Overview

Position Overview

The Vice President of People & Culture is a strategic and operational leader responsible for driving people initiatives across a portfolio of hospitality properties. This role partners closely with Field Operations leadership to align business objectives with talent strategies, elevate organizational effectiveness, and ensure a consistent, high-performing culture across all properties.

The VP oversees Regional and Area Human Resources leaders and plays a critical role in leading the human resources aspects of new property acquisitions, management transitions, and divestitures. This leader ensures the seamless integration of people, processes, and culture while maintaining compliance and operational excellence.

Key Responsibilities

Strategic Leadership & Business Partnership

Serve as a trusted advisor to EVP, SVP, and Regional Operations leaders on all people-related matters
Align People & Culture strategies with business goals to drive performance, engagement, and retention
Lead workforce planning, organizational design, and succession strategies across assigned regions
Influence and support leadership development to build strong property-level leadership pipelines

Field Operations Support

Provide direct oversight and leadership to Regional and Area HR Directors supporting property-level HR teams
Ensure consistent execution of People & Culture programs, policies, and brand standards across all properties
Partner with Operations to address team member relations, performance management, and culture initiatives
Drive accountability for engagement, turnover, and talent metrics at the property and regional level

Talent Management & Development

Partner with the Learning & Organizational Development corporate team to champion leadership development programs, including onboarding, training, and career pathing for property leaders. Play a key role in leadership development program content and facilitation, including the GM Edge and other HiPo programs.
Partner with Learning & Organizational Development to deliver impactful training solutions
Oversee performance management processes, ensuring alignment with company standards and merit planning
Partner with the Corporate Talent Acquisition team to build and sustain a strong internal talent pipeline across all levels of the organization

Acquisitions, Transitions & Divestitures

Partner with the Corporate People & Culture team to lead People & Culture due diligence for new property acquisitions, including workforce assessments and risk identification
Oversee HR integration efforts for newly onboarded properties, ensuring smooth transitions into company systems, culture, and practices
Support divestitures by managing team member transitions, communications, and compliance requirements
Partner cross-functionally with Legal, Finance, IT, and Operations during all phases of property lifecycle changes

Team Member Relations & Compliance

Provide guidance and oversight on complex team member relations matters, investigations, and risk mitigation
Ensure compliance with federal, state, and local employment laws across all jurisdictions
Partner with Legal on employment-related matters, including claims, disputes, and policy development
Promote a culture of fairness, inclusion, and accountability

HR Operations & Systems

Partner with HRIS and Payroll teams to ensure effective field utilization of HR systems (e.g., Workday, iCIMS, etc.)
Drive adoption and optimization of HR technology to improve efficiency and reporting capabilities
Monitor and analyze key HR metrics to inform strategic decisions and continuous improvement

Culture & Engagement

Champion the company’s culture, values, and service standards across all properties
Lead initiatives that enhance team member engagement, recognition, and retention
Support diversity, equity, and inclusion efforts to foster an inclusive workplace environment
Act as a visible and engaged leader across the portfolio, regularly visiting properties

Qualifications

Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s preferred)
10+ years of progressive HR leadership experience, preferably in hospitality or multi-unit operations
Proven experience supporting field operations in a geographically dispersed organization
Strong experience leading HR teams, including Regional or Area HR leaders
Demonstrated success in M&A integrations, transitions, and organizational change management
Deep knowledge of employment law and HR best practices
Experience with HRIS platforms (Workday and iCIMS preferred)

Key Competencies

Strategic thinker with strong business acumen
Influential leader with executive presence
Strong problem-solving and decision-making skills
Ability to thrive in a fast-paced, dynamic environment
High emotional intelligence and relationship-building capability
Results-driven with a focus on execution and accountability

Travel Requirements

Ability to travel up to 40–60% to support property visits, transitions, and leadership alignment

Benefits

Multiple Tiers of Medical Coverage
Dental & Vision Coverage
24/7 Teledoc service
Free Maintenance Medications
Pet Insurance
Hotel Discounts
Tuition Reimbursement
Paid Time Off (vacation, sick, bereavement, and Holidays)
401K Match

EOE AA- Minorities/Females/Vet/Disability/Gender Identity/Sexual Orientation
Davidson Hospitality is a drug free workplace. Pre-employment drug test and background check required. We participate in E-Verify.

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Davidson Hospitality Group