Vice President, Human Resources - Field Operations

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.