Director of People & Culture presso Proper Hospitality

[Hotel Descriptor]

Job Summary: 

The Director of People and Culture is responsible for leading and executing the human resources strategy for the organization, ensuring alignment with the company’s overall business objectives and culture. This role will focus on fostering a positive work environment, promoting employee engagement, and developing programs that support talent acquisition, retention, performance management, and employee development. The Director of People and Culture will lead HR operations, provide strategic guidance to leadership, and ensure that the company’s people practices are aligned with organizational goals, values, and culture.

Essential Job Duties and Responsibilities 

• Leadership & Strategic Planning:
  1. Develop and execute the company’s people strategy in collaboration with senior leadership to ensure alignment with overall business goals and objectives.
  2. Serve as a trusted advisor to leadership, providing insights and recommendations on organizational development, employee relations, and performance management.
  3. Oversee the design and implementation of talent management initiatives that support the recruitment, development, and retention of top talent.
  4. Champion diversity, equity, and inclusion initiatives, ensuring a culture of belonging and respect for all employees.
  5. Lead the company’s organizational change initiatives, fostering a positive work environment through periods of transition.
• Talent Acquisition & Workforce Planning:
  1. Oversee the recruitment and hiring process, ensuring the attraction of high-quality candidates and a smooth onboarding experience.
  2. Partner with department heads to identify workforce needs and build effective strategies for talent sourcing and recruitment.
  3. Manage workforce planning efforts, ensuring optimal staffing levels and talent alignment with business priorities.
  4. Develop and execute strategies to build a strong employer brand and position the company as an employer of choice.
• Employee Engagement & Culture Development:
  1. Foster a positive, inclusive, and engaging workplace culture that aligns with company values and encourages employee satisfaction, motivation, and retention.
  2. Design and implement employee engagement surveys, analyze results, and take action to improve employee morale and engagement.
  3. Develop initiatives that promote employee well-being, work-life balance, and career development opportunities.
  4. Plan and coordinate employee recognition programs, events, and other activities that enhance the company culture.
• Performance Management & Employee Development:
  1. Lead the performance management process, ensuring clear expectations, feedback, and development opportunities for employees at all levels.
  2. Support leadership in coaching employees to meet performance goals, address performance issues, and identify development opportunities.
  3. Develop and implement training programs to enhance employee skills, promote leadership development, and build a pipeline of future leaders.
  4. Oversee succession planning efforts, ensuring there are clear career paths and development plans for high-potential employees.
• HR Operations & Compliance:
  1. Oversee the day-to-day HR operations, including payroll, benefits administration, employee relations, and compliance with local, state, and federal labor laws.
  2. Ensure the company’s HR policies and procedures are up to date and compliant with all applicable regulations.
  3. Manage employee relations matters, addressing grievances, conflicts, and disciplinary actions in a fair and consistent manner.
  4. Ensure that HR programs and practices are consistently applied and aligned with company goals, values, and legal requirements.
• Compensation & Benefits:
  1. Lead compensation planning and strategy, ensuring that salary structures and benefits packages are competitive and aligned with industry standards.
  2. Manage employee benefits programs, including health insurance, retirement plans, and other perks, ensuring the offerings meet the needs of employees while balancing the company’s goals.
  3. Analyze compensation data and market trends to recommend adjustments and improvements as needed.
• Leadership Development & Succession Planning:
  1. Design and implement leadership development programs to ensure that the organization has a strong leadership pipeline and a sustainable talent pool.
  2. Drive succession planning efforts by identifying and developing internal talent for key leadership roles within the organization.
  3. Work with leadership to assess organizational performance and recommend strategies to improve efficiency and employee productivity.
• Data & Analytics:
  1. Utilize HR analytics and metrics to measure the effectiveness of people and culture initiatives and identify areas for improvement.
  2. Track and report on key HR KPIs, such as turnover, engagement, training completion, and other relevant metrics to provide actionable insights to leadership.
  3. Continuously assess HR practices and recommend improvements based on data-driven insights.

Education and/or Experience 

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.
• 7+ years of experience in human resources leadership, including significant experience in managing HR teams and developing strategic HR programs.
• Previous experience in a leadership role, with a proven track record of driving organizational change, employee engagement, and talent development.
• Strong understanding of labor laws, compensation, benefits, and HR best practices.
• SHRM-SCP, SPHR, or other relevant HR certifications preferred.

Skills/Specialized Knowledge

• Excellent leadership, communication, and interpersonal skills, with the ability to influence and engage employees at all levels of the organization.
• Strong strategic thinking and problem-solving abilities, with the ability to align HR initiatives with business goals.
• Deep knowledge of HR best practices, talent management, employee relations, and organizational development.
• Ability to manage multiple priorities, meet deadlines, and work effectively in a fast-paced environment.
• Strong decision-making abilities, with a focus on promoting employee well-being while achieving organizational objectives.
• High level of emotional intelligence and the ability to navigate complex interpersonal situations.
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) and HR management software.

Physical Demands

• Ability to work in an office environment and sit for extended periods of time.
• Ability to lift up to 20 pounds (e.g., for event-related tasks, office supplies).
• Occasional travel required for recruitment events, conferences, or other business needs.

Company Overview

Proper Hospitality is made up of a diverse group of passionate individuals who share a common love for hotels and the art of hospitality. Our philosophy is simple: There is a right way to do things and anything less just isn't proper. We are seeking out the best of the best from inside and outside of the industry to work alongside us as we grow a new kind of lifestyle Hospitality Company inspired by a centuries-old tradition. The work is challenging and fast-paced but rewarding above all.

Proper Hospitality provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, gender, gender identity or expression, genetics, or any other federal/state protected category.

Proper Hospitality will consider qualified applicants with criminal histories in a manner consistent with local Fair Chance Hiring Ordinances.