Director of People and Culture

The Dewberry Charleston•Charleston, SC

3d•Onsite

About The Position

The Director of People & Culture is a senior leadership role responsible for the strategic direction and daily execution of The Dewberry Charleston’s human resources function. Reporting to the Hotel Manager, the Director advises hotel leadership on organizational needs, employee relations, talent development, and performance accountability; leads and develops the People & Culture team; sets departmental priorities; and oversees policies, processes, and sensitive employment matters. The role requires an established HR leader with experience managing direct reports, advising department leaders, and independently leading an HR department or substantial HR functions. Success calls for warmth, discretion, sound judgment, and confidence in a demanding hospitality environment. The Director leads the hotel’s People & Culture strategy and operations across leadership and culture, talent acquisition and onboarding, employee relations and performance management, policies and compliance, and training, engagement, and recognition. The position is based on site at The Dewberry Charleston and involves office work, time throughout the property, and active participation in training and colleague events. Flexibility is needed for hotel operations, colleague gatherings, and occasional evening, weekend, and holiday commitments. Reasonable accommodations may be made to enable qualified individuals to perform the essential functions of the role. The description notes that additional duties may evolve with the needs of the hotel and team.

Requirements

Dedicated, progressive human resources experience, including responsibility for employee relations, recruitment, performance management, policy administration, and employment practices.
Previous formal management of direct reports, including setting priorities, delegating work, coaching teammates, conducting performance reviews, and addressing performance concerns.
Experience leading an HR department or independently overseeing substantial HR functions at manager level or above, with accountability for decisions and results.
Demonstrated experience advising department heads and senior leaders on sensitive employee matters, organizational needs, and performance accountability.
Experience independently conducting workplace investigations, documenting findings, and recommending appropriate action, in partnership with leadership and legal counsel when needed.
A record of developing and implementing HR policies, improving departmental processes, and guiding managers through organizational change.
Experience managing recruitment and selection for management and leadership positions, alongside broader staffing needs.
Working knowledge of federal and South Carolina employment requirements and judgment to recognize when specialized guidance is needed.
Experience with ADP or a comparable human resources information system, including maintaining accurate records and using workforce data to inform decisions.
Strong written communication, organizational, and interpersonal skills, with attention to detail and consistent follow-through.
Sound judgment and discretion in handling confidential information.
Understanding of the staffing, scheduling, and service demands of a hotel operating around the clock.
Commitment to hospitality and ability to build trusting relationships with colleagues at every level.

Nice To Haves

Seven or more years of dedicated human resources experience, including at least three years in an HR management or leadership position with direct reports.
Prior experience as a Director of Human Resources, Director of People & Culture, or senior HR manager with broad departmental responsibility.
Human resources leadership experience within a luxury hotel, resort, or comparable hospitality environment.
Experience overseeing departmental budgets, benefits administration, compensation planning, and relationships with outside HR service providers.
Bachelor’s degree in Human Resources, Hospitality Management, Business Administration, or a related field; equivalent relevant experience is considered.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Establish and execute the hotel’s People & Culture strategy with the Hotel Manager, translating business priorities into departmental goals.
Lead, supervise, and develop the People & Culture team, including assigning work, setting performance expectations, coaching, conducting reviews, and supporting professional development.
Advise department leaders on staffing, employee relations, organizational structure, and leadership effectiveness.
Manage the departmental budget and oversee outside service providers.
Maintain a visible presence throughout the hotel and build trusting relationships with colleagues across departments and shifts.
Reinforce the hotel’s service standards, values, and expectations through leadership practices.
Use workforce trends, colleague feedback, and operational insights to recommend improvements and report progress to hotel leadership.
Direct recruitment and selection for hourly, supervisory, management, and leadership positions; partner with department leaders on staffing needs, organizational structure, and hiring priorities.
Maintain accurate job descriptions and consistent interview and selection practices; oversee screening, interviews, employment offers, and pre-employment requirements.
Develop relationships with hospitality schools, community organizations, and recruiting partners.
Lead orientation and onboarding, and hold department leaders accountable for structured onboarding, training, and early performance feedback.
Oversee internship and international exchange programs, as applicable.
Lead employee relations, conduct timely and impartial workplace investigations, document findings, and recommend appropriate action.
Advise department leaders on coaching, corrective action, performance improvement, and separation decisions; coordinate complex or sensitive matters with the Hotel Manager and legal counsel.
Oversee performance reviews and ensure managers provide meaningful feedback and follow-through.
Guide succession planning and leadership development, and address recurring workplace concerns with improvements that support retention, trust, and accountability.
Maintain, evaluate, and communicate the employee handbook, workplace policies, and departmental procedures.
Monitor applicable employment requirements and coordinate with legal counsel and other advisors when specialized guidance is needed.
Oversee employment documentation, work authorization verification, record retention, and required notices.
Manage workers’ compensation reporting and claims coordination, including return-to-work arrangements.
Support workplace safety and required employee training with department leaders; review HR practices and implement corrective improvements.
Maintain confidentiality and discretion when handling personnel information and sensitive business matters.
Establish training priorities and partner with department leaders to identify development needs and monitor training completion and effectiveness.
Coach managers in communication, conflict resolution, team development, and performance accountability.
Oversee colleague recognition, appreciation events, internal communications, and engagement initiatives.
Gather colleague feedback and translate findings into actions with assigned ownership and follow-through.
Coordinate community involvement and colleague volunteer opportunities.
Track turnover, vacancies, retention, and other relevant measures to evaluate progress and inform leadership decisions.