Her strategic involvement in setting key performance indicators (KPIs) and budget allocations allows her to monitor progress and ensure that targets are consistently achieved.
In addition to her operational responsibilities, Angie is skilled in change management and business strategy, leveraging tools like Xero and goRoster to streamline HR processes. Her leadership style is characterized by a commitment to coaching and empowering others, fostering an environment where employees feel valued and motivated to contribute to the organization's success. With a keen understanding of employment relations, she navigates complex HR challenges with ease, ensuring compliance while promoting a positive and inclusive workplace culture. Angie's passion for HR and her results-driven approach make her a vital asset to Accor and the broader hospitality industry in New Zealand.
