Director of People & Culture

Description Director of People & Culture Position Summary The Director of People & Culture provides strategic and operational leadership for all human resources functions across the resort property. This executive‑level role partners closely with senior leadership to drive workforce strategy, ensure legal compliance, enhance employee engagement, and strengthen a high‑performance service culture. This position oversees talent acquisition, compensation and benefits, learning and development, employee relations, HR systems, compliance, and employee housing operations. Key Responsibilities Strategic Leadership Serve as a key member of the Executive Leadership Team and trusted advisor on people‑related strategy. Advise leadership on HR policies, workforce trends, and organizational effectiveness. Ensure compliance with all applicable employment laws and regulations. Partner with legal counsel on complex or high‑risk HR matters. Lead and develop the People & Culture leadership team. Talent Acquisition & Workforce Planning Oversee recruiting, staffing, and onboarding for hourly, salaried, and leadership roles. Identify and implement internal and external recruitment methods. Develop workforce plans addressing seasonality, turnover, succession planning, and growth. Ensure equitable hiring practices and equal employment opportunity. Manage job analysis, job descriptions, and classification processes. Oversee employment authorization and work eligibility processes for non‑U.S. citizens. Policy, Compliance & Risk Management Develop and administer HR policies and procedures. Serve as the organization's EEO Specialist. Lead employee relations investigations and corrective actions. Oversee unemployment claims, appeals, and hearings. Learning, Development & Performance Management Lead performance management, goal‑setting, and evaluation processes. Oversee training programs related to leadership, compliance, service standards, and operational skills. Support organizational change management initiatives. Compensation & Benefits Develop and manage compensation strategies, including wage structures and incentive programs. Ensure market competitiveness and internal equity. Oversee benefits administration (health, retirement, leave, and wellness). Ensure compensation and benefits compliance. Review payroll for accuracy and compliance. Employee Engagement & Relations Develop recognition and rewards programs that support engagement and retention. Advise leaders and employees on employee relations matters. Support conflict resolution and mediation. Ensure consistent application of policies and workplace standards. Manage complaints involving federal, state, and local agencies. Ensure workplace health and safety compliance. Financial Management Develop and manage departmental budgets, including labor, training, and housing operations. Monitor costs and implement fiscal controls while maintaining compliance and service quality. Employee Housing Provide strategic oversight of employee housing operations. Ensure housing facilities are safe, compliant, and well‑maintained. Establish and enforce housing policies and occupancy standards. Partner with facilities, security, and operations teams to support resident wellbeing. Qualifications Education & Experience Bachelor's degree in Human Resources, Business Administration, or related field required. Master's degree preferred. Minimum of 10 years of progressive HR leadership experience. Hospitality, resort, or large multi‑department environment experience strongly preferred. Experience overseeing employee housing preferred. SPHR certification preferred. Knowledge & Skills Extensive knowledge of employment law and HR best practices. Strong leadership, coaching, and organizational development skills. Proven financial and budgeting acumen. Excellent communication and conflict‑resolution skills. Ability to thrive in a fast‑paced, service‑driven environment. Compensation & Privileges Competitive pay and bonus program with scheduled reviews and salary increases. Complimentary club membership. Physical Requirements Ability to lift up to 15-25 pounds. Ability to sit for extended periods and walk throughout the property. Ability to bend, reach, and perform repetitive motions. Ability to communicate effectively with employees, leaders, and guests. Qualifications Extensive experience managing employee relations at scale, leading investigations, ensuring compliance with federal and state employment laws, partnering with legal counsel, and advising executive leadership on risk mitigation and people strategy. Education Masters (Preferred) Bachelors (Required) Experience Required 8 years: Extensive experience managing employee relations at scale, leading investigations, ensuring compliance with federal and state employment laws, partnering with legal counsel, and advising executive leadership on risk mitigation and people strategy. Required 7 years: Demonstrated success developing and executing workforce strategies that address seasonal demand, high‑volume hiring, succession planning, labor cost management, and organizational change while supporting business objectives. Required 10 years: Proven experience leading all core HR functions—including talent acquisition, employee relations, compensation and benefits, compliance, and learning and development—within a large, multi‑department or hospitality/resort environment. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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Crescent Hotels & Resorts