Director of People & Culture

The Meritage Resort and Spa, Napa

Base pay range: $/yr – $/yr

As a member of the hotel's executive team, the Director of People & Culture will partner with the General Manager to establish and implement the property’s strategy and deliver business results. The role manages daily activities of the People & Culture office including recruiting, training, employee relations, Team Member compensation management, and wage/benefit administration. It ensures compliance with federal, state and local regulations and provides guidance and support necessary to achieve guest service and business objectives while building and managing teams effectively.

• Plan and set People & Culture departmental goals, providing guidance to ensure overall departmental success and financial profitability.
• Supervise recruitment, onboarding, and improvements to the hiring process, maintaining I‑9 compliance and other statutory records.
• Oversee benefit plan administration, enrollment processes and quarterly eligibility analyses.
• Provide subject‑matter expertise on HR policies, recruitment, relations, counseling, legal compliance, benefits, compensation and disability matters.
• Ensure property’s compliance with all federal, state, local and corporate employment reporting requirements (I‑9, EEOC, OSHA, etc.).
• Manage orientation and training programs for new Team Members and conduct ongoing training for hotel programs.
• Maintain effective communication channels for Team Members across the property.
• Guide managers through progressive discipline, review documentation for consistency, and anticipate potential issues.
• Negotiate employee relations matters within federal, state and local laws, including Title VII, ADA, ADEA, FMLA, FLSA, Equal Pay Act, Pregnancy Discrimination Act, and comparable state statutes.
• Oversee Worker Compensation claims management and conduct periodic claims reviews.
• Guide merit decisions, including promotions and reclassifications, and manage performance expectations.
• Identify opportunities for business process improvements and implement new policies and procedures.
• Adapt to varying work schedules that reflect the cyclical nature of the hospitality industry.

• Bachelor’s degree or certificate in Human Resources Management (desired). SHRM or PHR certification preferred.
• Five or more years of progressively responsible HR experience, including at least three years at a Director level.
• Hands‑on experience handling all facets of Worker’s Compensation.
• Experience in a comparable hospitality setting.
• Leadership skills that mentor and train staff to exceed guest‑service expectations.
• Ability to lead and coordinate high‑volume, time‑sensitive operations.
• In‑depth knowledge of federal, state and local laws governing equal employment opportunity, civil rights, safety and workers’ compensation.
• Working knowledge of wage and salary administration, benefits and payroll.
• Excellent employee‑relations skills for working with diverse backgrounds and resolving problems to achieve high Team Member satisfaction.

• SHRM or PHR certification (preferred).

The role requires frequent use of computer and office equipment, standing, walking, occasional lifting of up to 25 pounds, and concentration on documentation accuracy. The environment includes moderate noise and some exposure to typical office hazards.

(To perform this job successfully, an individual must be able to perform all essential duties satisfactorily. Reasonable accommodations may be made for individuals with disabilities.)

We provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity, or expression, or any other characteristic protected by federal, state, or local laws.

This policy applies to all terms and conditions of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.