Area Director of Human Resources

Description

The Area Director of People & Culture directs and ensures the efficient administration and management of the People & Culture function for the assigned group of hotels within the Crescent portfolio. To include recruiting, training, wage/benefit administration and compliance with all federal, state and local regulations. Provides guidance and support to management staff and hourly associates at each hotel.

At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to and proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!

We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.

We are committed to providing you with:

• Highly competitive salary with an annual salary range of $140,000 - $150,000
• An exceptional benefit plan for eligible associates & your family members
• 401K matching program for eligible associates
• Flexible scheduling to allow you to focus on what is important to you
• Discounts with our Crescent managed properties in North America for you & your family members

Here is what you will be doing each day:

The Area Director of People & Culture will be responsible for overseeing all HR functions, ensuring compliance with labor laws, and fostering a positive workplace culture aligned with the hotel's luxury service standards. This leadership role requires a strategic thinker with a passion for hospitality, talent development, and employee engagement.

Talent Management:

• Develop and implement recruitment strategies to attract top hospitality talent for leadership and hourly positions across all departments, as needed.
• Oversee onboarding programs to ensure new hires are integrated seamlessly.

Associate Relations & Engagement:

• Foster a positive, inclusive, and productive, issue-free work environment.
• Serve as a credible, visible and trusted advisor to managers and associates on HR matters.
• Timely address and resolve associate concerns, ensuring compliance with company policies.
• Organize associate engagement and recognition programs in alignment with Crescent’s associate recognition and communication initiatives.

Training & Development:

• Facilitate training programs to enhance associate job skills and guest service focus and delivery.
• Oversee leadership development and succession planning efforts.
• Ensure timely and comprehensive compliance training all associates.

Compensation & Benefits:

• Manage payroll processes in collaboration with Finance to ensure accuracy and compliance.
• Administer employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
• Monitor industry trends to ensure competitive compensation structures.

Compliance & Risk Management:

• Ensure compliance with federal, state, and local labor laws.
• Maintain up-to-date associate records and HR documentation.
• Lead workplace investigations and implement corrective actions as needed.
• Oversee workplace safety programs and support risk mitigation strategies.

Does this sound like you?

• Bilingual (Spanish/English) language advanced competency with written and verbal communication is required.
• 5+ years' of HR leadership experience within the Hospitality industry, with a minimum of 2 years' experience in a multi-property HR leadership role.
• 3+ years' experience in union hotels.
• Bachelor's degree in Human Resources, Business Administration, or a related field (Master’s preferred).
• Proven advanced knowledge of employment laws.
• Proven experience with UKG/Ultipro systems and payroll processing.
• Excellent interpersonal, communication, and problem-solving skills.
• Ability to work in a fast-paced, luxury hospitality environment.

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)