Director of People and Culture

Description

For seekers of the timeless and worldly, the provocatively spirited, the cultured, and the hidden gem traveler, Mayfair House Hotel & Garden, A MICHELIN Key Hotel, offers an iconic experience set against a sexy & seductive backdrop, designed to evoke a cultured escape through guest programing and effortless service. Mayfair House Hotel & Garden is a place where everything is refreshingly current yet timeless. It is rooted in its artist narrative and anchored by its signature eccentric design. Join this industry changing and forward-thinking team as the Director of People & Culture to create high touch, unpretentious, personable, accommodating, effortless and discreet service, ultimate with the highest level of diligence in in making the Mayfair House service come to life.

We are committed to providing you with:

• Highly competitive salary
• 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 People & Culture Director at the Mayfair House Hotel & Garden 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, and 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.
• Process payroll on a Bi-Weekly basis.

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, with minimum 3 years at an HRD level in the hospitality or related industry.
• 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)

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)