Senior Vice President, People & Culture

POSITION: SVP, People & Culture (Full Time, Exempt)

REPORTS TO:

Chief People Officer

COMPENSATION:
Pursuant to Colorado regulations, if this job is performed in Colorado, the salary range is $250,000 - $300,000 plus bonus potential.

• Eligible to participate in the company benefits plan.
• We offer health, vision, dental, and pet insurance.
• We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts.

Provides executive and strategic leadership for all Human Resources and Culture functions across the organization. This role is responsible for driving a cohesive People strategy that directly contributes to achieving the organization's mission and long-term business goals by fostering an inclusive, high-performance culture.

Provide seasoned strategic leadership on all People and Culture functions to the organization in coordination with the Chief People Officer (CPO), Board of Directors, and Executive Leadership team.

Design, develop, and execute the company's overarching People strategy, encompassing talent acquisition, performance management, succession planning, and retention.

Drive and champion an inclusive, high-performance organizational culture to support the organization's mission and long-term business goals.

Oversee the development, implementation, and maintenance of all organizational HR policies, practices, and procedures, ensuring legal compliance.

Direct the strategy and governance of total rewards, including executive and team-wide compensation, benefits, and payroll oversight.

Lead the function's organizational design, including strategic workforce planning, resource allocation, and identifying areas for efficiency gains within the People & Culture function.

Manage the departmental budget and financial activities for People & Culture, ensuring cost-effective service delivery and providing detailed reports to the CPO and Executive Leadership Team.

Identify, evaluate, and implement HR technology and systems (HRIS, talent management platforms) to enable organizational growth and improve operational performance.

Communicate, engage, and interact with the CPO with regard to the organization’s daily workforce operations, strategic opportunities, and risks.

Consult with legal counsel, accountants, and subject matter experts to inform business decision-making, particularly concerning labor law, executive compensation, and organizational risk.

Analyze key HR performance indicators and workforce metrics, directing corrective action when departmental and organizational people objectives are not met.

Engage Board of Directors to report regularly on human capital progress, culture metrics, and executive talent matters

This is a cross-functional role; supervising a team of subordinate directors. Collaborates directly with other members of the executive team to align departmental strategies and goals.

Twelve to fifteen plus years of progressive experience in human resources or people operations with at least five years in a high-level executive capacity.

Demonstrated experience leading large-scale organizational design and culture transformation initiatives.

Experience in real estate, hospitality, or high-touch service industries to align with world-class hospitality strategies.

Ability to influence and partner effectively with the executive leadership team and provide data-driven insights to the board of directors.

Advanced skills in navigating complex organizational shifts and evolving operational models.

Deep understanding of profit and loss management, labor cost optimization, and the ability to tie people metrics directly to net operating…