DIRECTOR OF PEOPLE + CULTURE

Reports to the General Manager, the position is exempt

WHO YOU ARE

Your past experiences have led you to understand that there is an art + science to the how and what an HR professional is responsible for; not all remedies can be outlined in a policy or noted in a handbook. You are an advocate for the employees and in return understand the strategic direction of the business and how people drive the success of the company. In the past, you have read those articles of why people dislike an HR department and said to yourself, "I agree - I too want to humanize the role and responsibilities of HR." The passion you have for the business you're in has led you to interpret a P+L, understand the current marketing strategy and challenge the status quo. You continually find ways to partner with your peers to identify a better way of doing things and have the grit and tenacity to see it through.

THE ROLE

We believe every individual should be proud of who they are, where they come from, and take pride in who we serve. We are in search of a diverse leader for the role of Director of People + Culture. The leader of People + Culture (HR) is the guardian of the cultural pillars of People, Place, and Character that promotes an engaging, positive and safe work environment for all employees; implementing proven practices and programs in which employees feel recognized, valued and supported. This position leads all facets of the function for the hotel, with (2) two direct reports. If someone only prefers to "see the forest" and not willing to "plant the trees" then this is not the role for them.

WHAT YOU WILL DO

• Act as guardian of the cultural pillars of People, Place and Character that promotes an engaging, positive and safe work environment for all employees
• Implement proven practices and programs in which employees feel recognized, valued and supported; showing courage by addressing individuals who negatively impact our aspiring culture
• Know the pulse of the local talent pool, do what it takes to attract like-minded individuals, being aware of local market compensation offerings to ensure the hotel is competitive; creating a seamless interviewing process, efficient background check methodology and productive onboarding process for new associates
• Demonstrate subject matter expertise for your field by ensuring compliance to mandatory labor laws, acts and fair practices; always being aware and proactive to upcoming changes for the city, state, and federal labor statutes or by-laws that impact and protect our people and company
• Be the "go-to" expert on associate benefit plans and enrollment by simplifying what may be complex information for others
• Be fluent in people metrics and performance management practices that drive a high performing culture, which includes owning the corrective action process, meaningful performance discussions, impactful training solutions, mature facilitation skills and guiding career development progression that drives the company's people and business strategy
• Act as a collaborative and strategic partner to the General Manager and the Executive Committee for planning the hotel's goals, questioning existing practices, ensuring appropriate staffing levels, coaching for performance and heightening service levels
• Practice sound financial decisions to ensure the appropriate budgets are in place and adhered to that provide the necessary resources, events and programs for the recognition, rewards, and development of the people and celebrates the culture
• Demonstrate a passion for "being in the know" by spending time in departments, attending shift briefings or department meetings; exhibiting servant leadership by lending a hand during "crunch" time
• Display a collaborative spirit with peers and managers by exchanging ideas and valuing differing opinions; facilitating focus groups and identifying methods for employees to voice ideas or recommendations and ensuring remedies are implemented
• Know how to keep a secret, being able to investigate matters in a confidential manner and be a confidant to all associates by maintaining discretion in sensitive manners; being willing to take your "HR" hat off based on the situation, and coach peers and managers to address performance concerns with their associates
• Use various communication channels to guarantee people are "in the know" by using traditional methods to modern practices; ensuring messaging represents the brand and is meaningful to all associates
• The list of responsibilities above is just the beginning of the adventure. Be prepared for more exciting challenges! You might be called on to tackle extra duties or tasks not listed here, all to meet the ever-changing needs of the organization.

HOW YOU WILL LEAD

• Highly analytical in thought and recommendations; although will never act like the smartest person in the room, and continually seek out the facts; can express a point of view without it being driven by an ego
• Engages others in general conversation tactics to build rapport quickly, and can lead and adapt communication and presentation tactics to engage an audience; displays adaptable interpersonal skills for a wide range of audiences and stakeholders
• Approaches fact-finding and discovery missions in a collaborative effort; values input and experiences of others that creates additional insight to uncover deeper issues that need to be addressed or removed as a barrier to implementation
• Passionate in driving results of their effort and others; can influence others to take direction to execute on the strategy through tactical methods, and is comfortable in prioritizing their work and that of others
• Comfortable in being a "general" in identifying strategic needs, yet can be a "soldier" to ensure the implementation of a strategic plan is implemented
• Values the importance of making decisions with integrity, maintaining confidentiality across internal workgroups, and knows how to use discretion when appropriate; understands the difference between transparency and confidentiality.

WHAT YOU WILL NEED

• A minimum of (5) five years of progressive HR Generalist responsibilities within an upscale and people-focused environment
• Bachelor's degree, or (7) seven years of experience showing progress to a director level responsibilities, we like to see that you have worked yourself up the ranks, so you understand the responsibilities and tasks of your team
• SHRM Certification respected, though not required
• Advanced knowledge of state and federal labor laws, statutes and acts
• Professional proficiency in the English language, in reading, writing and verbal communication