HMSHost
With a career at HMSHost, you really benefit! We Offer
Health, dental and vision insurance
Generous paid time off (vacation, flex or sick)
*401(k) retirement plan with company match
*Company paid life insurance
*Tuition reimbursement
Employee assistance program
Training and exciting career growth opportunities
Referral program – refer a friend and earn a bonus
*Benefits may vary by position so ask your recruiter for details.
Purpose: The Director of People and Culture Operations executes and adapts regional HR strategies in alignment with the overall goals and directives established by the Senior Director, People and Culture Operations.
Essential Functions:
Ensures smooth operation of HR functions within the region and that high-level HR plans are translated into actional programs and initiatives at the regional level; monitors and improves HR processes to enhance efficiency and effectiveness in delivering HR services
Oversees talent development and recruitment processes to align with the region’s talent strategy
Addresses and resolves complex employee relations issues including grievances, disputes, and disciplinary actions, ensuring compliance with company policies and legal requirements; fosters a positive work environment by promoting open communications and resolving conflicts effectively
Ensures adherence to all legal, regulatory, and company policies and practices related to employment, health and safety, and labor relations; conducts regular audits and reviews to identify and mitigate potential HR-related risks
Utilizes HR metrics and analytics to track key performance indicators to identify trends, and drive data-informed decision-making, prepare and present reports on HR activities, performance, and issues to the Senior Director and other stakeholders
Leads and develops the local HR team, providing guidance, support, and professional development opportunities; fosters a collaborative and high-performance environment within the HR team and across the organization
Supports organizational change initiatives ensuring smooth transitions and minimal disruption to HR operations
Implements initiatives to enhance employee engagement, satisfaction, and retention; promotes and sustains a positive and inclusive workplace culture that aligns with the company’s values and goals
Implements and monitors performance management systems, including performance evaluations, goal setting, and feedback processes; supports managers in addressing initiatives to drive employee engagement, satisfaction, and retention in the region
Reporting Relationship: This position reports to the Senior Director of People and Culture Operations Major Interdependencies: Operations Leadership, Labor Relations, Operational Excellence, Legal, Risk Management, Marketing and Communications Minimum Qualifications, Knowledge, Skills, and Work Environment: Education and Experience: The combination of education and professional experience must exceed 8 years:
In a leadership role: Requires 3 years of experience leading a team of professionals engaged in developing and executing HR programs
In a technical role: Requires 8 years of experience engaged in developing and delivering HR programs
A bachelor’s degree in a program related to the functional area can count for 3 of the eight-year requirement
An MBA or a master’s level degree in a program related to the functional area can count for an additional 2 years of the eight-year requirement
In the industry: 3-5 years of Hospitality, F&B and/or Retail experience
Specialized Training:
Training that leads to an in-depth understanding of Federal, State, and Local employment laws
Training that leads to knowledge of labor regulations and compliance to ensure business practices are ethical and legal
SHRM or HRCI certification preferred
Specialized Skillset/Competencies/Traits
High proficiency with recruitment strategies, onboarding, and other HR techniques to attract and retain talent
Able to manage conflicts, disputes, and grievances while maintaining a positive and harmonious work environment
Business acumenand has themindsetrequired to understand the long-term implications of Functional planning and to advance the organizations goals
Demonstrated history ofunderstanding the needs of the business,stakeholders, the employee population and individual circumstances
Demonstrated history ofcreating and maintaining positive work environmentsthroughcoaching, developing, and leading teamsto achieve common goals
Location/Travel: Location: This position should be based in the geographical region it supports
Travel: Requires 60% travel to airport locations and the Centers of Excellence in Bethesda, MD and East Rutherford, NJ
Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates (“the Company”), is an equal opportunity employer. It is the Company’s policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as “protected characteristics”). Source: HMSHost
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Oversees talent development and recruitment processes to align with the region’s talent strategy
Addresses and resolves complex employee relations issues including grievances, disputes, and disciplinary actions, ensuring compliance with company policies and legal requirements; fosters a positive work environment by promoting open communications and resolving conflicts effectively
Ensures adherence to all legal, regulatory, and company policies and practices related to employment, health and safety, and labor relations; conducts regular audits and reviews to identify and mitigate potential HR-related risks
Utilizes HR metrics and analytics to track key performance indicators to identify trends, and drive data-informed decision-making, prepare and present reports on HR activities, performance, and issues to the Senior Director and other stakeholders
Leads and develops the local HR team, providing guidance, support, and professional development opportunities; fosters a collaborative and high-performance environment within the HR team and across the organization
Supports organizational change initiatives ensuring smooth transitions and minimal disruption to HR operations
Implements initiatives to enhance employee engagement, satisfaction, and retention; promotes and sustains a positive and inclusive workplace culture that aligns with the company’s values and goals
Implements and monitors performance management systems, including performance evaluations, goal setting, and feedback processes; supports managers in addressing initiatives to drive employee engagement, satisfaction, and retention in the region
Reporting Relationship: This position reports to the Senior Director of People and Culture Operations Major Interdependencies: Operations Leadership, Labor Relations, Operational Excellence, Legal, Risk Management, Marketing and Communications Minimum Qualifications, Knowledge, Skills, and Work Environment: Education and Experience: The combination of education and professional experience must exceed 8 years:
In a leadership role: Requires 3 years of experience leading a team of professionals engaged in developing and executing HR programs
In a technical role: Requires 8 years of experience engaged in developing and delivering HR programs
A bachelor’s degree in a program related to the functional area can count for 3 of the eight-year requirement
An MBA or a master’s level degree in a program related to the functional area can count for an additional 2 years of the eight-year requirement
In the industry: 3-5 years of Hospitality, F&B and/or Retail experience
Specialized Training:
Training that leads to an in-depth understanding of Federal, State, and Local employment laws
Training that leads to knowledge of labor regulations and compliance to ensure business practices are ethical and legal
SHRM or HRCI certification preferred
Specialized Skillset/Competencies/Traits
High proficiency with recruitment strategies, onboarding, and other HR techniques to attract and retain talent
Able to manage conflicts, disputes, and grievances while maintaining a positive and harmonious work environment
Business acumenand has themindsetrequired to understand the long-term implications of Functional planning and to advance the organizations goals
Demonstrated history ofunderstanding the needs of the business,stakeholders, the employee population and individual circumstances
Demonstrated history ofcreating and maintaining positive work environmentsthroughcoaching, developing, and leading teamsto achieve common goals
Location/Travel: Location: This position should be based in the geographical region it supports
Travel: Requires 60% travel to airport locations and the Centers of Excellence in Bethesda, MD and East Rutherford, NJ
Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates (“the Company”), is an equal opportunity employer. It is the Company’s policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as “protected characteristics”). Source: HMSHost
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