Director of People + Culture
3 weeks ago
Job Id: 646 # of Openings: 1 DIRECTOR OF PEOPLE + CULTURE (HUMAN RESOURCES) Reports to the General Manager, position is Exempt
WHO WE ARE Hotels done differently. It's not just a slogan or catchphrase, it is who we are in everything we do. We believe in the power of People, Place + Character; ensuring our hotels are a place where individuals are valued and celebrated as a tribute to the neighborhoods and the people of the communities in which we operate; elevating our associates' pride in who they are, where they live and who we serve. The Hewing Hotel occupies the Jackson Building, a former farm implement showroom and warehouse built in 1897. Trains once rolled directly into the building's basement, were loaded with farm implements and continued on to farms around the Midwest. Today, the Hewing Hotel is dedicated to crafting an unforgettable, high-quality experience for travelers and locals. Hewing Hotel guests can expect an authentic local experience that is truly one of a kind. The hotel is managed by Aparium, who has just been named to Travel + Leisure's Top 25 Hotel Brands in the World. Driven by the belief that all hospitality experiences should be fueled by the poetics of their surroundings, Aparium was born with an intense focus on unearthing the amazing moments unique to every city. Since its founding, Aparium has grown into a new kind of hotel brand, one that ventures off the beaten path, both geographically and philosophically. It is a sophisticated hotel brand known for its singular ability to combine the business acumen of large hospitality companies with the charm of boutique hotels, bringing disparate forces together in bustling, smaller markets. WHO YOU ARE Your past experiences have led you to understand that there is an art + science to the how and what an HR professional is responsible for; not all remedies can be outlined in a policy or noted in a handbook. You are an advocate for the employees and in return understand the strategic direction of the business and how people drive the success of the company. In the past, you have read those articles of why people dislike an HR department and said to yourself, "I agree - I too want to humanize the role and responsibilities of HR." The passion you have for the business you're in has led you to interpret a P+L, understand the current marketing strategy and challenge the status quo. You continually find ways to partner with your peers to identify a better way of doing things and have the grit and tenacity to see it through. THE ROLE We believe every individual should be proud of who they are, where they come from, and take pride in who we serve. We are in search of a diverse leader for the role of Director of People + Culture. The leader of People + Culture (HR) is the guardian of the cultural pillars of People, Place, and Character that promotes an engaging, positive and safe work environment for all employees; implementing proven practices and programs in which employees feel recognized, valued and supported. This position leads all facets of the function for the hotel, with (2) two direct reports. If someone only prefers to "see the forest" and not willing to "plant the trees" then this is not the role for them.
WHAT YOU WILL DO
- Act as guardian of the cultural pillars of People, Place and Character that promotes an engaging, positive and safe work environment for all employees
- Implement proven practices and programs in which employees feel recognized, valued and supported; showing courage by addressing individuals who negatively impact our aspiring culture
- Know the pulse of the local talent pool, do what it takes to attract like-minded individuals, being aware of local market compensation offerings to ensure the hotel is competitive; creating a seamless interviewing process, efficient background check methodology and productive onboarding process for new associates
- Demonstrate subject matter expertise for your field by ensuring compliance to mandatory labor laws, acts and fair practices; always being aware and proactive to upcoming changes for the city, state, and federal labor statutes or by-laws that impact and protect our people and company
- Be the "go-to" expert on associate benefit plans and enrollment by simplifying what may be complex information for others
- Be fluent in people metrics and performance management practices that drive a high performing culture, which includes owning the corrective action process, meaningful performance discussions, impactful training solutions, mature facilitation skills and guiding career development progression that drives the company's people and business strategy
- Act as a collaborative and strategic partner to the General Manager and the Executive Committee for planning the hotel's goals, questioning existing practices, ensuring appropriate staffing levels, coaching for performance and heightening service levels
- Practice sound financial decisions to ensure the appropriate budgets are in place and adhered to that provide the necessary resources, events and programs for the recognition, rewards, and development of the people and celebrates the culture
- Demonstrate a passion for "being in the know" by spending time in departments, attending shift briefings or department meetings; exhibiting servant leadership by lending a hand during "crunch" time
- Display a collaborative spirit with peers and managers by exchanging ideas and valuing differing opinions; facilitating focus groups and identifying methods for employees to voice ideas or recommendations and ensuring remedies are implemented
- Know how to keep a secret, being able to investigate matters in a confidential manner and be a confidant to all associates by maintaining discretion in sensitive manners; being willing to take your "HR" hat off based on the situation, and coach peers and managers to address performance concerns with their associates
- Use various communication channels to guarantee people are "in the know" by using traditional methods to modern practices; ensuring messaging represents the brand and is meaningful to all associates
- Engage others in general conversation to build rapport quickly; leading and adapting communication and presentation tactics to engage your audience; displaying adaptable interpersonal skills for a wide range of audiences and stakeholders
- Approach fact-finding and discovery missions in a collaborative effort; valuing input and experiences of others that creates additional insight to uncover deeper issues that may need to be addressed or removed as a barrier to implementation
- Value the importance of making decisions with integrity, maintaining confidentiality across internal workgroups and knowing how to use discretion when appropriate; understanding the difference between transparency and confidentiality
- Be highly analytical in thought and recommendations; although never acting like the smartest person in the room; and continually seeking out the facts; able to express a point of view without it being driven by your ego
- A minimum of (5) five years of progressive HR Generalist responsibilities within an upscale and people-focused environment
- Bachelor's degree, or (7) seven years of experience showing progress to a director level responsibilities
- Experience working within Human Resources in a hospitality environment preferred
- SHRM Certification respected, though not required
- Advanced knowledge of state and federal labor laws, statutes and acts
- Professional proficiency in the English language, in reading, writing and verbal communication
- Ability to work fully on-site at the hotel located in the North Loop neighborhood of Minneapolis
- Ability to work in a dog-friendly environment
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