Director of People, Culture & Talent

Landmark Hospitality•Plainfield, NJ

4d•Onsite

About The Position

The Director of People, Culture & Talent is responsible for the strategic execution and continuous improvement of the company’s talent development, training, and recruitment initiatives across a multi-unit hospitality portfolio. This role serves as a key partner to senior leadership, ensuring that people strategies align with operational objectives and support business growth. The Director will oversee learning and development programs, strengthen leadership capabilities, and enhance the organization’s ability to attract and retain high-performing talent at all levels. The ideal candidate brings a disciplined, systems-oriented approach to people operations and has a demonstrated ability to build scalable programs within a dynamic, fast-paced environment.

Requirements

Has scaled people operations across multiple venues or locations
Knows how to build training infrastructure that sticks
Understands that culture isn't a perk — it's a strategy
Has a track record of reducing turnover in high-volume hospitality environments
Minimum of 7 years of progressive experience in Learning & Development, Training, or People Operations leadership, preferably within hospitality, restaurants, events, or other service-based organizations
Demonstrated ability to design and implement scalable training and development programs
Strong project management and organizational skills, with the ability to manage multiple priorities effectively
Excellent communication and interpersonal skills, with experience working across all levels of an organization
Ability to balance corporate responsibilities with field-based operational support

Nice To Haves

Experience within a multi-unit hospitality or restaurant organization
Exposure to leadership development and management training programs
Familiarity with labor markets and employment regulations in New Jersey and Pennsylvania
Experience supporting organizational growth, change management, or operational scaling

Responsibilities

Build and maintain strong relationships with property leadership and department heads across Operations, Culinary, Events, and Hotel to serve as a trusted internal resource for all training, development, and performance-related needs
Establish and maintain standardized onboarding processes for hourly, management, and employees across all locations
Develop and facilitate leadership training programs to support internal advancement and succession planning
Partner with Operations, Culinary, Events, Hotel, and Corporate teams to identify capability gaps and prioritize training initiatives
Ensure development and maintenance of training content in the following areas: Service standards and operational excellence Leadership development and people management
Manage learning systems and platforms (LMS and digital training tools), ensuring consistency, accessibility, and adoption
Define and track key performance indicators, including training completion rates, employee retention, internal promotion rates, and performance outcomes
Implement and scale a train-the-trainer model to ensure consistency across multiple locations
Maintain, enhance and monitor company training calendar for hourly employees as well as management to include both in house training and utilizing outside vendor for special training
Create role-specific training pathways that include onboarding, certification milestones, and advancement opportunities
Facilitate mentorship opportunities between leadership and emerging talent
Collaborate with senior leadership on performance management, employee engagement, and retention strategies
Ensure training and hiring practices are compliant with applicable federal, state, and local labor regulations
Support the execution of culture initiatives and values-based programming across the organization
Partner with property leadership and Area Partners to assess team health, morale, and culture alignment across all locations, and develop strategies to close identified gaps
Lead employee recognition programs, feedback mechanisms, and engagement surveys; translate findings into actionable recommendations for leadership
Serve as a visible culture champion across all properties, modeling By Landmark’s values and reinforcing the Memorymaker identity through daily interactions and organization-wide programming