Senior Vice President, People & Culture

POSITION: SVP, People & Culture (Full Time, Exempt)

REPORTS TO: Chief People Officer

COMPENSATION: Pursuant to Colorado regulations, if this job is performed in Colorado, the salary range is $250,000 - $300,000 plus bonus potential. Eligible to participate in the company benefits plan. We offer health, vision, dental, and pet insurance. We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts.

SUMMARY

Provides executive and strategic leadership for all Human Resources and Culture functions across the organization. This role is responsible for driving a cohesive People strategy that directly contributes to achieving the organization's mission and long-term business goals by fostering an inclusive, high-performance culture.

ESSENTIAL FUNCTIONS

• Provide seasoned strategic leadership on all People and Culture functions to the organization in coordination with the Chief People Officer (CPO), Board of Directors, and Executive Leadership team.
• Design, develop, and execute the company's overarching People strategy, encompassing talent acquisition, performance management, succession planning, and retention.
• Drive and champion an inclusive, high-performance organizational culture to support the organization's mission and long-term business goals.
• Oversee the development, implementation, and maintenance of all organizational HR policies, practices, and procedures, ensuring legal compliance.
• Direct the strategy and governance of total rewards, including executive and team-wide compensation, benefits, and payroll oversight.
• Lead the function's organizational design, including strategic workforce planning, resource allocation, and identifying areas for efficiency gains within the People & Culture function.
• Manage the departmental budget and financial activities for People & Culture, ensuring cost-effective service delivery and providing detailed reports to the CPO and Executive Leadership Team.
• Identify, evaluate, and implement HR technology and systems (HRIS, talent management platforms) to enable organizational growth and improve operational performance.
• Communicate, engage, and interact with the CPO with regard to the organization’s daily workforce operations, strategic opportunities, and risks.
• Consult with legal counsel, accountants, and subject matter experts to inform business decision-making, particularly concerning labor law, executive compensation, and organizational risk.
• Analyze key HR performance indicators and workforce metrics, directing corrective action when departmental and organizational people objectives are not met.
• Engage Board of Directors to report regularly on human capital progress, culture metrics, and executive talent matters

SUPERVISORY RESPONSIBILITIES

• This is a cross-functional role; supervising a team of subordinate directors. Collaborates directly with other members of the executive team to align departmental strategies and goals.

QUALIFICATIONS

• Twelve to fifteen plus years of progressive experience in human resources or people operations with at least five years in a high-level executive capacity.
• Demonstrated experience leading large-scale organizational design and culture transformation initiatives.
• Experience in real estate, hospitality, or high-touch service industries to align with world-class hospitality strategies.
• Ability to influence and partner effectively with the executive leadership team and provide data-driven insights to the board of directors.
• Advanced skills in navigating complex organizational shifts and evolving operational models.
• Deep understanding of profit and loss management, labor cost optimization, and the ability to tie people metrics directly to net operating income.
• Comprehensive knowledge of federal and state labor laws, specifically in high-compliance jurisdictions, and experience overseeing internal ethics investigations.
• Experience overseeing the strategic selection and implementation of enterprise-level human capital management and learning systems.
• Expert knowledge in modernizing recruitment structures, compensation benchmarking, and performance management frameworks.
• Ability to leverage people analytics to identify trends in employee sentiment, turnover, and engagement to drive proactive intervention.
• Bachelor’s degree in human resources, business administration, or a related field. Master of Business Administration or a master’s degree in organizational development is highly preferred.
• History of developing high-performing human resources business partners and specialized department heads in talent, benefits, and payroll.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those a Team Member encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Incumbents work in an office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.

PHYSICAL DEMANDS


The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


While performing the duties of this job, the Team Member is regularly required to use hands to finger, type, handle, or feel and talk or hear. The Team Member is frequently required to stand; walk; reach with hands and arms, and stoop, or squat. The Team Member is often required to sit. The Team Member must be able to push, pull, lift, carry, or maneuver office products and supplies of up to twenty (20) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their Team Leader.

Equal Opportunity Employer


This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.