Director of Human Resources

Job Title: Director of Human Resources

Department: Human Resources
Reports To: Ownership
FLSA Status: Exempt
Travel: Frequent travel between hotel properties and the corporate office.

SUMMARY

The Director of Human Resources is a strategic and operational leader responsible for developing and executing the people’s strategy for a growing hospitality organization consisting of two boutique hotels, one hotel/condominium property, and corporate support offices. This executive-level role oversees all aspects of human resources, talent acquisition, employee relations, compensation, benefits, culture, compliance, organizational development, and workforce planning.

The Director serves as a key member of the leadership team and partners closely with hotel General Managers, department heads, and corporate executives to align talent strategies with business objectives. The organization anticipates continued portfolio growth through acquisitions and new developments, requiring a proactive HR leader capable of building scalable systems, processes, and talent infrastructure.

The ideal candidate will possess significant hospitality HR leadership experience supporting hotels and multi-location operations while demonstrating the ability to build and sustain a high-performance culture during periods of growth.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Develop and execute a comprehensive human capital strategy that supports the organization's business objectives and future growth.
• Serve as a trusted advisor to ownership and executive leadership on organizational effectiveness, workforce planning, succession planning, and talent management.
• Partner directly with ownership on confidential employment matters, organizational initiatives, and special projects.
• Lead HR initiatives that drive employee engagement, retention, productivity, and service excellence.
• Design and implement scalable HR processes and infrastructure to support future portfolio expansion.
• Develop workforce models and staffing plans for existing and future properties.
• Provide strategic HR leadership for two boutique hotels and one hotel/condominium property.

• Partner with General Managers and operational leaders to address workforce challenges and support business performance.
• Ensure consistent implementation of HR policies and standards across all locations.
• Develop programs to support recruitment, retention, training, and leadership development within hospitality operations.
• Assist property leadership in maintaining strong employee relations and positive workplace cultures.

• Oversee organization-wide talent acquisition strategies for management, professional, and hourly positions.
• Build recruiting pipelines for hotel operations, corporate support positions, and leadership roles.
• Develop employer branding initiatives to attract top hospitality talent.
• Establish succession planning and leadership development programs.
• Support staffing strategies for new properties, acquisitions, and expansion opportunities.

• Direct all employee relations matters, workplace investigations, and conflict resolution efforts.
• Ensure fair, consistent, and legally compliant treatment of employees.
• Foster a culture focused on accountability, teamwork, inclusion, and guest service excellence.
• Counsel executives and managers regarding performance management, corrective action, and organizational effectiveness.
• Promote employee engagement initiatives that support retention and employee satisfaction.

• Lead compensation strategy, salary administration, incentive programs, and market benchmarking efforts.
• Oversee employee benefits programs and annual open enrollment processes.
• Evaluate and implement total rewards initiatives that support recruitment and retention goals.
• Partner with Finance on labor planning, forecasting, and budgeting.
• Monitor labor costs, workforce productivity, and staffing efficiencies.

• Ensure compliance with all applicable federal, state, and local employment laws and regulations.
• Oversee employment practices related to FLSA, ADA, FMLA, EEO, OSHA, wage and hour compliance, leave administration, and workplace safety.
• Manage unemployment claims, workers' compensation programs, and employment-related litigation matters.
• Conduct periodic HR audits and operational compliance reviews.
• Coordinate with legal counsel regarding complex employment matters.

• Establish leadership development programs for supervisors, department heads, and executive leaders.
• Develop training programs focused on hospitality leadership, compliance, service excellence, and management effectiveness.
• Create succession planning initiatives designed to support future portfolio growth.
• Mentor managers and emerging leaders throughout the organization.

• Evaluate and enhance HRIS, recruiting, performance management, and payroll systems.
• Develop HR metrics and workforce analytics that support strategic decision-making.
• Implement scalable policies, processes, and systems to support organizational expansion.
• Lead HR due diligence and integration efforts related to acquisitions and new developments.

SUPERVISORY RESPONSIBILITIES

Directly supervise and develop:

• HR Generalist
• Payroll Specialist / HR Coordinator

QUALIFICATIONS

• Required bachelor’s degree in human resources, Business Administration, Hospitality Management, or related field. Preferred master’s degree in human resources, Business Administration, or related field.
• Minimum eight years of progressive Human Resources experience.
• Minimum five years of senior HR leadership experience within hospitality organizations.
• Experience supporting multi-property hotel operations.
• Proven experience managing HR functions across multiple locations.
• Strong knowledge of employment laws and HR best practices.
• Experience leading organizational growth, acquisitions, integrations, or workforce expansion initiatives.
• Preferred SHRM-SCP or SPHR certification.
• Preferred experience supporting luxury hotels, lifestyle hotels, mixed-use developments, or independent hospitality organizations.

LANGUAGE SKILLS

Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of the organization.

REASONING ABILITY

Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret employment laws and company policies and apply them consistently across a variety of situations. Ability to exercise independent judgment while balancing legal compliance and business objectives.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee frequently is required to use hands and fingers to handle or feel. The employee is occasionally required to reach with hands and arms. Specific vision abilities required by this job include close vision, and color vision.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.