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Corporate Director of People and Culture

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

Corporate Director of People and Culture

Crescent Hotels & Resorts

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The Corporate Director of People & Culture will oversee multiple properties within a geographic region and will be responsible for directing and ensuring the efficient administration and management of the People & Culture discipline. Responsibilities will include supporting their established portfolio of hotels with talent acquisition, learning & development, performance management, wage/benefit administration and compliance with all federal, state and local regulations, guidance. They will offer support, guidance, and consultation to hotel leadership team to effectively manage People & Culture functions.

This position will be considered remote and/or hybrid-model

REPORTS TO: Vice President of People and Culture

Overview of Requirements for Role:

  • Travel required 10% estimated (varies)
  • Extensive experience and knowledge in multi-state employment laws/statutes required
  • Excellent Communication skills – written & verbal
  • Excellent leadership abilities
  • Five years (5) experience in People and Culture/Human Resources on a Director/Manager level preferably in a full-service location with 100+ associates
  • Union experience; handling grievances, interpreting CBA, etc. (minimum 1 year)
  • High level Knowledge of UKG HRIS system/payroll processing/recruiting
  • Experience and expertise in handling associate relations issues
  • Good knowledge of basic employment laws/statues (ADA, FMLA, Wage/Hour, etc.)
  • Experience with the full cycle recruiting process

What will you be doing?

  • Keeps current on all laws affecting the People and Culture functions and participates in developing or changing policies as needed. Oversees the employee grievance process in the assigned region and ensures compliance with federal, state, and local labor laws.
  • Directs all aspects of the People and Culture function within the region. Manages people and culture team members in assigned region to ensure consistent application of policies, procedures, and practices.
  • Works closely with General Managers, Operations leaders and other PC leaders in your region and Corporate PC on people and culture activities including, training, compensation, benefits, recruitment, and team member relations.
  • Handle complex employee relations issues, including terminations and exit interviews. Oversee and/or facilitate performance reviews and termination processes as needed.
  • Designs and develops the people and culture agenda and workforce plan for the region. Builds strategic talent succession plan for people and culture and other areas. Actively promotes positive employee engagement with a focus on retention of talent.
  • Performs other duties as assigned.

About you:

  • Thorough knowledge of People and Culture/Human Resources practices and law.
  • Advanced knowledge of Microsoft Office.
  • Extensive knowledge of State and Federal laws and regulations pertaining to People and Culture matters.
  • Self-starting personality with an even disposition.
  • Always maintain a professional appearance and manner.
  • Must be willing to “pitch-in” and help co- workers with their job duties and be a team player.
  • Ability to effectively deal with guest and employee concerns in a friendly and positive manner.
  • Ability to access and accurately input information using a moderately complex computer system.

Why Join Us:

  • Competitive health benefits
  • Paid holidays, vacation, and PTO
  • Tuition reimbursement program
  • Discounted hotel rooms for family and friends
  • Inclusive culture

This position may require travel up to 10% of the time.

For applicants who will be working in NYC, the anticipated compensation range for the position is $107,540-$130,180; for applicants who will be working in Colorado, the anticipated compensation range for the position is $95,950-$116,150; for applicants who will be working in Washington, the anticipated compensation range is $101,460-$122,820; for applicants who will be working in California, the anticipated compensation range for the position is $106,685-$129,145. The salary offered to a successful candidate will be dependent on several factors that may include but are not limited to years of experience within the job, years of experience within the required industry, education, work location, etc. Crescent Hotels is a multi-state employer and the salary ranges indicated herein may not reflect positions that work only in other states.

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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