Director of Human Resources

Millennium Hotels and Resorts•Boston, MA

12d•$100,000 - $110,000•Onsite

About The Position

The Director of Human Resources serves as a strategic and operational partner to the General Manager and hotel leadership team, overseeing all HR functions in a unionized hotel environment. The role requires hands-on labor relations experience, including interpreting and administering collective bargaining agreements, managing grievances and disciplinary procedures, ensuring contract compliance, and partnering with union representatives. The Director advises hotel leaders on complex employee and labor matters while ensuring compliance with contractual obligations, employment laws, and company policies. The role oversees recruitment, employee relations, HR operations, benefits administration, compliance, training, and employee engagement. It supports workforce planning, staffing, retention, leadership development, and engagement, while aligning HR initiatives with hotel business objectives and Millennium standards. The Director promotes accountability, fairness, open communication, constructive labor-management relationships, and a positive workplace culture that supports effective operations and guest service.

Requirements

Minimum of five years of progressive human resources experience, including leadership responsibility.
Demonstrated experience managing human resources and labor relations in a unionized environment.
Strong working knowledge of collective bargaining agreements, grievance procedures, contract administration, disciplinary processes, and labor-management relations.
Experience partnering directly with union representatives and hotel leadership to address employee concerns and resolve labor disputes.
Experience conducting workplace investigations, managing employee relations matters, and advising leaders on corrective action and performance management.
Working knowledge of federal, Massachusetts, and applicable local employment laws and regulations.
Experience overseeing HR operations, recruitment, benefits administration, compliance, training, and employee engagement.
Strong investigation, conflict resolution, negotiation, communication, and decision-making skills.
Ability to interpret contractual language, assess risk, and provide practical guidance to managers on complex employee matters.
Experience with HRIS platforms, payroll systems, and HR reporting tools.
Ability to manage confidential and sensitive matters with discretion, objectivity, and sound judgment.
Strong organizational skills and ability to manage competing priorities in a fast-paced hotel environment.
Hands-on leadership style and ability to build trusted relationships across all levels of the organization.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, Hospitality Management, or a related field preferred.
Hospitality experience strongly preferred.

Responsibilities

Partner with the General Manager and executive committee to develop and execute HR strategies that support hotel business objectives.
Lead human resources functions and ensure alignment with company policies, employment laws, collective bargaining agreements, and corporate HR standards.
Coach department leaders on workforce planning, organizational effectiveness, employee engagement, performance management, and leadership development.
Establish consistent HR practices that support accountability, operational efficiency, retention, and a positive workplace culture.
Analyze HR metrics, identify trends, and recommend improvements.
Support annual budgeting, compensation planning, workforce forecasting, and people-related financial initiatives.
Communicate HR updates, employment risks, and workforce recommendations to hotel and corporate leadership.
Lead employee and labor relations in a unionized hotel environment and maintain constructive relationships with union representatives and employees.
Interpret and administer collective bargaining agreements, including provisions on wages, benefits, seniority, scheduling, overtime, attendance, discipline, and job classifications.
Manage the grievance process, including investigations, documentation, responses, meetings, resolution efforts, and contractual timelines.
Partner with the General Manager and department leaders on disciplinary actions, performance concerns, workplace investigations, and corrective action decisions.
Prepare for and participate in labor-management meetings, grievance meetings, and other union-related discussions.
Advise managers on contract interpretation and responses to employee concerns.
Support collective bargaining preparation, contract administration, and implementation of negotiated terms as applicable.
Identify labor relations risks and partner with corporate HR and legal counsel on complex disputes, claims, and contractual matters.
Ensure workplace policies and contractual obligations are applied consistently, fairly, and with appropriate documentation.
Oversee the employee lifecycle, including recruitment, onboarding, status changes, leave administration, and offboarding.
Maintain accurate and confidential personnel records, HRIS data, employee documentation, and required reporting.
Oversee HR-related payroll coordination, timekeeping practices, employee data audits, and resolution of pay and benefits inquiries.
Administer benefits and leave programs with corporate HR and benefits providers.
Maintain HR processes and documentation in accordance with company standards, collective bargaining agreements, and applicable requirements.
Improve HR workflow efficiency, consistency, and the employee experience; provide timely HR reporting and maintain organized confidential records.
Ensure compliance with federal, Massachusetts, and local employment laws and regulations.
Oversee Form I-9 completion, employment eligibility verification, recordkeeping, and related audits.
Monitor compliance with wage and hour requirements, leave laws, workplace safety obligations, anti-discrimination laws, and other employment regulations.
Maintain and communicate required notices, workplace postings, policies, and compliance training.
Identify employment and labor risks and develop recommendations to mitigate exposure.
Lead or oversee sensitive employee investigations, ensuring impartiality, documentation, confidentiality, and timely resolution.
Partner with corporate HR and legal counsel on complex employment matters, claims, audits, and regulatory inquiries.
Oversee recruitment strategies and staffing initiatives; partner with department leaders to anticipate staffing needs and prioritize vacancies.
Guide hiring managers on candidate selection, interviews, compensation recommendations, and offers in accordance with company guidelines and applicable collective bargaining agreements.
Monitor recruitment, time-to-fill, turnover, and retention trends; oversee onboarding and orientation programs.
Develop initiatives supporting internal mobility, succession planning, retention, and talent development.
Lead employee engagement, recognition, and retention initiatives; identify training needs and support leadership development and performance improvement.
Oversee required compliance training and documentation; promote continuous learning, accountability, inclusion, and professional growth.
Support performance management, goal setting, employee development, and succession planning; coach managers on communication, employee relations, documentation, and policy application.
Champion Millennium's core values in leadership practices and daily hotel operations.
Partner with corporate HR, Finance, and hotel leadership on compensation planning, benefits administration, labor costs, and workforce budgeting.
Oversee administration of union wages, contractual benefits, and other compensation provisions; review payroll and benefits practices for accuracy and consistency.
Monitor staffing costs, overtime, turnover, and other workforce metrics; support annual budget development and financial planning.
Collaborate with Finance and department leaders on workforce costs while maintaining legal and contractual compliance.
Maintain a visible and approachable presence throughout the hotel and build relationships with employees at all levels.
Collaborate with the General Manager, executive committee, department leaders, corporate HR, and union representatives on workforce and operational priorities.
Support initiatives that strengthen teamwork, service standards, employee morale, and operational performance.
Lead with professionalism, discretion, accountability, and a solutions-oriented mindset, recognizing the connection between employee engagement and guest satisfaction.