publié le juin 26, 2025

Wincome Hospitality is looking for a Driven Corporate Director of Human Resources to lead HR Excellence across High-Performing Luxury Hotels in Orange County!

As the Corporate Director of Human Resources, you will lead strategic human resources initiatives across a portfolio of high-performing luxury hotels. This role oversees multi-property HR operations while serving as a key partner to executive leadership in aligning workforce strategy with business goals.

Managing the Human Resources Strategy

•Champions and build talent management ranks in support of property and region diversity strategy.

•Translates business priorities into property Human Resources strategies, plans and actions exercising discretion and independent judgement.

•Implements, creates and sustains Human Resources initiatives at Corporate and property level.

•Creates value through proactive approaches that will affect performance outcome and/or control cost.

•Evaluates, updates and implements HR software systems for the company with accurate communication to the general ledger.

•Leads and participates in succession management and workforce planning.

•Serves as a key change manager for initiatives that have high employee impact by providing training.

•Attends owner's / board meetings as a member of the company’s executive committee and provides meaningful context for the Human Resources results (retention statistics, critical open positions, employee satisfaction, training initiatives and results) aligned with company needs.

•Demonstrates understanding of corporate priorities.

•Supervises and provides training for Human Resources Payroll associates, Human resources Managers, Generalists and all associates in the Human Resources Department. 

•Ensure compliance with all Company policies and procedures and Federal, State and Local laws and regulations which pertain to Human Resources. Implement new procedures and communicate verbally and in writing any new requirements. Oversee compliance with Affirmative Action Plan annually by March 31st.

•Direct and manage associates’ relations programs and activities such as associate recognition, service award ceremonies, and general hotel meetings to maintain a positive associate relations climate.

•Monitor the staff performance appraisal programs and establish timeline standard procedures. Analyze evaluations to ensure appraisal comments are appropriate, and verify goals are aligned with four diamond hospitality environments. 

•Manages the administration of wages and benefits ensuring accurate and equitable application of such, analyzing and applying information retrieved from moderately complex reports, manuals and/or computer systems.

•Develops and administers HR plans and procedures exercising discretion and independent judgement that relate to company personnel and ensuring a timely execution approved by the CEO.

•Plan, organize and manage activities of the HR department striving for success and efficiency with CEO approval.

•Contributes to the development of HR department goals, objectives and systems.

•Annually revise, maintain and update the company's handbook policies and procedures ensuring timely rollout to employees with appropriate training.

•Recommend new policies, methods, procedures and cross train the entire HR structure.

•Has experience with 401K plans (Voya) and laws governing them and is responsible for ensuring contributions are accurately transferred following ERISA compliance.

•Oversee the company’s 401k plan including processing and distribution of benefits and maintenance of accurate records of employee participation, contributions, and distributions.

•Ensure the company is compliant with OSHA & DOL requirements and standards.

•Collaborate with other team members and company resources to determine the best practices and provide updates to standard operating procedures with proper documentation.

•Develop organizational strategies by identifying and researching human resources issues, contributing information, analysis, and recommendations aligning HR and company organizational objectives.

•Partners with the Executive team create business strategies that align with strategic short and long-term execution, employee engagement and guest service goals, assisting in improving satisfaction.

•Identify accountability best practices and appropriate reporting metrics which support the business goals and objectives.

•Achieve objectives by forecasting requirements; preparing budgets; and management expenditures; accountable for technology and resources to improve productivity and efficiency of the HR department.

•Direct, manage, supervise and build a Human Resources team capable of producing organizational capabilities that contribute to the competitiveness and high performance of each asset; determines and implements productivity, quality, and customer-service strategies; resolves problems and implement changes.

•Execute and follow-up on engagement training related activities.

•Attend and participate in administrative staff meetings.

•Maintains company directory and other organizational charts.

Managing Staffing and Recruitment Process

•Direct and instruct management in effective recruiting and interviewing techniques using methods such as verbal presentations and written directions to ensure the hiring and retention of qualified and efficient associates. 

•Conduct interviews for all management positions, completing interview comments summary charts.

•Ensure all other recruitment activities are completed, including drug testing, reference checks, background checks, etc.

•Ensure all new hires and existing associates possess proper employment verifications, along with prioritizing federal, state and local laws such as SB93.

•Analyze open positions to balance the development of existing talent and business needs.

•Serve as coach and expert facilitator of the recruitment process.

•Makes staffing decisions to manage the talent pool and pipeline for all properties and achieve effective hiring.

•Partners with department leaders to assess talent needs and build workforce plans.

•Lead performance management and succession planning initiatives.

•Oversee full-cycle recruitment, onboarding and retention strategies

•Train managers to be competent in assessing and evaluating non-exempt/hourly staff.

•Create and revise job descriptions after each position change. 

•Oversees recruitment efforts for all personnel, including writing and placing job ads

•Conducts new employee orientations and employee relations counseling.

•Conducts exit interviews and, where appropriate, provides input to the CEO regarding any potential employment issues raised in the interview.

•Conducts audits of payroll, benefits, and other HR programs; will recommend corrective actions where necessary.

Managing Employee Compensation Strategy

•Remains current and knowledgeable in the internal and external compensation and work competitive environments.

•Leads the planning of the hourly employee total compensation strategy.

•Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.

•Creates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.

•Conduct annual salary surveys.

•Develops, analyzes, and updates the company's salary budget by department.

•Develops, revises, and recommends personnel policies and procedures.

•Performs benefits administration including benefit monthly classes and audits benefit invoices, payment for accuracy.

Managing Staff Development Activities

•Direct and instruct the management staff in effective recruiting and interviewing techniques using presentation and written directions to ensure the hiring, training program, orientation of qualified and efficient associates.

•Ability to work under time constraints and timelines.

•Able to develop and maintain company recruitment charts summarizing open positions and jobs for all companies.

•Ensure all positions are featured internally to all company businesses, company websites (where applicable), hotel

brand recruitment sites, colleges, universities, and third-party sites such as HospitalityOnline(Talentronic), Linkedin, and HCareers. It is essential to maintain all approved open positions on proper recruitment channels.

•Organize and implement a proper new employee orientation plan.

•Organizes and participates in succession management and workforce planning.

•Communicate with General Managers on effective incentive plans.

•Communicate the company vision to candidates to ensure applicants have a clear understanding of company goals and vision.

•Ensure the recruitment procedure is compliant with all state and federal labor laws and requirements.

•Collaborate with General Managers to determine the most efficient job descriptions to accomplish the specific job goals.

•Assist in the supervision of Human Resources teams capable of designing and implementing recruitment strategies supporting business goals and objectives that lead to associate retention.

•Completes previous employee references in line with state and federal labor laws that are adequate to understand an employee's previous work history to qualify them as a proper candidate for employment.

•Coordinates the human capital review process at property(s) and leads succession planning activities on property and in the market, as appropriate

•Provide assistance, guidance and counseling to the General Managers, management staff and associates in order to maximize the quality and professionalism of the hotel staff by listening to and interpreting concerns and objectives and seeking solutions.

•Ensure audit of wage and hourly compliance is completed in compliance of rest and meal break 

•Ensures completion of the duties and responsibilities of the company's Human Resources and Payroll staff members, as outlined in applicable job description(s).

•Ensure that associates are developed and utilized to their maximum potential by controlling the implementation, administration and monitoring of all training programs. Instruct training classes, analyze and review current and

proposed methods, consult with and make recommendations to the management staff for improvement.

•Ensures Human Resources and Payroll staff is properly trained in all employee-related human resources

information to appropriately respond to property employees with annual labor law updates for legal compliance.

•Serve as a resource to property staff on employee relations questions and issues.

•Assist with annual performance reviews, coaching decisions, termination process and update formats as needed.

•Establishes the parameters the empower managers/supervisors with the authority to accomplish the duties of their assigned positions; provides interpretation of HR policies, practices and procedures to employees and managers.

•Leads design and adoption of talent management program to support the property's strategic plan; works with

leaders to establish and maintain a positive work environment and property culture, which encourages the full use

of diverse talents and abilities.

•Maintain accurate employee records in compliance with California document retention las and privacy protections (CPRA/CCPA)

Additional Duties and Responsibilities

•Report all suspicious people or activities and hazardous or unsafe conditions to the Security Department.

•Provide instruction and/or guidance for guest and employee safety in fire or other emergency situations.

•Respond to guest questions. Provide guest assistance, direction and information as requested when working in

public areas.

•Represent the hotels and company at various functions and trade shows.

•Perform a variety of other duties as assigned.

•Available to work at various days and times as required, including weekends, holidays and evenings.

Key Talents and Experience/Education Requirements

Required:

•4-year bachelor’s degree in human resources, Business Administration, or related major; 2 years' experience in the human resources management operations, or related professional area.

•Minimum of ten (10) years professional HR experience, which included at least (5) years of supervisory/management experience (Director level is preferred).

•Effectively communicate in English, both oral and written forms.

•US work authorization is required.

•Proven success in managing HR functions in a multi-location or multi-property environment.

•Strong leadership, interpersonal and conflict resolution skills.

Preferred:

•Bachelor’s or Master’s degree in a related field.

•Prior Employee and/or Labor Relations experience.

•Prior Hospitality experience.

•PHR, SPHR, SHRM-CP OR SHRM SCP certification.

•Experience with HRIS platforms and HR analytics.

•Prior experience with Workday is highly desirable.

•Effectively communicate in Spanish preferred, both oral and written forms.

•Ability to deal effectively with all applicants and associates with tact and diplomacy, to diffuse anger and collect

accurate information and resolve conflicts.

•Extensive knowledge of Human Resources practices and procedures as well as considerable knowledge of Federal,

State and Local laws and regulations pertaining to Human Resources matters.

•Knowledge of hotel operations, including marketing plans, security and safety programs, personnel and labor

relations, preparations of business plans, repairs, maintenance, budget forecasting, quality assurance programs,

hospitality law, and long-range planning.

•Leadership skills to motivate and develop staff and to ensure accomplishment of goals.

•Able to set priorities, plan, organize and delegate.

•Basic mathematical skills in order to perform moderately complex calculations for salary and benefit administration

and to forecast departmental expenses using a calculator and/or a moderately complex computer system.

•Ability to prepare correspondence and meet deadlines.

•Ability to prepare office memorandum and correspondence as well as provide clear and meaningful instructions,

guidance and counseling to all associates.

•Ability to observe associates in the workplace, analyze operations and detect situations of concern with regard to

areas such as associate performance, grooming, training, policy adherence and morale.

•Ability to work effectively under time constraints and deadlines.

•Command of the English language both written and verbal.

•Demonstrates ability to successfully write policies and procedures.

•Demonstrates ability to overcome obstacles and strive to improve skills and achieve goals.

•Effective oral and written communication skills.

•Knowledge of the travel, hospitality and software industry, helpful but not necessary.

•To understand, Implement and follow through with your daily work according to our Core Values and Mission

•Statement adopted by the company.

Licenses and Certifications:

•Valid driver's license required.

•PHR, SPHR, SHRM-CP or SHRM SCP certification.

•CPR and Standard First Aid Certification Preferred.

Organizational Skill Requirements:

•Ability to operate a moderately complex computer system and various software such as Office Suite, Opera, Workday, and OSVAtmosphere.

•Ability to operate various office equipment such as, but not limited to, a telephone, facsimile and copy machine.

•Extensive knowledge of the travel industry, local marketing principles and current market trends.

•Ability to pay attention to detail, work in a fast-paced environment, handle multiple tasks and have high levels of

patience and organization.

Physical Requirements:

•Occasional long hours are required.

•Prolonged periods sitting at a desk and working on a computer.

•Travel to property locations or off-site meetings as needed.

•Ability to stand, walk, sit, and continuously perform essential job functions for an eight-plus hour shift with or

without reasonable accommodation.

•Medium work -exerting up to 50 pounds of force occasionally, and/or 20 pounds of force frequently or constantly to

lift, carry, push, pull, or otherwise move objects.

•Ability to sit and walk for extended periods of time.

Other Requirements:

•Must maintain a neat, clean and well-groomed appearance as outlined in the employee handbook.

•Ability to work varying shifts and maintain attendance in accordance with the company/hotel's attendance policy.

•Ability to comply with hotel rules and regulations including policies regarding safety and grooming standards.

•A positive attitude coupled with a great work ethic is a must.

EOE/M/F/D/V/S0

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