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Task Force People and Culture Director

Crescent Hotels & Resorts, Operations

Crescent Hotels & Resorts

10306 Eaton Place
Suite 150

Fairfax, VA 22030

Telephone (703) 279-7820

Crescent Hotels & Resorts

Corporate Office

Working Here

Founded in 2001 by CEO Michael George, Crescent Hotels & Resorts lives in the belief that your drive to be the best is the force which has made Crescent Hotels & Resorts the Hotel Operator and Employer of Choice.Meet several of our associates and hear their story. With thousands of associates at Crescent, we make every day one of adventure where you can make a difference.

We Know Benefits 

Dedicated, satisfied, and engaged associates are the key to our continued success. 

At Crescent Hotels & Resorts, we strive for innovative ways to enhance our comprehensive selection of benefit offerings. Crescent associates working as few as 24 hours a week are eligible for our extensive menu of benefit programs.

Crescent's benefits offerings include:

  • Healthcare insurance and prescription drug coverage
  • Dental insurance
  • Vision insurance
  • Flexible/dependent-care spending accounts
  • Life insurance and supplemental life insurance
  • Short/long-term disability insurance
  • Domestic Partner coverage
  • Employee Assistance Program
  • 401(k) with employer matching
  • Paid holidays, vacation, and personal time off
  • Tuition reimbursement program
  • Discounted hotel rooms for associates and family

Task Force People and Culture Director

Crescent Hotels & Resorts

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Crescent Hotels & Resorts is seeking a candidate with a strong background in Human Resources and the ability to travel often to help train and transition new associates into the Team Crescent portfolio!

The Task Force People and Culture Director will be responsible for traveling to new and existing properties within the Crescent portfolio to help transition new associates, conduct trainings, and on some occasions serve as the temporary on-property HR Director . Perfect for any Human Resources professional looking for adventure and travel!

This position will can be based anywhere in the US, preferably near a major airport. This position will require extensive travel.

REPORTS TO: Vice President of Human Resources 

ESSENTIAL JOB FUNCTIONS:

  1. Serve as the primary point of contact for all Crescent transitions, and travel to new hotel openings to represent Crescent Human Resources.
  2. Support and assist hiring managers with recruiting strategies and help to identify candidates for open roles, while adhering to Crescent's hiring processes. 
  3. Fill a HR need in any market that requires additional HR assistance. In hotels with a vacancy in the HR department, serve as the temporary HR Director for the day to day operations on property. 
  4. Conduct Crescent training programs during transition period and other trainings as needed.
  5. Travel to new hotels transitioning into the Crescent portfolio to onboard new associates, conduct training, and roll out Crescent policies on property.
  6. Create an atmosphere of being the employer of choice while at the hotel by ensuring new associates are welcomed and supported during transition. 
  7. Support & coordinate all Crescent human resource initiatives & business practices.
  8. Utilize extensive HR knowledge to maintain associate relations and troubleshoot any issues on property.
  9. Work within the Corporate HR department to create strategy and business practices to enhance transitions/trainings. 
  10. Provide recommendations and overview of any issues on property when transition hotel over to Regional Human Resources Director.

Minimum Qualifications:

Three to five years’ experience as a Human Resources Director

Ability to read, write and speak English language fluently.

Must be able to travel up to 90% of the time

Additional Qualifications:

Hotel experience strongly preferred

Experience with Union hotels strongly preferred 

Must be available to work a flexible schedule.

Strong interpersonal communication skills, both verbal and written.

Excellent time management and problem resolution skills.

Thorough knowledge of Human Resource practices and procedures.

Advanced knowledge of Microsoft Office.

Extensive knowledge of State and Federal laws and regulations pertaining to Human Resource matters.

Self-starting personality with an even disposition. 

Maintain a professional appearance and manner at all times.   

Must be willing to “pitch-in” and help co- workers with their job duties and be a team player. 

Ability to effectively deal with employee concerns in a friendly and positive manner.   

Ability to access and accurately input information using a moderately complex computer system.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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