Regional Director of Human Resources

Description

ABOUT US

Crystal Creek Hospitality is a collection of independently spirited and branded hotels focused on remarkable hospitality™. We see every day as an opportunity to enrich the lives of our employees, guests, and communities. Our vision, mission, values and commitments are at the core of every decision we make and every person we hire. No heroes, no egos–just a diverse group of individuals with solid relationships built on a foundation of trust that honors our employees, guests, and investors.

OUR VALUES

We Engage and We Listen

We Care and We Own

We Provide and We Ensure

We Appreciate and We have Fun

JOB OVERVIEW

This individual will be based in Jackson, WYand is responsible for Human Resources functions at designated Crystal Creek Hospitality hotels:
Cloudveil, Spring Hill Suites, Mountain Modern and The Lodge. Collaborates with the VP of HR and AVP of HR to develop HR strategies and corporate initiatives. Partners with General Managers and respective hotel leaders to ensure that corporate initiatives are executed, and goals are met. Oversees the coordination of recruitment, compliance, HRIS administration, benefits, compensation, and employee relations activities to maximize employee resources.

Contributes to functional strategy development in both Human Resources and Hotel Operations.

This candidate will possess strong HR functional skills, and excel at collaboration, communication, and service to leaders and employees of Crystal Creek Hospitality.

ESSENTIAL JOB FUNCTIONS

• Regional HR Leadership and Execution: Provide hands-on HR leadership for assigned hotels and translates company strategy, values, and corporate initiatives into property-level action plans. Establish priorities, timelines, accountability, and follow-up with General Managers and department leaders to ensure consistent execution and measurable progress.
• Workforce Planning, Recruiting, and Selection: Partner with hotel leaders to forecast staffing needs, define position requirements, develop sourcing strategies, support interviewing and selection, and maintain pipelines for critical and high-turnover roles. Promote a professional, equitable, and timely candidate experience from application through offer and pre-employment requirements.
• Onboarding, Employment Documentation, and Offboarding: Oversee pre-employment steps, orientation, new-hire paperwork, employment eligibility verification, policy acknowledgments, status changes, personnel records, and other required documentation. Coordinate consistent offboarding, including final documentation, exit feedback, access and property return, and separation reporting.
• Employee Experience, Engagement, and Retention: Co-own the employee experience with General Managers by ensuring HR transactions and responses are accurate, prompt, respectful, and easy to navigate. Analyze feedback, turnover, absenteeism, exit information, and other indicators to identify trends and implement targeted engagement, recognition, communication, and retention actions.
• Management Consultation and Training: Counsel, orient, coach, and train managers and supervisors on HR policies, employment practices, documentation, performance conversations, leave and accommodation procedures, and consistent decision-making. Build leader capability while escalating high-risk or precedent-setting matters to the VP or AVP of HR as appropriate.
• Policy Administration and Continuous Improvement: Interpret and administer HR policies and procedures consistently across assigned hotels. Recommend new or revised policies, standard operating procedures, forms, tools, and service processes, and support communication, training, and change management to ensure effective adoption.
• Employee Relations and Workplace Investigations: Serve as the senior HR point of contact for complaints, grievances, conduct concerns, workplace conflict, and sensitive employee matters. Conduct or oversee timely, impartial investigations; maintain thorough documentation; recommend proportionate corrective action; monitor follow-through; protect confidentiality; and help prevent retaliation.
• Performance and Talent Management: Lead performance management practices, including goal setting, coaching, annual reviews, performance improvement plans, and documentation standards. Partner with leaders on talent reviews, succession planning, internal mobility, high-potential development, and readiness for key roles.
• Compensation, Benefits, and Recognition: Oversee and support consistent…