Director of Talent & Culture

Rio Mar Hospitality Management•Rio, WI

1d•$120,000 - $130,000•Hybrid

About The Position

The Director of Talent & Culture leads the people strategy, culture, and talent systems for Wyndham Grand Rio Mar and Wyndham Palmas, serving as the onsite culture carrier for both Puerto Rico resorts. Reporting to the Senior Vice President & Managing Director with functional guidance from the Vice President of Talent & Culture, the Director translates LionGrove's Service Pillars and luxury standards into daily practice, builds leadership capability, and protects a workplace that is fair, safe, and legally sound. The role owns the full associate lifecycle, including attraction and selection, onboarding and 90 day retention, leadership development and succession, engagement, recognition, total rewards administration, and associate relations. As a member of the property Executive Committee, the Director connects workforce planning and labor productivity to the commercial goals of each resort and elevates the employee experience so that guests feel a consistent, Forbes level standard of care. This is a hands on, agile leadership role for a proven luxury hospitality leader who puts people first and leads change with confidence.

Requirements

Bachelor's degree in Human Resources, Hospitality Management, Business Administration, or a related field, or an equivalent combination of education and progressive Human Resources experience.
Minimum of seven years of progressive Human Resources experience, including three years leading the HR or Talent & Culture function at a hotel or resort.
Demonstrated command of luxury or upper upscale quality standards, with direct experience preparing for and sustaining Forbes Travel Guide standards.
Proven experience designing and facilitating training, from service standards and Luxury Basics to leadership development.
Depth in associate relations, including conducting prompt, impartial, and well documented workplace investigations.
Working knowledge of Puerto Rico and United States employment law, including FMLA, OSHA, ADA, and wage and hour, with the ability to partner with counsel on compliance and audits.
Full professional fluency in Spanish and English, written and spoken.
Proficiency with HRIS and talent systems such as ADP, with strong data, reporting, and analytical skills.
Valid driver's license and insurable driving record, and willingness to travel regularly between the two resorts.

Responsibilities

Serve as the onsite culture carrier for both resorts, translating the LionGrove Service Pillars, Vision, Mission, Service Standards, and Leadership Guiding Principles into daily practice.
Lead and develop the property People & Culture teams at Wyndham Grand Rio Mar and Wyndham Palmas, setting clear standards, decision rights, and accountability.
Partner as a member of each property Executive Committee, bringing the people and organizational implications into decisions while they are still being made.
Own the full talent acquisition cycle: workforce planning, staffing guides, sourcing, selection standards, offers, onboarding, and 90 day retention.
Build and maintain accurate staffing guides aligned to occupancy, service standards, and labor productivity targets.
Design and facilitate training, from new hire orientation and Luxury Basics to service standards and leadership development.
Prepare, sustain, and audit readiness for Forbes Travel Guide standards, and support AAA Diamond standards where applicable.
Drive leadership development and performance management, including CliftonStrengths, LGX appraisals and goals in ADP, 9-box talent review, and succession planning with named, development ready successors.
Increase the Employee Engagement Index by converting engagement survey results into property level action plans with named owners and follow up dates.
Design and run recognition programs that are specific, frequent, and tied to the behaviors the resorts value.
Handle associate relations matters and workplace investigations promptly, impartially, and with documentation that will withstand scrutiny, maintaining a fair, respectful, and legally sound workplace in which associates are heard directly.
Ensure compliance with Puerto Rico and United States employment law and regulation, including FMLA, OSHA, ADA, and wage and hour requirements, lead readiness for audits, hearings, and agency matters in partnership with counsel, and proactively reduce risk and cost in workers' compensation, unemployment, and safety.
Administer total rewards at the property level, including compensation benchmarking, the Management Annual Incentive Plan, benefits, and the corporate 401(k), and communicate rewards clearly to associates.
Make people value visible to leadership through accurate HRIS data and reporting, including turnover cost, vacancy cost, overtime, agency spend, and workers' compensation, and mobilize leaders to act.
Position the resorts as employers of choice through employer brand, community presence, and university and industry partnerships.
Champion change with agility, responding quickly and calmly to situations and resolving them at the source.
Participate in Manager on Duty coverage and support property operations as needed.
Perform other duties as requested by management.