Director of People & Culture Operations | Columbia HospitalityThe Director of P&C Operations provides operational human resources leadership and day-to-day remote P&C support for a portfolio of 5+ properties. Serving as the primary P&C partner to property leadership teams, this position helps ensure consistent application of P&C policies, employment practices, employee relations processes, and talent management programs across assigned locations.
The Director of P&C Operations works closely with company leaders to address workforce challenges, support employee engagement, manage employee relations matters, and promote a positive workplace culture. The role partners with Talent Acquisition, Benefits, Learning & Development, and HRIS, to ensure effective delivery of P&C services.
Let's start off with the most important part-what's in it for you:The Perks*Eligibility of perks is dependent upon job status
- Salary Range: $120-135,000 DOE
- Incentive Eligible
- Cellphone Reimbursement
- Get Paid Daily (Make any day payday)
- Self Managed PTO (Because Balance Matters)
- Benefits - Medical, Dental, Vision, Disability, 401K
- HSA/FSA Plans -with employer contribution
- Values Based Culture (#OMGLIFE)
- Culture Add (Creating Space for Fresh Perspectives)
- Referral Bonus (Get Paid to Recruit)
- Discounted Lodging, Dining, Spa, Golf, and Retail (Yes, Discounted Travel!)
- Employee Assistance Program
- "Columbia Cares" Volunteer Opportunities
- Committee Participation Opportunities (Fun, Philanthropic, Diversity/Equity/Inclusion)
- Task Force Work Opportunities (Grow your career in idyllic locations across the globe)
- Online Learning Platform to Help You Grow!
- Third Party Perks (Including discounts on Pet Insurance, Rental Cars, Movie and Concert Tickets, Theme Park and Attractions & so much more)
What Success Looks Like:Your Impact- P&C Business Partnership
- Serve as the primary P&C contact for General Managers and property leadership teams.
- Provide day-to-day P&C guidance and support across assigned properties.
- Build strong relationships with leaders to support operational and workforce needs.
- Advise managers regarding policy interpretation, employee concerns, performance issues, and people management practices.
- Partner with leaders to identify opportunities to improve employee engagement, retention, and workplace culture.
P&C Leader
- Provide direct leadership, coaching, and performance management for P&C Business Partners supporting assigned properties.
- Establish clear expectations, priorities, and service standards to ensure consistent P&C support across all locations.
- Conduct regular one-on-one meetings to provide guidance, remove obstacles, and support professional development.
- Develop the capabilities of Business Partners in employee relations, investigations, manager coaching, policy interpretation, performance management, and compliance.
- Ensure consistent application of company policies, practices, and People & Culture initiatives across all assigned properties.
- Support and/or lead property transitions under the guidance of the VP of P&C Ops and Transitions.
- Review and provide direction on complex employee relations matters, investigations, corrective actions, and workplace concerns.
- Monitor workload distribution and resource allocation to ensure effective support for all properties.
- Serve as an escalation point for Business Partners on sensitive employee, leadership, and organizational issues.
Employee Relations
- Manage complex employee relations matters and workplace investigations.
- Conduct GM and more complex property investigations involving complaints, policy violations, harassment allegations, and workplace conflicts.
- Provide recommendations regarding corrective action and performance management.
- Ensure consistent application of policies and employment practices across all assigned properties.
- Support conflict resolution and encourage productive employee-manager relationships.
Leadership Support and Coaching
- Coach senior leaders, GMs and managers on employee relations, performance management, accountability, and leadership effectiveness.
- Support disciplinary processes and documentation.
- Assist leaders in addressing attendance, conduct, and performance concerns.
- Reinforce leadership practices that promote employee engagement and retention.
Seattle Support Center Leader
- Represent Columbia Hospitality and People & Culture as a visible, trusted leader when visiting properties and engaging with property leadership teams.
- Serve as an additional escalation point for employee relations, leadership, operational, and organizational matters requiring senior P&C support.
- Maintain a regular presence at the Seattle Support Center to support executive leaders, foster cross-functional collaboration, and ensure alignment across People & Culture initiatives.
- Participate in and help lead Seattle Support Center meetings, leadership discussions, training sessions, and special projects that require direct collaboration and relationship-building across the organization.
Compliance and Risk Management
- Ensure compliance with federal, state, and local employment laws and regulations.
- Monitor P&C practices to reduce organizational risk.
- Partner with specialists regarding leave administration, accommodations, workers' compensation, and unemployment matters.
- Assist with audits and compliance reviews as needed.
- Partner with legal counsel on addressing employee relations issues, legal claims and other related matters.
- Support implementation of P&C policies and procedures.
Talent Management
- Partner with Talent Acquisition to support recruiting efforts and staffing initiatives.
- Assist leaders with workforce planning and succession discussions.
- Support onboarding and retention initiatives.
- Identify talent-related challenges and recommend practical solutions.
All job duties and responsibilities must be performed in compliance with applicable federal, state, and local laws, regulations, and company policies, and without discrimination.
The responsibilities outlined in this job description are not intended to be an exhaustive list of duties. Additional duties, responsibilities, and special projects may be assigned by management as business needs require.
What You Bring- Required
- Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or related field.
- 7+ years of progressive Human Resources experience.
- 3+ years supporting multiple locations, properties, or business units.
- Strong employee relations and investigation experience.
- Experience supporting hospitality, hotel, resort, gaming, restaurant, or other service-based operations.
- Knowledge of federal and state employment laws.
Preferred
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- Multi-property hospitality experience.
- Experience working within an HR Business Partner model.
- Proficient in Dayforce and/or Paylocity
- Bilingual in English and Spanish, with strong verbal and written communication skills
Don't meet every single requirement? At Columbia Hospitality we are dedicated to building a diverse, inclusive and authentic workplace, so if you're excited about this role but your past experience doesn't align perfectly with every qualification in the job description, we encourage you to apply anyways. You may just be the right candidate for this or other roles.
The Fine Print 
