What are the responsibilities and job description for the Director of People + Culture (Human Resources) position at The Clayton Members Club & Hotel?
DIRECTOR OF People Culture (Human Resources)
Reports to: General Manager, position is exempt
Reports to: General Manager, position is exempt
Accepting Applicant through Feb. 28th, 2025 or until filled
WHO WE ARE
Hotels done differently. It’s not just a slogan or catchphrase; it is who we are in everything we do. We believe in the power of People, Place, and Character; ensuring our properties are a place where individuals are valued and celebrated as a tribute to the neighborhoods and the people of the communities in which we operate; elevating our associates’ pride in who they are, where they live and who we serve.
A little bit rebel, a little bit refined, Clayton is smart and sophisticated, charming and confident, and always down for shaking up the status quo. Consistently moving the needle on what a social club can be, Clayton thrives on the counterculture spirit, constantly challenging what it means to gather and engage while connecting guests to each other and what inspires them.
Clayton Hotel is managed by Aparium Hotel Group, which was founded in 2011 by Chicago hospitality executive and entrepreneur Mario Tricoci and luxury hotel veteran Michael Kitchen. The duo saw a clear need for a company that could bring c-suite service and accommodations to underserved yet distinct and important cities while maintaining and celebrating the unadulterated character of each. Driven by the belief that all hospitality experiences should be fueled by the poetics of their surroundings, Aparium was born with an intense focus on unearthing the unforgettable moments unique to every city.
WHO YOU ARE
Your past experiences have led you to understand that there is an Art Science to the how and what an HR professional is responsible for; not all remedies can be outlined in a policy or noted in a handbook. You are an advocate for the employees and, in return, understand the strategic direction of the business and how people drive the company’s success. In the past, you have read those articles about why people dislike an HR department and said to yourself, “I agree – I too want to modernize the role and responsibilities of HR.” Your passion for your business has led you to interpret a P&L, understand the current marketing strategy, and challenge the status quo. You continually find ways to partner with your peers to identify a better way of doing things and have the grit and tenacity to see it through.
THE ROLE
As the Director of People & Culture, you are the guardian of the cultural pillars of People, Place, and Character that promote an engaging, positive, and safe work environment for all employees, implementing proven practices and programs in which employees feel recognized, valued, and supported. This position leads all facets of the function of the property, with one (1) direct report. If you only prefer to “see the forest” and are not willing to “plant the trees,” then this is not a role for you
WHAT YOU WILL DO
- Acts as guardian of the cultural pillars of People, Place, and Character that promotes an engaging, positive, and safe work environment for all employees; implements proven practices and programs in which employees feel recognized, valued, and supported; shows courage by addressing individuals who negatively impact our aspiring culture
- Knows the pulse of the local talent pool, can be seen connecting with potentials around town; does what it takes to attract like-minded individuals, aware of local market compensation offerings to ensure the hotel is competitive; creates a seamless interviewing process, efficient background check methodology and productive onboarding process for new associates
- Demonstrates subject matter expertise for their respective field by ensuring compliance to mandatory labor laws, acts, and fair practices; is always abreast and proactive to upcoming changes for city, state, and federal labor statutes or by-laws that impact and protect our people and company; and “go-to” expert on associates benefits plans and enrollment by simplifying what may be complex information for others
- Fluent in people metrics and performance management practices that drive a high-performing culture, which includes owning the corrective action process, meaningful performance discussions, impactful training solutions, mature facilitation skills, and guiding career development progression that drives the company’s people and business strategy
- Collaborative and strategic partner to the General Manager and the Executive Committee for planning the property goals, questioning existing practices, ensuring appropriate staffing levels, coaching for performance, and heightening service levels
- Practices sound financial decisions to ensure the appropriate budgets are in place and adhered to that provide the necessary resources, events, and programs for the recognition, rewards, and development of the people and celebrate the culture
- Demonstrates a passion for “being in the know” by spending time in departments, attending shift briefings or department meetings; exhibits servant leadership by lending a hand during “crunch” time
- Displays a collaborative spirit with peers and managers by exchanging ideas and valuing differing opinions; facilitates focus groups and identifies methods for employees to voice ideas or recommendations and ensures remedies are implemented
- Knows how to keep a secret, able to investigate matters confidentially, and be a confidant to all associates by maintaining discretion in sensitive manners; can take their “HR” hat off based on the situation and coach peers and managers to address performance concerns with their associates
- Uses various communication channels to guarantee people are “in the know” by using traditional methods to modern practices; ensures messaging represents the brand and is meaningful to all associates. Ensure inclusivity by utilizing translation resources to relay information to other represented languages when applicable and feasible
POSITION REQUIREMENTS
- Minimum of five (5) years as an HR Generalist within an upscale and people-focused environment
- Bachelor’s degree in a related field of Human Resources Management, Business, or Psychology respected, though not required
- SHRM Certification respected, though not required
- Ability to work onsite Monday-Friday, with flexibility of hours as needed
- Adaptable interpersonal skills to communicate and address all employee levels of the hotel
- Professional proficiency in the English language in reading, writing, and verbal communication
HOW YOU LEAD
- Engage others in general conversation tactics to build rapport quickly; leading and adapting communication and presentation tactics to engage your audience; displaying adaptable interpersonal skills for a wide range of audiences and stakeholders
- Approach fact-finding and discovery missions in a collaborative effort; valuing the input and experiences of others that creates additional insight to uncover deeper issues that may need to be addressed or removed as a barrier to implementation
- Value the importance of making decisions with integrity, maintaining confidentiality across internal work groups, and knowing how to use discretion when appropriate, understanding the difference between transparency and confidentiality
- Be highly analytical in thought and recommendations; although never acting like the smartest person in the room; and continually seeking out the facts; able to express a point of view without it being driven by your ego
SALARY
$90,000 - $110,000
As an Equal Opportunity Employer, Aparium Hospitality Services celebrates diversity and is committed to creating an equitable and inclusive environment and sense of belonging for all employees. We do not discriminate and believe every individual should be proud of who they are and where they come from and take pride in who we serve.
Salary : $90,000 - $110,000
