Vice President Human Resources

New York City Growth - Highgate Hotels•New York, NY

16d•$230,000 - $275,000

About The Position

The Vice President, Human Resources – New York Hotels is the senior market HR leader responsible for developing and executing the people strategy across Highgate’s New York hotel portfolio. The role partners with property General Managers, regional and corporate leadership, ownership groups, and hotel HR teams to improve organizational performance, strengthen leadership capability, ensure compliance and risk management, and foster a high-performance culture that supports business objectives and associate engagement. The position requires extensive experience in New York City hotel operations and a deep understanding of labor relations in a highly unionized hospitality environment. The VP provides strategic oversight and guidance on collective bargaining agreements, labor strategy, grievance management, workforce planning, and complex employee relations matters, working with hotel leaders and union representatives with sound judgment and an understanding of New York hotel operations. The VP leads the human resources function across talent strategy, succession planning, leadership development, organizational effectiveness, recruitment, culture and engagement, change management, employee relations, compliance, and workforce planning. As a member of Highgate’s senior leadership team, the VP champions the company’s culture and values and aligns talent strategies, organizational priorities, labor relations, and compliance practices to support the portfolio’s continued growth and success. Regular travel within the New York market and a strong on-property presence are required; flexible hours may be needed based on hotel operations and business priorities.

Requirements

At least 10 years of progressive Human Resources leadership experience, including significant experience supporting hotel, hospitality, multi-unit, or service-intensive operations.
Strong working knowledge of New York State and New York City employment laws and regulations, including judgment about when to escalate matters to legal counsel or corporate HR leadership.
Experience advising senior operators and General Managers in a fast-paced, high-touch, guest-facing environment.
Ability to lead through influence, build trust quickly, handle sensitive issues discreetly, and balance advocacy with business priorities.
Strong executive communication skills, including clear writing, presenting recommendations, facilitating difficult conversations, and communicating credibly across organizational levels.
Ability to travel regularly throughout the New York market and work flexible hours as needed for hotel operations, labor matters, investigations, and business priorities.
Business-minded understanding of hotel operations, ownership expectations, and the relationship between associate experience, guest satisfaction, and financial performance.
Ability to handle labor relations in a firm, fair, prepared, respectful, and solutions-oriented manner.
High integrity, discretion, and sound judgment when handling confidential matters.
Hands-on approach and ability to move between strategy and execution, including supporting properties during urgent or complex situations.
Ability to develop HR teams and property leaders across a portfolio.
Bachelor’s degree in Human Resources, Business, Hospitality, Labor Relations, or a related field is preferred.

Nice To Haves

Demonstrated success leading HR in a New York City hotel or comparable unionized hospitality environment is strongly preferred.
An advanced degree or HR/labor certification is a plus.

Responsibilities

Serve as the senior HR business partner for assigned New York hotels, aligning people priorities with property performance, guest experience, owner expectations, and company strategy.
Coach and advise General Managers, executive committee members, and property HR leaders on leadership effectiveness, organizational structure, succession planning, workforce planning, and change management.
Translate companywide HR priorities into practical, market-specific action plans suited to New York hotel operations and labor conditions.
Provide strategic counsel and hands-on support for operational, associate relations, and labor matters.
Lead labor relations strategy for assigned unionized properties and oversee consistent administration of collective bargaining agreements, side letters, past practices, and property-specific labor commitments.
Advise leaders on contract interpretation, seniority, scheduling, job classifications, wages and benefits, progressive discipline, investigations, leaves, accommodations, subcontracting considerations, and operational changes with labor implications.
Partner with property leadership, corporate HR, legal counsel, and union representatives to resolve grievances, prepare for arbitrations or hearings, and reduce labor risk.
Maintain constructive, professional relationships with union representatives while protecting business needs, associate fairness, contractual obligations, and company standards.
Guide leaders through complex employee relations matters, including investigations, performance and conduct concerns, harassment or discrimination complaints, workplace conflict, separations, and sensitive leadership situations.
Ensure compliance with federal, New York State, and New York City employment requirements, including wage and hour, leave laws, pay transparency, anti-harassment, accommodations, recordkeeping, safety, immigration, and posting obligations.
Partner with legal counsel and corporate HR on agency charges, EEO matters, wage and hour claims, unemployment, workers’ compensation, OSHA, audits, subpoenas, and other employment proceedings.
Promote consistent documentation, fair processes, appropriate escalation, and timely resolution of employee and labor matters.
Partner with Talent Acquisition and property leaders to strengthen staffing strategies for high-volume and leadership roles, considering market competitiveness, internal mobility, and diversity of candidate pipelines.
Guide succession planning and talent reviews for critical hotel leadership roles, identifying readiness, development gaps, retention risks, and internal bench strength.
Develop, coach, and mentor HR Directors and HR teams, strengthening business partnership, compliance, associate engagement, and operational follow-through.
Support onboarding, leadership development, service culture, training compliance, and manager capability programs.
Champion a positive and inclusive associate experience reflecting company values and hotel service culture.
Use engagement feedback, turnover data, exit interviews, employee relations trends, and operational input to identify root causes and drive retention and culture-building actions.
Partner with property leaders on communications, recognition, associate events, listening strategies, and manager accountability for a respectful, high-performing workplace.
Oversee HR processes across assigned properties, including HR budgeting, compensation administration, personnel records, performance management, policy implementation, required training, and HR reporting.
Ensure accurate and timely use of HR systems and processes, including applicant tracking, associate data, compliance documentation, onboarding workflows, and reporting tools.
Monitor people metrics including staffing levels, turnover, overtime drivers, grievance activity, leave trends, employee relations cases, training completion, and compliance gaps; turn insights into action plans.
Travel regularly within the New York market and maintain an on-property presence to support leaders, review HR practices, build trust, and resolve issues before they escalate.
Establish trusted relationships with General Managers, property HR leaders, corporate HR, legal partners, and union stakeholders across the New York portfolio.
Assess labor relations practices, CBA administration, grievance trends, employee relations risk, staffing gaps, and HR operating rhythms across assigned hotels.
Create market action plans to improve consistency, compliance, associate experience, leadership capability, and issue resolution.
Strengthen HR Director capability through coaching, process discipline, practical tools, and clearer escalation expectations.
Improve visibility into people metrics and use data to drive retention, engagement, compliance, and operational effectiveness.

Benefits

Medical insurance
Dental insurance
Vision insurance
Life insurance
Short-term and long-term disability insurance
401(k) retirement plan with employer matching contributions
Paid holidays
Paid vacation
Paid sick leave in accordance with applicable law
Employee assistance program (EAP)
Educational opportunities and tuition reimbursement
Paid jury duty leave, personal leave, medical leave, and military leave in accordance with applicable law