We are engaged on a national search with a global hospitality and travel company, who is seeking a strategic Regional Director, People Partner. This role will be a key business partner to Regional Leadership on the West Coast, focusing on building a high performing culture, overseeing a team of 3-4 People Partners, and driving organizational change.
Locations: Candidates MUST BE near Los Angeles Metro, Las Vegas, San Francisco, OR Denver. This role is remote but requires frequent travel throughout the West Coast.
Compensation - 180-210k Base + Bonus
Job Responsibilities
● Drive enterprise-wide talent strategy by partnering with the Regional Leadership Team (RLT) to align workforce planning, organizational design, and leadership development programs with long-term business goals
● Serve as a strategic advisor to RLT members and area/branch heads, offering insight and guidance on complex talent decisions, facilitating leadership effectiveness, and enabling organizational change and employee engagement
● Partner with RLT and Talent Acquisition to select, assess, and develop General Managers across assigned regions and build a strong talent pipeline for effective succession planning
● Lead and inspire a high-performing HR team, providing direction, development, and coaching to HR Partners and HR Team members in support of operational excellence and an optimal employee experience
● Champion people-centric initiatives across corporate and geographically dispersed teams, ensuring equity in engagement, communication, and performance management practices
● Architect organizational effectiveness solutions, including job design, team structure and workforce optimization, to increase agility, alignment and capability across the organization
● Design and deliver engagement strategies tailored for both on-site and remote team members to build connection, morale and a sense of shared purpose
● Steer cultural transformation efforts by promoting company mission, values and commitment to diversity, equity, inclusion through leadership modeling and scalable engagement strategies
● Oversee complex employee relations matters, focusing on risk mitigation, legal compliance and consistency in policy application, in close collaboration with Legal and Compliance teams
● Advise on critical workforce transitions, including reductions in force, severance planning and adverse impact analyses, balancing business needs with people impact
● Lead proactive compliance efforts, ensuring adherence to federal, state and local employment laws as well as internal policy frameworks while continuously monitoring emerging legislation to translate regulatory shifts into actionable HR policy
● Perform other duties as assigned
Core Competencies
● Demonstrated success aligning enterprise-wide talent strategies with business goals, serving as a trusted advisor to the Regional Leaders in driving high-impact outcomes in performance, engagement, and organizational growth
● Proven expertise in leading large-scale transformation efforts, including workforce planning, organizational design and structural optimization, with a strong focus on agility, risk management and business continuity
● Deep knowledge of federal and multi-state labor law, regulatory frameworks, and internal policy application, with a record of resolving high-stakes team member relations matters and proactively advising on legal and reputational risk
● Skilled in designing and executing enterprise engagement strategies that embed values, advance DEI goals and foster cultural consistency across hybrid and geographically dispersed teams
● Proven ability to lead, develop and inspire high-performing HR teams while partnering cross-functionally with Operations, Legal, Compliance, Finance and HR Centers of Excellence to deliver scalable, people-centric solutions
Requirements:
● Bachelor’s degree in Human Resources, Business Administration or a related field required; Master’s degree or advanced HR certification (e.g., SHRM-SCP, SPHR) strongly preferred
● Minimum of ten (10) years of progressive Human Resources experience, including a minimum of five (5) years in a Senior HR Business Partner or Director-level capacity, supporting executive leaders and geographically dispersed teams
● Minimum of five (5) years of management experience leading HR Teams
● Able to travel (up to 50%) within a geographic area
● Demonstrated success in partnering with leaders and functional executives to drive enterprise-wide talent strategy, workforce planning and cultural transformation
● Exceptional organizational, analytical, and decision-making abilities, with a consistent ability to balance strategic thinking with tactical execution
● Extensive knowledge of US federal and multi-state employment laws (Canadian HR experience highly preferred), with a track record of navigating complex employee relations and advising on high-impact organizational decisions
● Strong consultative and conflict resolution skills, with the ability to influence and lead through change at all organizational levels
● Excellent written and verbal communication skills, with experience facilitating leadership presentations, strategic planning discussions and critical stakeholder alignment
● SHRM-CP/PHR certification required; SHRM-SCP/SPHR certification preferred
