Director of People & Culture

Colleton River Club•Bluffton, SC

1d•Onsite

About The Position

Colleton River Club (CRC), a premier private golf and lifestyle community in the Southeast, is seeking a Director of People & Culture to lead its human resources and payroll functions while driving a comprehensive people strategy. This executive leader will partner closely with the CEO, Board, and leadership team to align talent initiatives with business objectives, support workforce planning, and foster long-term organizational success. The ideal candidate is a collaborative relationship builder who creates an engaging workplace culture where employees feel valued, connected, and empowered. The successful candidate will be a culture champion who understands that exceptional employee experiences are the foundation of delivering exceptional member experiences and who can help strengthen the Club’s position as an employer of choice. This is a traditional, in-person leadership role based at the Club, requiring occasional evenings, weekends, and holidays to support operations. The Director of People & Culture at Colleton River Club is a highly visible leadership role that partners directly with the CEO to shape and execute the Club’s people strategy in support of its overall business objectives. This position provides significant influence over culture, leadership development, workforce planning, succession planning, employee engagement, and organizational design across an award-winning hospitality organization. Serving as a trusted advisor to the CEO and leadership team, the Director will oversee all Human Resources functions while helping define CRC as an employer of choice in the Lowcountry hospitality market. The successful candidate will balance strategic leadership with hands-on involvement, maintaining a strong presence throughout the Club and building relationships with employees at all levels. Grounded in the Club’s core values of Kindness & Respect, Continuous Improvement, Community, and Sustainability, this leader will champion a culture where exceptional employee experiences drive exceptional member experiences.

Requirements

Progressive Human Resources leadership experience within hospitality, private clubs, luxury service, or other service-driven organizations.
Comprehensive expertise across all HR functions, including employment law compliance, HR best practices, and organizational development.
Demonstrated success building, transforming, and leading high-performing HR functions while influencing senior leaders and driving organizational change.
Strong relationship-building, communication, and leadership skills, with the ability to maintain confidentiality, exercise sound judgment, and collaborate effectively across all levels of an organization.
Business-minded and technologically proficient professional with strong financial acumen and comfort leveraging HR systems and digital platforms.
Bachelor’s degree in HR or business-related field preferred with formal training in HR Management.
SPHR/SHRM-SCP preferred.
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire.

Nice To Haves

SPHR/SHRM-SCP preferred.

Responsibilities

Drives the development and implementation of HR policies and procedures, updates and revises as needed to ensure relevance and compliance.
Performs benchmarking activities and explores new strategies as appropriate.
Monitors trends and performs analysis, adjusting as needed.
Consults with legal counsel as appropriate and/or as directed by the Leadership Team on Employee concerns about EEOC, harassment, and lawsuits.
Annually reviews and makes recommendations to the Leadership Team to improve Club’s policies, procedures, salary/compensation program, and practices on employment matters.
Develops leadership development programs for managers and supervisors, coaching leaders on communication, accountability, performance management, and employee engagement.
Establishes succession planning processes for key positions and partners with department leaders to identify talent gaps and workforce needs.
Creates strategies to strengthen organizational culture and employee retention and leads the annual employee engagement process and action planning efforts.
Partners with department leaders to develop recruitment and retention strategies, build strong talent pipelines, and oversee international staffing initiatives.
Establishes and maintains effective hiring processes, including interviewer training and ensuring alignment with the Club’s culture and values.
Monitors key recruitment metrics, analyzes workforce trends, and oversees employee onboarding and departmental training programs to support long-term success.
Maintains a welcoming presence and an open-door policy in the HR department and drives effective employee communication across all channels, especially digital platforms.
Ensures the Club’s progressive discipline process is followed, drives employee performance appraisal efforts, and facilitates the annual employee engagement survey.
Coaches managers on job-related discipline, concerns, and discharges, providing appropriate training for managers on coaching, counseling, and progressive discipline.
Drives employee engagement and appreciation efforts by creating and coordinating employee events and recognition programs.
Manages the Club’s group insurance, including enrollments and renewals, auditing invoices for accuracy and processing for timely payment.
Creatively communicate benefits information to the team regularly.
Oversees the processing of terminations, COBRA notifications, leave requests, and benefit changes.
Completes an annual review of employee wages; reviews increases and changes to pay structures to ensure wages conform to budget requirements and competitive market shifts throughout the year.
Oversees payroll administration, including processing employee changes, reviewing hours, and ensuring accurate PTO, holiday, and time-off tracking.
Manages payroll-related adjustments such as missed punches, garnishments, bonus payments, and employee referral awards.
Administers employee benefits programs, including group insurance enrollments, renewals, and invoice audits for accuracy.
Build trust and credibility throughout the organization.
Evaluate existing policies, processes, systems, and employee programs.
Develop a three-year People & Culture strategic plan which includes strengthening recruitment and onboarding processes, establishing leadership development and succession planning initiatives, and identifies opportunities to improve retention and employee engagement.
Build reporting metrics and dashboards that support data-driven workforce decisions.