Regional Director, Human Resources (HRBP)

Arbor Lodging Management•Chicago, IL

23h•$100,000 - $110,000•Hybrid

About The Position

The Regional Director, Human Resources (HR Business Partner) serves as the primary HR partner for an assigned portfolio of hotel properties across multiple states. This role partners closely with Regional Operations Leaders, General Managers, and department leaders to support business objectives through effective people practices, employee engagement, leadership development, and operational HR support. This position supports the execution of enterprise HR initiatives while providing hands-on partnership in employee relations, performance management, compliance, workforce planning, talent development, and change management. The successful candidate will foster a strong workplace culture, enhance leadership effectiveness and associate engagement, and ensure consistent HR practices across assigned properties.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field required.
7+ years of progressive Human Resources experience with a focus on HR Business Partnering, multi-site operations, employee relations, or regional HR leadership.
Hospitality, hotel management, restaurant, retail, or other multi-location service industry experience strongly preferred.
Strong knowledge of employee relations, investigations, performance management, leadership coaching, and organizational effectiveness.
Working knowledge of employment laws and regulations, including ADA, FMLA, leave administration, Workers' Compensation, EEO, and wage and hour requirements.
Proven ability to build relationships, influence leaders, and manage sensitive employee situations with professionalism and discretion.
Strong problem-solving, critical-thinking, decision-making and time management skills.
Excellent communication, coaching, conflict resolution, and consulting abilities.
Ability to travel approximately 25%.

Nice To Haves

Master's degree in Human Resources, Business Administration, or a related field is welcomed but not required.
Professional HR certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are welcomed but not required.

Responsibilities

Serve as the primary HR advisor and business partner for Regional Operations Leaders, General Managers, and hotel leadership teams.
Provide guidance and support employee relations, performance management, leadership development, workforce planning, and organizational effectiveness.
Develop strong partnerships across all levels of the organization to foster trust, collaboration, and accountability.
Support the implementation and execution of HR programs, initiatives, and organizational priorities established by the Human Resources team.
Monitor workforce trends and HR metrics to identify opportunities that support engagement, retention, and operational effectiveness.
Serve as the primary escalation point for complex employee relations issues.
Conduct and support investigations involving employee complaints, workplace concerns, policy violations, and other sensitive matters.
Provide guidance on corrective action, conflict resolution, performance concerns, and policy interpretation.
Coach leaders on employee engagement, retention, accountability, communication, and leadership effectiveness.
Partner with leaders to identify workforce challenges, recommend practical solutions, and support positive business outcomes.
Champion initiatives that support a positive associate experience, strengthen engagement, and foster a culture of accountability and respect.
Partner with operational leadership team and the Vice President of Human Resources to support workforce planning, leadership development, talent initiatives, and retention efforts.
Support performance management processes and development planning activities across assigned properties.
Promote a culture of continuous learning, professional development, and career growth.
Partner closely with Corporate Shared Services to support the effective delivery of HR programs, policies, and employee services.
Serve as the property liaison for employee support programs, including Leave of Absence (LOA), ADA accommodations, Workers' Compensation, benefits, and related programs administered through Shared Services.
Assist property leaders and associates in navigating complex HR matters by coordinating with Shared Services and facilitating timely resolution.
Ensure hotel leadership teams understand and effectively utilize available HR resources and support programs.
Advise leaders on company policies, employment practices, wage and hour requirements, and risk mitigation strategies.
Conduct periodic HR reviews and audits to ensure consistency, compliance, and operational effectiveness.
Monitor federal, state, and local employment law changes and support compliance training across assigned properties.