Director, Employment & Labor Compliance

The Director, Employment & Labor Compliance leads the company's strategy for employment law compliance across all managed hotel properties. This role ensures adherence to federal, state, and local labor laws, minimizes legal and financial risk, and builds compliance programs suited to a multi-state, multi-property hospitality workforce. The Director partners closely with HR leadership, Legal, Operations, and General Managers to embed compliant practices into hiring, scheduling, pay, leave, safety, and workplace conduct.

This is an onsite role in the DFW market.

Develop and maintain the company's employment law compliance program across all operating states, monitoring evolving federal (FLSA, ADA, FMLA, Title VII, ADEA) and state/local regulations (wage and hour, paid sick leave, predictive scheduling, minimum wage/tip credit rules) relevant to hotel operations. Establish processes, standard operating procedures, and internal controls that scale across properties with differing state requirements.

Audit pay practices, timekeeping, tip pooling/credit arrangements, overtime calculations, and meal/rest break compliance across properties. Lead remediation of wage and hour risks and respond to Department of Labor and state agency inquiries or audits.

Oversee investigations into harassment, discrimination, retaliation, and other workplace complaints. Provide guidance to property-level HR and management on disciplinary actions, terminations, and performance management to reduce litigation exposure. Manage relationships with outside employment counsel on active matters.

Supports VP, Benefits in company-wide administration of FMLA, ADA accommodations, state paid/unpaid leave programs, and workers' compensation coordination with a focus on consistency and legal defensibility.

Design and deliver manager and employee training on harassment prevention, wage and hour basics, leave administration, and other compliance topics, tailored to state-specific requirements. Keep HR business partners and operations leaders informed of regulatory changes affecting hotel staffing models.

Oversee I-9 verification processes, E-Verify compliance where applicable, and audits across all properties.

Support labor relations strategy at unionized properties, including contract interpretation, grievance handling, and collective bargaining support in coordination with Legal.

Serve as primary point of contact for DOL, EEOC, state labor agencies, and OSHA matters. Manage responses to charges, audits, and investigations, and track resolution.

Track compliance metrics, litigation trends, and audit findings; report risk exposure and remediation progress to senior leadership. Maintain compliance calendars for required postings, filings, and recurring training.

Bachelor's degree required; JD, PHR/SPHR, or SHRM-SCP certification preferred.

8+ years of progressive experience in employment law, labor relations, or HR compliance, including at least 3 years in a leadership role.

Multi-state compliance experience required;

Hotel hospitality industry experience strongly preferred.

Deep working knowledge of FLSA, Title VII, ADA, ADEA, FMLA, and state-specific wage, leave, and scheduling laws. Familiarity with hotel-specific pay practices (tip credit, service charges, multi-role/blended rate pay) is a strong plus.

Strong investigative and analytical skills; ability to translate complex legal requirements into practical, operational guidance; excellent judgment and discretion; strong written and verbal communication across all organizational levels; experience managing outside counsel and regulatory agencies.

Ability to travel to properties as needed (estimated 20-30%).

Competitive salary, performance bonus eligibility, comprehensive health benefits, 401(k) with company match, hotel travel discounts, and paid time off.

This job description is intended to outline the general nature and level of work performed. It is not an exhaustive list of all duties, responsibilities, and qualifications required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

This employer is required to notify all applicants of their rights pursuant to federal employment laws.

For further information, please review the Know Your Rights notice from the Department of Labor.