Corporate Director of Talent Acquisition

Noble House Hotels & Resorts•Kirkland, WA

2h•Hybrid

About The Position

The Corporate Director of Talent Acquisition is responsible for designing, leading, and executing a comprehensive talent acquisition and talent planning strategy for a multi-property hotel and resort company. This role oversees employer branding, international recruitment, recruiting strategy, compensation partnership, and internal talent development, while remaining actively involved in hands-on recruiting for executive, leadership, and mission-critical roles. The Director serves as a strategic business partner to corporate and property leadership, ensuring the organization attracts, develops, and retains exceptional hospitality talent aligned with brand promise, service culture, and growth goals. This role can be based in the Kirkland/Seattle area or remotely within Washington, South Carolina, Georgia, Nevada, Texas, Colorado, Louisiana, or Florida, and will require travel as needed to the Corporate Office and/or properties.

Requirements

Bachelor’s degree required; hospitality, business, or HR emphasis preferred.
10–15+ years of progressive talent acquisition experience, including leadership in hospitality or service-driven industries.
Proven experience supporting hotels, resorts, or multi-unit operations.
Deep expertise in employer branding, international recruitment, and executive search.
Strong understanding of compensation principles and labor market dynamics.
Demonstrated success balancing strategic leadership with hands-on recruiting.
Experience partnering with executive leadership and property-level stakeholders.

Nice To Haves

Hospitality, business, or HR emphasis for Bachelor's degree

Responsibilities

Develop and execute a scalable, multi-brand talent acquisition strategy that supports corporate, regional, and property-level staffing needs.
Align workforce planning with business growth, new property openings, renovations, and seasonal demand.
Establish recruiting standards, governance, metrics, and service-level expectations across all properties.
Use workforce data and market intelligence to proactively address labor shortages and talent risks.
Lead TA technology strategy (ATS, CRM, assessment tools) to improve efficiency and candidate experience.
Own and evolve the employer brand across all hotels, resorts, and corporate offices.
Ensure the Employee Value Proposition (EVP) reflects service excellence, culture, career growth, and lifestyle benefits unique to hospitality.
Partner with Marketing and Communications to create compelling recruitment campaigns, careers content, and social media strategies.
Enhance candidate experience from hourly frontline roles to executive leadership.
Represent the company at hospitality schools, universities, job fairs, industry conferences, and community events.
Lead international recruitment strategies for leadership, specialized, and pre-opening roles.
Partner with regional teams to tailor recruiting approaches based on local markets and cultural norms.
Manage international search firms, global sourcing channels, and strategic recruiting partners.
Collaborate with HR, Legal, and external vendors on immigration, relocation, and compliance considerations.
Support global mobility and cross-border talent movement initiatives.
Partner closely with Compensation to ensure recruiting strategies align with pay structures, incentive plans, and market competitiveness.
Provide real-time labor market insights to inform wage strategies for hourly, management, and executive roles.
Support job architecture, leveling, and offer governance to ensure consistency and equity.
Advise leaders on compensation tradeoffs, hiring premiums, and creative solutions in competitive labor markets.
Lead internal mobility strategies to promote career progression across properties and brands.
Partner with Learning & Development to align recruiting, succession planning, and leadership development pipelines.
Support identification and readiness of internal talent for promotions, transfers, and pre-opening assignments.
Champion development of hospitality leadership pipelines, including high-potential programs and emerging leaders.
Reinforce a culture of growth, retention, and internal advancement.
Personally lead recruiting for executive, corporate, property leadership, and other high-impact or hard-to-fill roles.
Conduct direct sourcing, interviewing, offer negotiation, and candidate management.
Act as escalation point for critical vacancies and sensitive searches.
Model best-in-class hospitality recruiting behaviors and candidate engagement.
Maintain and nurture pipelines for future leadership needs.
Serve as a trusted advisor to executive leadership, GMs, regional leaders, and HR partners.
Translate brand standards and service culture into talent selection criteria.
Guide leaders on hiring strategies, timelines, and labor market realities.
Champion Diversity, Equity, Inclusion, and Belonging throughout recruiting and development practices.