Job description

Reporting to the General Manager, the Director of People & Culture is a strategic and operational leader responsible for shaping a high-performing, compliant, and engaging workplace culture. This role partners closely with the Executive Committee to drive business results through people strategies, while embedding service excellence into all People & Culture practices. Key Responsibilities: • Lead and oversee the day-to-day operations of the People & Culture function, aligning people strategies with business objectives and service culture priorities • Serve as a strategic advisor to the General Manager and Executive Committee, providing guidance on organizational effectiveness, workforce planning, and leadership development • Champion a culture of engagement by fostering an environment of trust, open communication, accountability, recognition, and inclusion • Drive colleague engagement initiatives, including survey action planning, listening strategies, and targeted interventions that improve retention, morale, and performance • Act as a steward of the organization’s service culture by embedding service standards, emotional intelligence, and guest-centric behaviors into hiring, onboarding, training, performance management, and recognition programs • Coach and develop leaders at all levels to strengthen leadership capability, accountability, and consistency in delivering both colleague and guest experiences • Partner with department leaders to translate colleague feedback, operational insights, and business metrics into actionable people strategies and measurable outcomes • Oversee all aspects of talent management including recruitment, succession planning, performance management, and leadership development, ensuring alignment with brand standards and service expectations • Ensure full compliance with federal, state, and local employment laws, collective bargaining agreements, and company policies; proactively mitigate risk through audits, training, and process improvements • Direct and oversee workplace investigations, disciplinary actions, and terminations with a focus on fairness, consistency, and risk management • Manage compensation, benefits, leave programs, and wellness initiatives to support a competitive and compliant colleague value proposition • Oversee occupational health & safety programs, ensuring a safe and compliant work environment for all colleagues • Utilize HRIS and people analytics to monitor trends, identify risks, and inform strategic decision-making across engagement, turnover, productivity, and service metrics • Lead the development and management of the annual People & Culture budget, including forecasting, cost control, and resource allocation • Continuously challenge the status quo by identifying opportunities to improve processes, elevate the colleague experience, and strengthen service delivery • Support and lead colleague events and recognition programs that reinforce culture, celebrate success, and build community • Model and promote professional, inclusive, and engaging behaviors aligned with company values • Other duties as assigned • Minimum 5+ years of progressive Human Resources leadership experience • Demonstrated business acumen, with the ability to understand operational and financial priorities and translate them into practical People & Culture strategies that support business performance • Proven ability to hold leaders accountable for people practices, colleague engagement, performance, compliance, and service culture, while providing the coaching and support necessary for leaders to succeed • Demonstrated ability to influence senior leaders, challenge constructively, and drive organizational change through people strategies • Strong understanding of employment law, compliance, risk management, and best practices • Demonstrated experience in colleague engagement, culture transformation, leadership development, and performance management • Ability to connect colleague experience, leadership effectiveness, and service culture to guest experience and business results • Experience leveraging HR metrics, engagement data, and business analytics to identify trends, measure progress, and inform decision-making • University/college degree in Human Resources, Business, or related field; HR certification is an asset • Strong commercial mindset with the ability to balance colleague needs, operational requirements, compliance obligations, and financial considerations • Excellent interpersonal, communication, coaching, and presentation skills, with the ability to engage and influence all levels of the organization from line colleagues to Executive Committee members • Highly organized, self-directed, and accountable, with the ability to prioritize competing demands and consistently deliver results • Proficient in HR systems and Microsoft Office applications Annual Salary range: $180,000 to $230,000 Feel free to visit our website at fairmont.com to find out more about our company. Visa Requirements: Must have proof of eligibility to work in the United States. Our commitment to Diversity & Inclusion: We are an inclusive company and our ambition is to attract, recruit and promote diverse talent. Fairmont is proud to be an Equal Opportunity Employer. EOE/M/F/D/V All your information will be kept confidential according to EEO guidelines.

Requirements

Must-haves

Lead and oversee the day-to-day operations of the People & Culture function, aligning people strategies with business objectives and service culture priorities
Serve as a strategic advisor to the General Manager and Executive Committee, providing guidance on organizational effectiveness, workforce planning, and leadership development
Champion a culture of engagement by fostering an environment of trust, open communication, accountability, recognition, and inclusion
Drive colleague engagement initiatives, including survey action planning, listening strategies, and targeted interventions that improve retention, morale, and performance
Coach and develop leaders at all levels to strengthen leadership capability, accountability, and consistency in delivering both colleague and guest experiences
Partner with department leaders to translate colleague feedback, operational insights, and business metrics into actionable people strategies and measurable outcomes
Oversee all aspects of talent management including recruitment, succession planning, performance management, and leadership development, ensuring alignment with brand standards and service expectations
Ensure full compliance with federal, state, and local employment laws, collective bargaining agreements, and company policies; proactively mitigate risk through audits, training, and process improvements
Direct and oversee workplace investigations, disciplinary actions, and terminations with a focus on fairness, consistency, and risk management
Manage compensation, benefits, leave programs, and wellness initiatives to support a competitive and compliant colleague value proposition
Oversee occupational health & safety programs, ensuring a safe and compliant work environment for all colleagues
Utilize HRIS and people analytics to monitor trends, identify risks, and inform strategic decision-making across engagement, turnover, productivity, and service metrics
Lead the development and management of the annual People & Culture budget, including forecasting, cost control, and resource allocation
Continuously challenge the status quo by identifying opportunities to improve processes, elevate the colleague experience, and strengthen service delivery
Support and lead colleague events and recognition programs that reinforce culture, celebrate success, and build community
Model and promote professional, inclusive, and engaging behaviors aligned with company values
Other duties as assigned
Minimum 5+ years of progressive Human Resources leadership experience
Demonstrated business acumen, with the ability to understand operational and financial priorities and translate them into practical People & Culture strategies that support business performance
Proven ability to hold leaders accountable for people practices, colleague engagement, performance, compliance, and service culture, while providing the coaching and support necessary for leaders to succeed
Demonstrated ability to influence senior leaders, challenge constructively, and drive organizational change through people strategies
Strong understanding of employment law, compliance, risk management, and best practices
Demonstrated experience in colleague engagement, culture transformation, leadership development, and performance management
Ability to connect colleague experience, leadership effectiveness, and service culture to guest experience and business results

Nice-to-haves

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Benefits

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