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Director of People and Culture
Director of People and Culture
Southern Hills Country Club
People & Culture | Reports to: General Manager | FLSA: Exempt | Direct Reports: 1–2 | Team: ~350 Teammates
Why This Role Exists
At Southern Hills Country Club, we believe that when teammates feel genuinely valued, seen, and inspired, they naturally create extraordinary experiences for our members. The Director of People and Culture exists not simply to manage HR processes, but to be the human heartbeat of this Club — someone who leads with intention, builds trust across every level of the organization, and sees each teammate interaction as an opportunity to reinforce something worth belonging to.
This role is for someone who believes that culture isn't a program you launch — it's a promise you keep every single day.
The Opportunity
Reporting to the General Manager and serving as a trusted member of the Department Head team, the Director of People and Culture will blend hands-on operational care with strategic cultural leadership across our team of approximately 350 teammates. This is not a back-office function. This is a front-line, relationship-first role that requires both the courage to lead through complexity and the warmth to make every teammate feel like they matter — because they do.
Culture & Employee Engagement
Building a culture where people are proud to work — because when people thrive, the Club thrives.
- Model and reinforce a service-oriented culture grounded in engagement, dignity, and care — one where teammates show up not because they have to, but because they want to.
- Create environments where teammates feel seen, supported, and empowered to do their best work; build genuine relationships across every department and anticipate needs before they become problems.
- Lead all employee recognition programs and events — including milestone celebrations and annual awards — ensuring every teammate feels celebrated, appreciated and valued.
- Oversee all employee listening programs: exit interviews, new hire check-ins, and annual engagement surveys — then act on what you hear and connect those insights directly to growth goals.
- Manage teammate communications (digital signage, text platforms, newsletters, bulletin boards) with fresh, human, and compelling content that keeps people connected to, and engaged with, the Club's mission, vision and core values.
- Lead with empathy while holding teams accountable to high standards; serve as a trusted coach and educator for teammates and leaders alike, helping them navigate HR policies and employment law while fostering a culture of trust.
- Collaborate with department leaders on training programs — including leadership development, service standards, onboarding, and compliance — that don't just inform, but engage.
- Champion and model the Club's Mission, Vision and Core Values in everything you do.
HR Operations & Compliance
Reliable, thoughtful systems that serve our people.
- Lead day-to-day HR operations with high visibility — this is not a role that stays behind a desk.
- Develop, communicate, and uphold HR policies and procedures with clarity and consistency.
- Build efficient, scalable and people-centered processes and equip leaders with the tools and knowledge to support their teams confidently.
- Manage the full termination process — including HRIS approvals, file maintenance, and I-9 records — with professionalism and care.
- Review and approve all compensation and market pay adjustments; perform benchmarking to ensure teammates are compensated fairly.
- Ensure compliance with all federal, state, and local employment laws; maintain current compliance postings throughout the property.
- Maintain HRIS data integrity through regular audits and accurate record-keeping.
- Partner with the CFO on third-party audits for the Club's health and 401(k) plans.
- Analyze turnover data to identify patterns and champion retention strategies that reflect the Club's values; cultivate feedback cultures where growth conversations happen naturally and regularly.
- Promote sound financial stewardship across recruiting, onboarding, benefits, payroll, retirement, workers' compensation, and training.
- Design learning experiences are practical, engaging, and impactful.
- Create feedback cultures where feedback and growth conversations happen naturally.
Strategic Leadership
Strategic thinking that supports both today's needs and tomorrow's goals.
- Serve as a full and contributing member of the Department Head team; build relationships with internal and external stakeholders that are rooted in trust and mutual respect.
- Develop creative, people-first solutions to critical challenges.
- Identify and implement recruitment and retention strategies that not only fill roles but build a team that believes in the mission.
- Drive process improvements that align with the Club's vision and leverage technology to streamline operations with purpose and efficiency.
- Coach leaders through change with clarity, compassion and confidence.
- Help identify strengths of the team and build actionable growth plans.
- Serve as a strategic advisor to the General Manager on all people-related initiatives.
Experience
- At least 7 years of progressive HR experience, including a minimum of 3 years in a leadership or management capacity.
- Broad experience across HR disciplines: employee relations, compensation and benefits, compliance, staffing, training, and performance management.
- A proven ability to develop and motivate teams and leaders toward shared goals.
- Hospitality or private club experience strongly preferred — you understand the rhythms and relationships of service culture.
- Hands-on experience with HRIS platforms (Paycor or similar).
- Experience with a self-insured health benefit plan is a plus.
Education & Credentials
- Bachelor's Degree in Human Resources, Business Administration, or a related field — required.
- SPHR or SHRM-SCP certification — required.
- Current knowledge of federal, state, and local employment law.
- Valid driver's license.
Who You Are
Credentials and experience matter — but so does character. The right person for this role leads with curiosity before judgment, listens before they speak, and understands that every policy is built to care for our people.
- Bilingual in Spanish is a meaningful plus in serving our diverse team, but not required.
- You hold confidentiality as a trust, not just a rule.
- You have a strong work ethic and the self-discipline to follow through.
- You communicate with confidence, warmth, and clarity — in a room of 300 or a one-on-one conversation.
- You're highly proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook).
- You are organized, detail-oriented, and rarely let things fall through the cracks.
- You navigate sensitive and difficult situations with tact, professionalism, and a genuine concern for people's wellbeing.
- Your leadership style is collaborative, motivational, and innovative — you lift people up rather than managing them down.
- You thrive in a fast-paced environment and don't lose your cool under pressure.
- You are genuinely passionate about improving the experience of the people around you — both teammates and members.
Work Environment
This role is based on-site at Southern Hills Country Club. Standard hours are Monday through Friday, with additional availability during events or peak periods as needed. The noise level is typically moderate. Some physical demands include occasional standing, walking, stooping, and lifting up to 20 pounds.
The right person for this role understands that culture is built one interaction at a time — and takes that responsibility seriously.
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