HR Director

HR Director – People Operations, Talent Acquisition & Hospitality | Remote Position Type: Remote Working Hours: U.S. Central Time (CT) Industry: Hospitality / Hotel Operations Department: Human Resources / People Operations Language Requirements: Bilingual English & Spanish About the Role At Pavago, one of our clients in the hospitality industry is hiring an experienced HR Director to lead people operations, talent acquisition, payroll, compliance, and employee engagement across multiple hotel locations. This is a hands-on HR leadership role for someone who can balance strategic people management with day-to-day operational execution . You’ll work closely with executive leadership and hotel managers to build scalable HR systems, improve hiring outcomes, strengthen employee retention, and maintain consistent standards across locations. The ideal candidate brings experience supporting multi-site operations, understands the staffing and compliance challenges of hospitality, and can confidently communicate with both executive leadership and frontline employees in English and Spanish . You’ll take ownership of the entire employee lifecycle, from recruiting and onboarding through performance management, payroll, employee development, and separation. What You’ll Own Talent Acquisition & Recruiting Operations Develop and maintain a multi-channel recruiting pipeline for hourly hospitality employees and leadership positions. Build an effective Employer Value Proposition (EVP) that attracts qualified candidates. Manage recruiting processes across multiple hotel locations. Develop practical skills assessments to evaluate candidates and reduce mis-hires. Coordinate candidate screening, interviews, assessments, and hiring decisions. Partner with hotel managers to understand staffing requirements and hiring priorities. Maintain organized candidate pipelines and recruiting documentation. Improve hiring efficiency, candidate quality, and workforce readiness. Employee Onboarding & Knowledge Management Design and manage centralized digital pre-boarding and onboarding workflows . Ensure new hires arrive on their first day prepared to perform their responsibilities. Develop and maintain standardized onboarding checklists. Build and organize Standard Operating Procedure (SOP) libraries . Maintain HR documentation and knowledge-management resources using tools such as Notion. Ensure consistent onboarding experiences across hotel locations. Work with hotel leadership to reinforce company expectations and brand standards. Identify opportunities to improve onboarding efficiency and employee readiness. Performance Management & Leadership Coaching Manage the company’s structured performance management and accountability framework . Establish clear performance expectations and growth pathways for employees. Coach hotel managers on delivering timely, constructive feedback. Support performance evaluations and employee development conversations. Maintain accurate performance documentation. Guide managers through corrective action and employee relations matters. Support compliant employee separation processes. Promote accountability while maintaining a supportive and respectful workplace culture. Payroll, HRIS & Compliance Own end-to-end payroll processing across multiple hotel locations . Review timecards, payroll records, and employee information for accuracy. Identify and resolve payroll discrepancies. Monitor overtime, labor costs, and timekeeping accuracy. Evaluate labor cost efficiency across locations. Maintain accurate employee records and HR documentation. Ensure payroll practices and employee benefits comply with applicable employment regulations. Support compliance requirements across relevant jurisdictions. Use HRIS and payroll platforms such as Paylocity to maintain accurate records and workflows. Identify opportunities to improve payroll accuracy and operational efficiency. Employee Engagement & Retention Develop initiatives that strengthen employee engagement and retention. Build recognition programs that reinforce positive performance. Establish clear career development and advancement pathways. Partner with hotel managers to address employee concerns proactively. Identify factors contributing to employee turnover. Promote a welcoming, professional, and accountable hospitality culture. Encourage consistent communication between employees and leadership. Support a positive employee experience across all hotel locations. Executive Partnership & Workforce Planning Partner directly with executive leadership on people strategy and workforce planning . Provide insights into staffing needs, retention challenges, and operational priorities. Support organizational growth through scalable HR processes. Collaborate with hotel leadership on employee performance and workforce issues. Identify opportunities to improve HR systems and operational consistency. Participate in cross-functional initiatives supporting hotel operations. Provide clear updates on workforce priorities, risks, and ongoing HR initiatives. Requirements 3+ years of hands-on experience in People Operations, Human Resources, HR Generalist, Talent Acquisition, or a related role. Experience supporting multi-site or multi-location operations . Background in hospitality, retail, customer service, or similarly fast-paced operational environments. Strong understanding of hospitality staffing requirements, frontline employee management, and HR compliance . Proven experience managing end-to-end payroll processing . Experience reviewing timecards, overtime, and payroll discrepancies. Familiarity with HRIS and payroll platforms. Ability to manage recruiting, onboarding, performance management, and employee relations. Strong organizational and documentation skills. Ability to develop and maintain HR processes, SOPs, and onboarding systems. Strong understanding of employee performance documentation and compliant separation procedures. Excellent written and verbal communication skills. Bilingual English and Spanish proficiency — essential. Ability to communicate professionally with executive leadership and effectively with Spanish-speaking frontline employees. Availability to work consistently during U.S. Central Time operational hours . Ability to work independently in a remote environment. Strong judgment when handling confidential employee and payroll information. Remote Work Requirements Quiet, private, and dedicated workspace. Reliable high-speed internet with at least 50 Mbps download and 50 Mbps upload speeds . Documented backup plan for power interruptions. Backup connectivity solution to maintain availability during internet disruptions. Ability to remain accessible during U.S. Central Time operational hours. Preferred Qualifications Experience managing HR operations across multiple hotel properties. Experience supporting hourly hospitality workforces. Hands-on experience with Paylocity . Experience using Notion for SOPs, documentation, and knowledge management. Proficiency with Google Workspace . Experience developing structured recruiting and onboarding processes. Experience implementing performance management frameworks. Experience building employee engagement and retention programs. Experience supporting executive leadership in a growing hospitality organization. Demonstrated success improving HR processes and operational efficiency. Tools & Platforms Paylocity – Payroll & HRIS Payroll processing Employee records management Timekeeping and attendance tracking Payroll discrepancy resolution HR reporting Employee information management Notion – Documentation & Knowledge Management SOP development Employee onboarding checklists HR documentation Internal knowledge libraries Workflow organization Process standardization Google Workspace Google Sheets Google Docs Google Drive Google Calendar Collaborative reporting and documentation Additional Tools: Applicant Tracking Systems (ATS) | HRIS Platforms | Payroll Systems | Employee Performance Management Tools What Makes You a Strong Fit You’ll likely thrive in this role if you: Take ownership of HR challenges and proactively solve problems. Understand the realities of managing hourly hospitality employees. Can manage both strategic HR initiatives and daily operational responsibilities. Are comfortable communicating with executives and frontline hotel employees. Can confidently switch between professional English and conversational Spanish. Believe accountability and employee support should work together. Provide timely, constructive feedback and document important conversations. Understand that payroll accuracy and labor compliance require exceptional attention to detail. Build systems and processes before operational problems become urgent. Can independently manage multiple priorities across hotel locations. Approach employee relations matters with professionalism, fairness, and discretion. Enjoy improving recruiting, onboarding, and employee retention. Are comfortable working remotely while remaining responsive to operational needs. What a Typical Day Looks Like Your day may begin by reviewing overnight payroll flags, timecard discrepancies, or compliance matters requiring immediate attention. You might then review recruiting pipelines, coordinate candidate assessments, prepare offer letters, or follow up with hotel managers about open positions. Throughout the afternoon, you’ll connect with hotel leadership to discuss employee performance, coach managers through corrective conversations, or review employee documentation. You may also update onboarding checklists or SOPs in Notion, evaluate labor cost trends, and identify opportunities to improve HR processes. Before wrapping up, you’ll coordinate with executive leadership on workforce priorities, employee relations matters, and upcoming operational needs. In short: You’ll ensure the right people are hired, properly onboarded, accurately paid, effectively managed, and supported throughout their employment. Key Metrics for Success Talent Acquisition Time-to-fill for open positions Candidate pipeline quality Hiring efficiency New-hire performance and retention Reduction in hiring mismatches Payroll & Compliance Payroll accuracy Timely payroll processing Timecard accuracy Overtime and labor cost monitoring Compliance documentation completeness Reduction in payroll discrepancies Employee Experience Employee retention rates Turnover reduction Onboarding completion and readiness Employee engagement Performance review completion Employee development and internal growth HR Operations SOP documentation and adoption Consistency of HR processes across locations Responsiveness to employee and management issues Quality of performance documentation Efficiency of HR workflows Workforce planning effectiveness Why This Role Stands Out This opportunity offers the chance to take meaningful ownership of HR operations across multiple hotel locations while working directly with executive leadership. You’ll have the opportunity to: Build scalable HR systems and processes. Strengthen recruiting and onboarding operations. Improve payroll accuracy and compliance. Coach hotel leaders on employee performance. Develop initiatives that support employee engagement and retention. Help shape the company’s people strategy as operations grow. This is a strong fit for an HR professional who enjoys combining people leadership, operational accountability, and process improvement . Interview Process Initial Application Spark Hire One-Way Video Interview Recruiter Screening Client Interview Final Selection & Onboarding Spark Hire Video Interview – Required As part of the application process, all candidates are required to complete a one-way video interview through Spark Hire . After completing the first step of your application, you’ll receive a Spark Hire invitation by email with instructions to record and submit your video responses. Completion of the Spark Hire video is required to be considered for the next stage . Please check your inbox as well as your spam or junk folder for the invitation. #J-18808-Ljbffr