EVP HR

Pay: $240000 - $300000

This role requires full-time, on-site work at our corporate headquarters in Liverpool, NY, 13088.

The Executive of Vice President of Human Resources is the senior executive responsible for leading the people strategy for a hospitality organization of approximately 2,500 employees. This role provides strategic and operational leadership across all human resources functions, including benefits, workers’ compensation, talent acquisition, talent development, payroll, employee relations, and HR operations.

The EVP HR serves as a key member of the executive leadership team and is responsible for building a people-first, service-oriented, compliant, and high-performing organization. This leader ensures that human resources strategy aligns with business goals, supports frontline and corporate teams, strengthens leadership capability, and enhances the employee experience across a dynamic, service-driven environment.

The ideal candidate brings both strategic vision and operational discipline, with the ability to lead enterprise-wide HR initiatives while staying grounded in the realities of a hospitality workforce.

• Develop and execute the overall human resources strategy in alignment with the company’s growth plans, operational priorities, and culture.
• Serve as a strategic advisor to the CEO and executive leadership team on workforce planning, organizational design, leadership capability, succession, culture, and employee engagement.
• Build HR strategies that support a service-intensive, multi-site hospitality environment with a large frontline employee population.
• Lead change management efforts tied to growth, restructuring, acquisitions, operational transformation, and culture evolution.

• Oversee enterprise talent acquisition strategy to attract, hire, and retain high-quality talent across frontline, management, and corporate roles.
• Develop scalable recruiting processes and workforce planning strategies to meet labor demands in a fast-paced hospitality environment.
• Improve speed, quality, and consistency of hiring while strengthening employer brand and candidate experience.
• Partner with operational leaders to anticipate staffing needs, reduce vacancies, and improve retention in critical roles.

• Lead leadership development, training, performance management, succession planning, and employee growth strategies across the organization.
• Build programs that strengthen frontline manager capability, internal mobility, and bench strength for key leadership roles.
• Establish learning and development initiatives that support service excellence, compliance, operational effectiveness, and career progression.
• Drive a performance-oriented culture with clear expectations, accountability, and recognition.

• Oversee employee relations strategy and ensure fair, consistent, and legally compliant practices across the organization.
• Provide leadership on investigations, conflict resolution, corrective action, policy interpretation, and sensitive workplace matters.
• Promote a culture of respect, inclusion, accountability, and engagement.
• Partner with leaders to improve employee communication, morale, retention, and workplace trust.

• Oversee benefits strategy and administration to ensure competitive, cost-effective, and employee-centered programs.
• Lead workers’ compensation strategy, claims oversight, return-to-work practices, and risk mitigation efforts in partnership with operations and safety leaders.
• Partner on compensation strategy to ensure market competitiveness, internal equity, and alignment with performance and business objectives.
• Evaluate programs and vendors to improve value, compliance, employee understanding, and operational efficiency.

• Provide executive oversight for payroll to ensure accuracy, timeliness, compliance, and strong employee service.
• Lead HR operations, including HR systems, records, reporting, compliance, process standardization, and service…