Regional Director of Human Resources

Job Description

Job Description

Description:

ABOUT US

Crystal Creek Hospitality is a collection of independently spirited and branded hotels focused on remarkable hospitality ™. We see every day as an opportunity to enrich the lives of our employees, guests, and communities. Our vision, mission, values and commitments are at the core of every decision we make and every person we hire. No heroes, no egos–just a diverse group of individuals with solid relationships built on a foundation of trust that honors our employees, guests, and investors.

OUR VALUES

We Engage and We Listen

We Care and We Own

We Provide and We Ensure

We Appreciate and We have Fun

JOB OVERVIEW

This individual will be based in Charleston, SC and is responsible for Human Resources functions at designated Crystal Creek Hospitality hotels: Planters Inn, Courtyard Boston Copley Square, Armstrong Hotel and Mountain Modern Sedona. Collaborates with the VP of HR and AVP of HR to develop HR strategies and corporate initiatives. Partners with General Managers and respective hotel leaders to ensure that corporate initiatives are executed, and goals are met. Oversees the coordination of recruitment, compliance, HRIS administration, benefits, compensation, and employee relations activities to maximize employee resources. Contributes to functional strategy development in both Human Resources and Hotel Operations.

This candidate will possess strong HR functional skills, and excel at collaboration, communication, and service to leaders and employees of Crystal Creek Hospitality.

ESSENTIAL JOB FUNCTIONS

• Regional HR Leadership and Execution: Provide hands-on HR leadership for assigned hotels and translates company strategy, values, and corporate initiatives into property-level action plans. Establish priorities, timelines, accountability, and follow-up with General Managers and department leaders to ensure consistent execution and measurable progress.
• Workforce Planning, Recruiting, and Selection: Partner with hotel leaders to forecast staffing needs, define position requirements, develop sourcing strategies, support interviewing and selection, and maintain pipelines for critical and high-turnover roles. Promote a professional, equitable, and timely candidate experience from application through offer and pre-employment requirements.
• Onboarding, Employment Documentation, and Offboarding: Oversee pre-employment steps, orientation, new-hire paperwork, employment eligibility verification, policy acknowledgments, status changes, personnel records, and other required documentation. Coordinate consistent offboarding, including final documentation, exit feedback, access and property return, and separation reporting.
• Employee Experience, Engagement, and Retention: Co-own the employee experience with General Managers by ensuring HR transactions and responses are accurate, prompt, respectful, and easy to navigate. Analyze feedback, turnover, absenteeism, exit information, and other indicators to identify trends and implement targeted engagement, recognition, communication, and retention actions.
• Management Consultation and Training: Counsel, orient, coach, and train managers and supervisors on HR policies, employment practices, documentation, performance conversations, leave and accommodation procedures, and consistent decision-making. Build leader capability while escalating high-risk or precedent-setting matters to the VP or AVP of HR as appropriate.
• Policy Administration and Continuous Improvement: Interpret and administer HR policies and procedures consistently across assigned hotels. Recommend new or revised policies, standard operating procedures, forms, tools, and service processes, and support communication, training, and change management to ensure effective adoption.
• Employee Relations and Workplace Investigations: Serve as the senior HR point of contact for complaints, grievances, conduct concerns, workplace conflict, and sensitive employee matters. Conduct or oversee timely, impartial investigations; maintain thorough documentation; recommend proportionate corrective action; monitor follow-through; protect confidentiality; and help prevent retaliation.
• Performance and Talent Management: Lead performance management practices, including goal setting, coaching, annual reviews, performance improvement plans, and documentation standards. Partner with leaders on talent reviews, succession planning, internal mobility, high-potential development, and readiness for key roles.
• Compensation, Benefits, and Recognition: Oversee and support consistent administration of compensation, benefits, incentive, recognition, and related programs within approved guidelines. Advise on offers, promotions, transfers, job changes, pay adjustments, and retention actions, and coordinate with corporate HR, and vendors to resolve issues and maintain service quality.
• Learning, Development, and Compliance Training: Assess regional and property-level training needs and coordinate programs for onboarding, service culture, leadership, performance management, employee relations, safety, and legally required topics. Track completion and evaluate whether training improves capability, consistency, and business outcomes.
• HRIS, Records, Reporting, and Data Integrity: Champion effective use of the HRIS and related systems. Ensure employee data, workflows, personnel files, approvals, and status changes are accurate, timely, secure, and complete; train users; audit records; produce reports; and turn workforce data into actionable recommendations.
• Employment Compliance and Risk Management: Monitor and support compliance with applicable federal, state, and local employment laws and company requirements, including wage and hour, equal employment opportunity, anti-harassment, leave, disability accommodation, employment eligibility, required postings, recordkeeping, and occupational safety. Coordinate audits, corrective actions, regulatory responses, and legal consultation when appropriate.
• Leave, Accommodation, Safety, and Workplace Support: Partner with leaders, employees, and vendor resources to administer leave and accommodation processes, occupational health and safety practices, incident reporting, and return-to-work coordination. Ensure matters are handled consistently, confidentially, and with appropriate documentation and follow-up.
• Operational and Financial Partnership: Apply a working knowledge of hotel operations to align HR solutions with guest service, staffing, scheduling, labor productivity, and growth objectives. Provide input to labor and HR budgets, evaluate program and vendor costs, and balance employee needs, compliance risk, and business priorities.
• People Analytics and Strategic Planning: Establish and monitor meaningful workforce measures such as headcount, vacancies, time-to-fill, turnover, retention, engagement, training completion, employee relations activity, and compliance trends. Present insights and recommendations to the VP or AVP of HR and hotel leadership, develop action plans, and track results.
• Team Leadership and Service Delivery: Lead, coach, and develop Hotel Administrative Assistants; set priorities, service expectations, and quality standards; delegate work; and ensure consistent execution of HR processes across assigned hotels. Promote collaboration, accountability, professional growth, and responsive support to employees and leaders.
• Professional Judgment, Confidentiality, and Culture Leadership: Exercise independent judgment and discretion in matters of significance, particularly those involving employee relations, risk, policy interpretation, and confidential information. Stay current on employment law, HR technology, talent practices, and hospitality workforce trends; model Crystal Creek Hospitality's values; and foster trust, dedication, loyalty, and commitment throughout the organization.

Requirements:

ESSENTIAL QUALIFICATIONS

• College graduate or equivalent industry experience.
• Seven years' experience in Human Resources, preferably in the Hospitality Industry.
• HR Certification preferred.
• Extensive knowledge of laws and regulations pertaining to the Human Resources function.
• Experience managing and utilizing HRISs.
• Excellent verbal and written communication skills.
• Advanced facilitation and presentation skills.
• Time Management skills to complete all work in allotted time.
• Ability to multitask.
• Strong customer service aptitude.
• Ability to meet deadlines.
• Understanding of budgetary and fiscal responsibility within HR departments.
• Familiarity with business operations and ability to align HR initiatives with operations.
• Excellent organizational skills and attention to detail.
• Excellent problem solving and conflict resolution skills.

PHYSICAL DEMANDS & WORK ENVIRONMENT

The physical demands & work environment 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 employee is regularly required to stand; use hands to finger, handle, or feel; reach with hands and arms; talk or hear; and taste or smell. The employee frequently is required to walk and climb or balance. The employee is occasionally required to sit and stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or move up to 25 pounds, and occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.