director of culture

NoMo SoHo

<div><h4 class="jobSectionHeader">Description</h4><div>
The NoMo SoHo New York is seeking an experienced and Director of People &amp; Culture to join our prestigious team. This role will will be responsible for overseeing all HR functions, ensuring compliance with labor laws, and fostering a positive workplace culture aligned with the hotel's luxury service standards. This leadership role requires a strategic thinker with a passion for hospitality, talent development, and employee engagement.</div><div>
Tucked away at 9 Crosby, NoMo is a hidden gem just steps from the excitement that the streets of New York have to offer. Inspired by the neighborhood, NoMo represents an intrigue for the nostalgic + modern. Our building is a curated collection of vintage and contemporary art, illustrating the eclectic mix of those who made SoHo what it is today.</div>
At Crescent Hotels &amp; Resorts, we are a team of hospitality professionals that are deeply connected to and proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!
We are committed to providing you with:
<ul><li>Highly competitive salary of $145,000 - $155,000</li>
<li>An exceptional benefit plan for eligible associates &amp; your family members
</li><li>401K matching program for eligible associates
</li><li>Flexible scheduling to allow you to focus on what is important to you
</li><li>Discounts with our Crescent managed properties in North America for you &amp; your family members</li>
</ul>
ESSENTIAL JOB FUNCTIONS:
Talent Management:<ul>
<li>
Develop and implement recruitment strategies to attract top hospitality talent for leadership and hourly positions across all departments, as needed.</li>
<li>Oversee onboarding programs to ensure new hires are integrated seamlessly.</li>
</ul>
Associate Relations &amp; Engagement:<ul>
<li>
Foster a positive, inclusive, and productive, issue-free work environment.</li>
<li>Serve as a credible, visible and trusted advisor to managers and associates on HR matters.</li>
<li>Timely address and resolve associate concerns, ensuring compliance with company policies.</li>
<li>Organize associate engagement and recognition programs in alignment with Crescent&rsquo;s associate recognition and communication initiatives.</li>
</ul>
Training &amp; Development:<ul>
<li>
Facilitate training programs to enhance associate job skills and guest service focus and delivery.</li>
<li>Oversee leadership development and succession planning efforts.</li>
<li>Ensure timely and comprehensive compliance training all associates.</li>
</ul>
Compensation &amp; Benefits:<ul>
<li>
Manage payroll processes in collaboration with Finance to ensure accuracy and compliance.</li>
<li>Administer employee benefits programs, including health insurance, retirement plans, and wellness initiatives.</li>
<li>Monitor industry trends to ensure competitive compensation structures.</li>
</ul>
Compliance &amp; Risk Management:<ul>
<li>
Ensure compliance with federal, state, and local labor laws.</li>
<li>Maintain up-to-date associate records and HR documentation.</li>
<li>Lead workplace investigations and implement corrective actions as needed.</li>
<li>Oversee workplace safety programs and support risk mitigation strategies.</li>
</ul>
REQUIRED SKILLS/ABILITIES:<ul>
<li>
5+ years of HR leadership experience, with minimum 3 years at an HRD level in the hospitality or related industry.</li>
<li>Bachelor's degree in Human Resources, Business Administration, or a related field (Master&rsquo;s preferred).</li>
<li>Demonstrated experience working under a hotel union collective bargaining agreement is required.</li>
<li>Proven advanced knowledge of employment laws.</li>
<li>Proven experience with UKG/Ultipro systems and payroll processing.</li>
<li>Excellent interpersonal, communication, and problem-solving skills.</li>
<li>Ability to work in a fast-paced, luxury hospitality environment.</li>
</ul>
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.</div>

Director of People & Culture

Four Seasons

<div>About Four Seasons:
Four Seasons is powered by our people. We are a collective of individuals who crave to become better, to push ourselves to new heights and to treat each other as we wish to be treated in return. Our team members around the world create amazing experiences for our guests, residents, and partners through a commitment to luxury with genuine heart. We know that the best way to enable our people to deliver these exceptional guest experiences is through a world-class employee experience and company culture.
 
 
At Four Seasons, we believe in recognizing a familiar face, welcoming a new one and treating everyone we meet the way we would want to be treated ourselves. Whether you work with us, stay with us, live with us or discover with us, we believe our purpose is to create impressions that will stay with you for a lifetime. It comes from our belief that life is richer when we truly connect to the people and the world around us.
About the location:
Four Seasons Resort Orlando at Walt Disney World Resort, is the leading luxury resort in Central Florida. We pride ourselves on the service we deliver and that all begins with the dedication of our employees who embrace the meaning behind the Golden Rule. Guests are pampered with a customized approach, ensuring that each experience is unique and unforgettable. Our goal is to attract only the most positive and passionate talent, those who are able to provide intuitive service, with a warm and friendly smile. We encourage our team to strive for personal and professional greatness and are always empowered to do what is right.
<div>Join our AAA F ive D iamond property in Central Florida !
</div>Our Ideal Assistant Director of People &amp; Culture Candidate
 
The Assistant Director of People &amp; Culture reports to the Director of People &amp; Culture and assists with carrying out the responsibilities for the operations of the People &amp; Culture Division and, provides HR support to hotel management. This includes benefits administration, employee relations, talent management and retention, training, workers&rsquo; compensation and legal matters related to hotel employees.
We are looking for individuals who are strategic, have strong business acumen, good communication and interpersonal skills and are able to evidence professionalism and adaptability. Individuals also need to be a catalyst for change and an employee champion. 
 
Occasional travel may be required to other Four Seasons Hotels and Resorts for training and development purposes. We encourage and expect all of our employees to behave consistently in a manner which demonstrates:
<ul><li>Commitment to supportive teamwork and open communication
</li><li>Responsibility for ongoing enhancement of their skills and performance
</li><li>Recognition of personal accountability for their own actions and the outcomes of those actions
</li><li>An understanding of the effect of their behavior on our guests, their fellow employees and the reputation of the Company
</li></ul>Essential Functions
 
1. Act as an objective third party in employee counseling, problem solving or conflict resolution and communicate to Director of People &amp; Culture any circumstances that may raise legal issues or liabilities for the hotel.
 
2. Identify, analyze and initiate appropriate actions to resolve any unsatisfactory pattern of employee turnover.
 
3. Assist with managing the financial aspects for the HR budget including benefits, labor &amp; salary reports and plan cost effective events within the HR budget guidelines.
 
4. Conduct regular audits of insurance records, immigration and labor records, paid time off allowances.
 
5. Maintain employment files and other records personally and through delegation in the HRIS
 
6. Work harmoniously and professionally with colleagues and supervisors while maintaining the confidentiality of the People &amp; Culture Department.
 
7. Administer and train employees on behalf of People &amp; Culture including but not limited to Embark (on-boarding orientation), benefits, core and culture standards.
 
8. Assist in the organization and execution of all employee experience programs include holiday parties, career fairs, general meetings etc.
 
9. Respond to and attend any related hearings for all employee relations hearings
 
10. Ensure that the cafeteria, employee entrance and lockers rooms are clean and orderly.
 
11. Attend operational meetings where required
Preferred Qualifications and Skills
<ul><li>Previous HR experience is a must
</li><li>Previous experience as a Human Resources Manager or above preferably with a Luxury Brand Resort.
</li><li>Strong proficiency with Microsoft Office
</li><li>Strong working knowledge of the Workday HRIS
</li><li>Understanding of payroll applications, audits and processes in ADP.
</li><li>Excellent emotional intelligence and interpersonal skills 
 
</li></ul>These requirements are representative but not all inclusive of the knowledge, skill and ability required for the success of the Assistant Director of People &amp; Culture with Four Seasons.
Why work for Four Seasons Resort Orlando
<ul><li>Competitive Salary &amp; Wages
</li><li>Competitive Benefits
</li><li>PTO and Holiday Pay
</li><li>Excellent Training and Development opportunities
</li><li>Complimentary Accommodation at other Four Seasons Hotels and Resorts
</li><li>Complimentary Employee Meals
</li><li>Employee Recognition Programs
</li></ul>Four Seasons is an Equal Opportunity, Affirmative Action employer. Minorities, women, veterans, and individuals with disabilities are encouraged to apply. To access the 'EEOC is The Law' Information poster please visit this website - https://eeoc.gov/sites/default/files/migrated_files/employers/poster_screen_reader_optimized.pdf</div>

Assistant Director of People & Culture

Confidential Government

<div>
 
 
 Role Summary
 
 
 
 
 
 
 The Director of Culture &amp; Engagement is a strategic leader responsible for shaping and sustaining a high-performing, values-driven culture. This role leads enterprise-wide initiatives focused on
 
 employee wellbeing, organizational transformation, engagement strategies, and listening systems (surveys and feedback)
 
 .
 
 
 The Director partners closely with senior leaders, HR, and business teams to translate insights into action&mdash;ensuring employees feel heard, supported, and connected during periods of change and growth.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 
 
 
 
 Culture &amp; Wellbeing
 
 
 <ul>
 <li>
 Design and lead a holistic
 
 employee wellbeing strategy
 
 (mental, emotional, social, and workplace wellbeing).
 </li>
 <li>
 Partner with HR and leaders to embed wellbeing into policies, leadership behaviors, and daily work practices.
 </li>
 <li>
 Champion inclusive, psychologically safe workplaces where employees can thrive.
 </li>
 <li>
 Track wellbeing outcomes and recommend improvements based on data and employee feedback.
 </li>
 </ul>
 
 
 
 
 
 Engagement &amp; Employee Experience
 
 
 <ul>
 <li>
 Develop and execute a
 
 comprehensive engagement strategy
 
 aligned with organizational values and business goals.
 </li>
 <li>
 Identify drivers of engagement and retention, translating insights into meaningful programs and initiatives.
 </li>
 <li>
 Support leaders in building strong team cultures through coaching, tools, and best practices.
 </li>
 <li>
 Measure the impact of engagement initiatives and continuously refine approaches.
 </li>
 </ul>
 
 
 
 
 
 Surveys &amp; Listening Strategy
 
 
 <ul>
 <li>
 Own the organization&rsquo;s
 
 employee listening ecosystem
 
 , including engagement surveys, pulse surveys, lifecycle surveys, and ad-hoc feedback.
 </li>
 <li>
 Partner with internal teams or external vendors to design, deploy, and analyze surveys.
 </li>
 <li>
 Turn survey results into clear, actionable insights and guide leaders in developing action plans.
 </li>
 <li>
 Monitor trends, benchmark results, and report insights to executive leadership.
 </li>
 </ul>
 
 
 
 
 
 Transformation &amp; Change
 
 
 <ul>
 <li>
 Play a key role in
 
 organizational transformation initiatives
 
 , ensuring culture and employee experience are central to change efforts.
 </li>
 <li>
 Partner with leaders during periods of growth, restructuring, or strategic change to support engagement and resilience.
 </li>
 <li>
 Lead change management efforts related to culture, engagement, and ways of working.
 </li>
 <li>
 Act as a trusted advisor to leaders on the people impact of transformation.
 </li>
 </ul>
 
 
 
 
 
 Strategy, Leadership &amp; Collaboration
 
 
 <ul>
 <li>
 Serve as a thought leader on culture, engagement, wellbeing, and the future of work.
 </li>
 <li>
 Collaborate closely with HR, Communications, DEI, and business leaders to ensure alignment and consistency.
 </li>
 <li>
 Manage and mentor team members or project teams as applicable.
 </li>
 <li>
 Stay current on research, trends, and best practices in culture, engagement, and wellbeing.
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Experience
 
 
 <ul>
 <li>
 8&ndash;12+ years of experience in culture, engagement, HR, organizational development, or related fields.
 </li>
 <li>
 Proven experience leading
 
 employee engagement surveys and listening strategies
 
 .
 </li>
 <li>
 Strong background in
 
 organizational transformation or change management
 
 .
 </li>
 <li>
 Demonstrated success designing and implementing wellbeing or engagement programs at scale.
 </li>
 <li>
 Strong analytical skills with the ability to translate data into compelling stories and actions.
 </li>
 <li>
 Exceptional stakeholder management, communication, and influencing skills.
 </li>
 </ul>
 
 
</div>

Engagement & Culture Director

Stanford University

The Stanford Medicine Office of the Chief Community Engagement Officer is seeking a visionary and strategic leader for the newly established position of Executive Director, Culture and Community Engagement.This role will serve as a key partner across Stanford Medicine, responsible for advancing operational and cultural frameworks that reflect our shared commitment to community well-being and an institutional culture that facilitates the realization of our shared mission. The Executive Director will collaborate across the School of Medicine (SoM), Stanford Health Care (SHC), and Stanford Medicine Children's Health (SMCH) to implement cross-functional strategies that elevate the culture and support our mission. This role will oversee enterprise-wide programs, policy alignment, and systems that enhance experiences of staff, faculty, students, patients and the communities we serve. The successful candidate brings leadership experience in complex health or academic systems, deep operational expertise, and a values-driven, mission-oriented mindset.Duties include :<ul><li>Recommend and implement organizational frameworks that promote community engagement and operational alignment across SoM, SHC, and SMCH. Ensure infrastructure supports inclusive participation, collaboration, and service. Maintain responsibility for leadership development, team performance, and staff retention.</li><li>Partner with HR teams and managers to embed values of community accountability and service excellence into policies and programs. Enhance staff experience through inclusive hiring, transparent practices, and supportive career development across all entities.</li><li>Lead development and execution of strategic plans focused on strengthening institutional identity around community engagement. Work across organizations to align operational practices and initiatives with the shared values of service, mutual respect, and achievement for all community members.</li><li>Support the development of administrative and academic policies that reinforce a culture of shared responsibility and community well-being. Serve as a thought partner in designing initiatives that reflect the principles and mission.</li><li>Provide strategic guidance on resource allocation to support community-centered programs. Design and implement systems for measuring the impact of engagement initiatives, ensuring transparency, accountability, and continuous improvement in alignment with organizational priorities.</li><li>Serve as a central advisor to senior leadership. Build partnerships that enhance cross-departmental collaboration and ensure that programs, services, and practices are grounded in community needs and aspirations.</li></ul> - Other duties may also be assigned. JOB PURPOSE:Provide strategic direction for the administrative and operational functions that foster community engagement across the School of Medicine (SoM), Stanford Health Care (SHC), and Stanford Medicine Children's Health (SMCH). Align staffing structures, policy development, and programmatic initiatives with a unifying vision.DESIRED QUALIFICATIONS: <ul><li>Master's degree preferred.</li><li>Demonstrated leadership and program development experience within a large, complex academic health system.</li><li>Strong background in organizational development, change leadership, and community engagement strategy.</li><li>Experience fostering institutional excellence through service-based leadership or community partnership.</li><li>Proven ability to lead through influence across diverse stakeholders and deliver enterprise-wide initiatives.</li></ul>EDUCATION & EXPERIENCE (REQUIRED): Bachelor's degree and seven years of relevant experience in administrative and financial management, or a combination of education and relevant experience. Master's degree preferred.KNOWLEDGE, SKILLS AND ABILITIES (REQUIRED):<ul><li>Demonstrated leadership and supervisory, planning and change management skills.</li><li>Excellent planning and organizational skills.</li><li>Excellent communication skills. Able to influence people, solve problems, troubleshoot, think creatively and resolve conflicts.</li><li>Advanced financial expertise in accounting budget planning, and financial forecasting.</li><li>Advanced expertise in grants and contract administration.</li><li>Advanced analytical and problem solving skills Strong knowledge of industry standards and/or regulatory requirements.</li><li>Strong negotiation and effective interpersonal skills.</li><li>Attention to detail and accuracy.</li><li>Advanced expertise in business and management computer applications and databases.</li><li>Subject matter expertise for area(s) of responsibility.</li><li>Ability to multi-task and manage deadlines.</li></ul>CERTIFICATIONS & LICENSES: Program assessment skills training is highly desired.PHYSICAL REQUIREMENTS :<ul><li>Constantly perform desk-based computer tasks.</li><li>Frequently sitting.</li><li>Occasionally stand/walk, writing by hand, use a telephone, lift/carry/push/pull objects that weigh 11-20 pounds.</li><li>Rarely sort/file paperwork or parts, rarely twist/bend/stoop/squat.</li></ul> - Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.WORKING CONDITIONS:Occasional evening and weekend hours.WORK STANDARDS:<ul><li>Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.</li><li>Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for safety; communicates safety concerns; uses and promotes safe behaviors bases on training and lessons learned.</li><li>Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, .</li></ul>About Stanford University School of MedicineWith more than 3,200 faculty and other teaching titles, each providing a unique mix of research, education, and patient care effort, organized in 28 academic departments and 9 interdisciplinary institutes and centers, supported by more than 3,500 staff, educating 3,000 students, postdoctoral fellows, clinical residents/fellows, and trainees, and collectively generating about $2.3B in revenues, the School of Medicine is Stanford's largest school and truly a complex organization.Holistically, the School of Medicine is rooted in a culture of excellence and values innovation, collaboration, and life-long learning. To foster the talents and aspirations of staff, Stanford offers career development programs, competitive pay that keeps pace with market trends, and benefits that increase financial stability and promote healthy, fulfilling lives.The expected pay range for this position is $206,749 to $261,619 per annum.Stanford University provides pay ranges representing its good faith estimate of what the university reasonably expects to pay for a position. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs.At Stanford University, base pay represents only one aspect of the comprehensive rewards package. The Cardinal at Work website () provides detailed information on Stanford's extensive range of benefits and rewards offered to employees. Specifics about the rewards package for this position may be discussed during the hiring process.Consistent with its obligations under the law, the University will provide reasonable accommodations to applicants and employees with disabilities. Applicants requiring a reasonable accommodation for any part of the application or hiring process should contact Stanford University Human Resources by submitting a contact form.Stanford is an equal employment opportunity and affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department or program needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.

Executive Director, Culture and Community Engagement

Brookfield Zoo Chicago

Join the PRIDE!
 
Director of People & Culture
 Brookfield Zoo Chicago seeks a Director of People & Culture (P&C) to serve as a key leader within Brookfield Zoo Chicago’s People & Culture team, providing strategic and operational leadership across five critical areas: Labor Relations, Employee Development, Performance Management, Employee Relations, and HR Operations.
 Reporting directly to the Senior Vice President of People & Culture, the Director partners with executive leadership, managers, and union representatives to build a thriving, inclusive, and high-performing workplace aligned with the Zoo’s Next Century Plan and long-term mission. The Director ensures that People & Culture programs foster engagement, compliance, and continuous growth while advancing a culture grounded in respect, collaboration, and accountability.
 
The Director of People & Culture is a full-time salaried position with a base salary range of $150,000 to $165,000 annually. Please see Compensation and Benefits Summary section below the job description information.
 
PRIMARY JOB DUTIES AND RESPONSIBILITIES: 
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions of the position.
 
1. * Labor Relations
 <ul>
<li>Lead day-to-day administration of collective bargaining agreements (CBAs), ensuring consistent interpretation and application of contract provisions.</li>
<li>Partner with the SVP of P&C and legal counsel in the development of labor strategy, contract negotiations, and implementation of new terms.</li>
<li>Manage grievance and arbitration processes, including Step 1 and Step 2 meetings, documentation, and settlement tracking.</li>
<li>Provide guidance and training to managers and supervisors on union-related practices, discipline, and communication with represented employees.</li>
<li>Maintain updated logs of grievances, Unfair Labor Practices (ULPs), and contractor use in accordance with established P&C compliance frameworks.</li>
<li>Collaborate with operational departments to balance workforce needs, union obligations, and Zoo objectives.</li>
</ul>
2. * Employee Development
 <ul>
<li>Lead the design, coordination, and evaluation of the Zoo’s Leadership and Employee Development programs, including the new Leadership Framework (Core, Elective, and Stretch modules).</li>
<li>Partner with leaders to identify learning priorities, career pathing strategies, and targeted development plans that prepare employees for future roles.</li>
<li>Oversee training systems (e.g., Cypherworx, BindBee, Collabornation) to ensure compliance-based learning and employee engagement.</li>
<li>Integrate leadership and onboarding experiences with organizational programs such as the CEO Roundtable – Behind the Vision to strengthen engagement and connection to mission.</li>
<li>Develop internal facilitation, mentorship, and coaching programs to foster growth and succession readiness at all levels.</li>
</ul>
3. * Performance Management
 <ul>
<li>Oversee implementation of the Zoo’s Casual Conversations model and formal review process, ensuring all leaders complete evaluations in alignment with established timelines (October 31 and March 31 cycles).</li>
<li>Partner with managers to ensure that performance discussions emphasize strengths, goals, development, and accountability.</li>
<li>Track organization-wide completion rates, identify patterns or skill gaps, and recommend development interventions.</li>
<li>Collaborate with P&C leadership to strengthen organizational effectiveness through coaching, calibration, and alignment between individual goals and the Zoo’s strategic plan.</li>
<li>Provide tools, templates, and training to managers to enhance the quality and consistency of performance feedback across departments.</li>
</ul>
4. * Employee Relations
 <ul>
<li>Serve as a trusted advisor and escalation point for complex employee relations matters, including investigations, conflict resolution, disciplinary actions, and workplace accommodations.</li>
<li>Ensure compliance with applicable federal, state, and local employment laws, as well as internal Zoo policies and ethical standards.</li>
<li>Maintain confidentiality, consistency, and fairness in handling all employee concerns, grievances, and policy interpretations.</li>
<li>Partner with department heads and the P&C leadership team to promote a culture of accountability, respect, and open communication.</li>
<li>Provide coaching and policy guidance to managers to minimize risk and enhance leadership capability.</li>
<li>Monitor and evaluate workplace trends to recommend proactive strategies that strengthen engagement and retention.</li>
</ul>
5. * HR Operations
 <ul>
<li>Lead the operational efficiency of P&C systems, data integrity, and workflow processes across HR functions.</li>
<li>Oversee HR compliance documentation, policy implementation, and employee lifecycle management.</li>
<li>Partner with IT and Finance to maintain secure, accurate data governance (e.g., Safe Data & PHI “Never Together” matrix, remote work compliance).</li>
<li>Collaborate with the SVP and internal stakeholders on the design and rollout of new HR policies, procedures, and SOPs.</li>
<li>Support optimization of Dayforce and other HR technologies to automate reporting, analytics, and communication tools.</li>
<li>Contribute to development of HR dashboards and workforce analytics (turnover, demographics, tenure, and equity trends) using Power BI and other data tools.</li>
</ul>
6. * Leadership and Collaboration
 <ul>
<li>Supervise assigned People & Culture team members, providing mentorship, direction, and professional development support.</li>
<li>Model Brookfield Zoo Chicago’s values of integrity, inclusion, and excellence through leadership and example.</li>
<li>Collaborate across departments to ensure P&C programs are aligned with operational needs, budget priorities, and organizational goals.</li>
<li>Serve as an ambassador for the People & Culture department, promoting transparency, partnership, and a service-oriented approach to all staff interactions.</li>
<li>Denotes Essential Job Function(s)</li>
</ul>
POSITION REQUIREMENTS: 
<ul>
<li>Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field required.</li>
<li>Minimum of 8 years of progressive HR leadership experience, including at least 3 years in a management or director-level role.</li>
<li>Proven track record managing multiple HR functions (such as labor relations & compliance, training & development, performance management, employee relations & culture, compensation & benefits, HR systems & data, etc.) and leading organizational change initiatives.</li>
</ul>
DESIRABLE/PREFERRED QUALIFICATIONS: 
<ul>
<li>Master’s degree in Human Resources, Organizational Development, Business Administration, or related field preferred.</li>
<li>Experience working effectively within unionized environment strongly preferred with demonstrated ability to foster cooperative labor relations/labor-management practices.</li>
</ul>
KNOWLEDGE, SKILLS AND ABILITIES
 <ul>
<li>Deep expertise in HR management, employee relations, and labor relations. Demonstrated ability to combine practical experience and critical judgement with specialized knowledge to achieve goals.</li>
<li>Strong understanding of federal and state employment laws and labor practices to navigate complex legal trends, ensure compliance and mitigate risk.</li>
<li>Exceptional interpersonal, conflict-resolution, and communication skills.</li>
<li>Strategic thinking and orientation. Excellent teambuilding, facilitation and influencing skills.</li>
<li>Demonstrated ability to coach and develop leaders while driving performance and accountability.</li>
<li>Proficiency in HRIS systems (Dayforce preferred), Power BI, and Microsoft Office Suite.</li>
<li>High degree of professionalism, discretion, and integrity in handling sensitive matters.</li>
<li>Cultural competency; experience and/or ability to work and interact effectively with a diverse, multicultural audience.</li>
<li>English fluency at a professional working proficiency.</li>
<li>Strong alignment with the mission, values, and community impact goals of Brookfield Zoo Chicago.</li>
</ul>
ADDITIONAL INFORMATION: This position description summarizes the primary and functions of this position but should not be considered a complete listing of every duty the incumbent may ever be called upon to perform. This is a visible management position and a key member of the HR leadership team. Requires an experienced HR leader with diverse HR management experience, strengths in employee relations, and who is both very strategic as well as a strong tactical manager. Incumbent must be confident and able to build credibility and rapport with all levels of staff. Position is busy and fast paced with shifting priorities; occasional workweeks of 45+ hours are not unusual. This position is a flexible, hybrid model with project-specific onsite requirements. (This role offers a flexible schedule, however, certain projects, tasks, and/or meetings may require mandatory onsite attendance including various events or other organizational functions.) Some occasional travel may be required for training or professional/business meetings.
 
OCCUPATIONAL REQUIREMENTS: Please see Occupational Requirements Form.
 
Compensation and Benefits Summary
 
The Director of People & Culture is a non-union full-time salaried position, grade 13, with a base salary range of $150,000 to $165,000 annually.
 Non-Union Full-Time Employees
 
Time Away from Work
 
Paid Time Off (PTO): PTO is accrued based on Years of Service and pay grade on a per-pay-period basis starting on the date of hire. As a new hire, this position is eligible to accrue up to 26 days annually.
 
Years of Service Positions in Grades 01H-06 Positions in Grades 07H-14-14MT-15MT Positions in Grades 16H-17MT Positions in Grades 07H1-081 (10hr/day)
 New hire- 5 years 21 days 26 days 31 days 18 days
 
Holidays: Non-union employees are eligible for eight paid holidays per year.
 Employee Benefits: Coverage begins on the date of hire.
 Medical Insurance: Employees may choose from one of two medical plans: Blue Cross-Blue Shield HMO or PPO Plan.
 Benefit Coverage Tiers Available HMO Employee Cost (biweekly) PPO Employee Cost (biweekly)
 Medical Insurance Employee, Employee + Spouse, Employee + Child(ren), Family $48.82- $199.53 $75.12- $296.58
 
Common Medical Event HMO PPO
 Annual Deductible $250 Individual/ $500 Family In-Network: $750 Individual / $1,500 Family Out-of-Network: $1,500 Individual / $3,000 Family
 Out-of-pocket-maximum $1,500 Individual / $3,000 Family Prescription drug expense limit: $1,000 Individual / $2,000 Family In-Network: $2,000 Individual / $4,000 Family Out-of-Network: $4,000 Individual / $8,000 Family
 Doctors Visits
 $40/ PCP visit
 $60/ Specialist visit
 No Charge: Preventive care/screening/
 immunization
 
$30/ PCP visit; deductible does not apply
 $50/ Specialist visit; deductible does not apply
 No Charge: Preventive care/screening/
 immunization; deductible does not apply.
 
Hospitalization Facility Fee: $250/admission plus 20% coinsurance Physician/surgeon fees: No charge Facility Fee: 20% co-insurance Physician/surgeon fee: 20% co-insurance
 
Dental Insurance & Vision Care Coverage: A PPO dental plan and an employee-paid vision care plan are available.
 Mental Health: Support, counseling, and resources for life issues at no cost to you. Eligible employees and their immediate family have access to Perspectives, a dynamic Employee Assistance Plan (EAP) which provides 24/7, confidential care and resources to address work and life stressors.
 Retirement Savings: Eligible employees are automatically enrolled at 6% on a pre-tax basis as soon as administratively feasible following date of hire. Employee Pre-tax and/or Roth after-tax contributions available. First of the quarter following one year of service, eligible employees receive regular matching contributions of up to 3%. The employer match for full-time employees is immediately vested.
 
Employer-Paid Income Protection: Eligible employees are automatically enrolled in Short-Term Disability benefits, Long-Term Disability benefits, Basic Term Life insurance and Basic AD&D insurance.
 Pre-tax Flexible Spending Accounts (FSA): Eligible employees may set aside pre-tax dollars from their paychecks to save for pre-tax reimbursement of qualified healthcare and/or dependent care expenses.
 
Voluntary Benefits: 
<ul>
<li>Supplemental Term Life Insurance - Group Accident Insurance</li>
<li>Supplemental Accidental Death & Dismemberment Insurance - Group Critical Illness Insurance</li>
<li>Supplemental Dependent Life Insurance - Identity Theft Protection</li>
</ul>
The mission of Brookfield Zoo Chicago is to inspire conservation leadership by connecting people to wildlife and nature. Accredited by the Association of Zoos & Aquariums, American Humane, and the Alliance of Marine Mammal Parks and Aquariums. Brookfield Zoo Chicago is an Equal Opportunity Employer.
 Please note that portions of our recruitment and selection process may involve the support of AI tools to help ensure efficiency and consistency.

Director, People & Culture

Rixos

<div>Company Description 
The Iconic Rixos Gulf Hotel Doha introduces a unique lifestyle and luxurious Services and products, Rixos warm hospitality, the vibrant Entertainment programs, and the trendy and distinguished ALL INCLUSIVE Food and Beverage concepts with 378 beautifully appointed guest Rooms, dream bedding and luxurious atmosphere. Join our motivated and vibrant Team as Executive, People &amp; Culture and build your career with us. 
Job Description 
<ul><li>
Manage the entire recruitment process from coordinating interviews, contracting to team member onboarding.</li><li>
Develop and maintain confidential departmental team member files, documents and databases.</li><li>
Maintain MIS for all processes related to his/her work area.</li><li>
Prepare letters, memos, and other documents using word processing, spreadsheet, database, or presentation software.</li><li>
Establish and maintain effective employee relations.</li><li>
Coordinate with all departments about People &amp; Culture activities.</li><li>
Arrange for various meetings, take minutes as they arise and draft minutes of meeting to be circulated</li><li>
Organize daily incoming correspondence, make preliminary assessment and handle/respond as appropriate.</li><li>
Manage the People &amp; Culture department&rsquo;s stationery requirements by procurement through Future Log.</li><li>
Keep calendars constantly updated to facilitate appointment and meeting schedules.</li><li>
Responsible for the audit of his/her related work area.</li><li>
Develop and maintain positive working relationships with others, support team to reach common goals, and listen and respond appropriately to the concerns of other employees.</li><li>
Communicate in a professional, positive and courteous manner at all times with all levels of internal and external customers.</li><li>
Handle confidential matters/information with the appropriate level of sensitivity.</li><li>
Ensure compliance with all health, hygiene, security, safety and fire rules &amp; regulations.</li><li>
Assist the People &amp; Culture team in any administrative tasks they might require assistance for.</li><li>
Implement and evaluate People &amp; Culture practices to maximize efficiency and effectiveness.</li><li>
Perform other duties that management may from time to time reasonably require.</li></ul> 

Qualifications 
<ul><li>
Bachelors degree in Human Resources Management or similar course.</li><li>
Minimum of 2 years in a similar role.</li></ul></div>

Executive, People & Culture

IO DIGITAL

<div>
 
 Job Overview
 
 
 
 As the People &amp; Culture Lead at IO Digital Karachi, you will play a key role in shaping and executing people strategies that drive organizational success. You will be responsible for overseeing core HR functions, ensuring compliance with labor laws, fostering a positive workplace culture, and supporting employee growth and engagement. This role requires a strategic mindset with hands-on execution capabilities to effectively manage HR operations, employee relations, and talent development initiatives.
 
 
 
 Key Responsibilities
 
 
 
 <ul>
 <li>
 Oversee the end-to-end recruitment process, ensuring alignment with organizational hiring needs.
 </li>
 <li>
 Develop and implement effective employer branding strategies to attract top talent.
 </li>
 <li>
 Ensure a seamless onboarding experience for new hires, driving engagement from day one.
 </li>
 <li>
 Foster a positive and inclusive work environment, promoting organizational values and a culture of respect.
 </li>
 <li>
 Act as a trusted advisor to employees and managers, addressing workplace concerns, grievances, and conflict resolution.
 </li>
 <li>
 Implement initiatives that enhance employee engagement, well-being, and retention.
 </li>
 <li>
 Lead the quarterly and annual performance review cycles, ensuring alignment with business objectives.
 </li>
 <li>
 Develop and execute training and development programs, identifying skill gaps and career growth opportunities.
 </li>
 <li>
 Partner with leadership to support succession planning and talent development initiatives.
 </li>
 <li>
 Manage employee records, attendance tracking, leave management, and HR documentation i.e. offer letters, confirmation letters, experience letters, etc.
 </li>
 <li>
 Ensure compliance with labor laws, company policies, and regulatory requirements.
 </li>
 <li>
 Oversee and optimize HR processes, systems, and reporting to improve efficiency and effectiveness.
 </li>
 <li>
 Manage the offboarding process for departing employees.
 </li>
 <li>
 Be the POC for Insurance &ndash; handle all sort of communication and cases in regard to insurance claims.
 </li>
 <li>
 Collaborate with finance to manage payroll processing, benefits administration, and compensation structures.
 </li>
 <li>
 Evaluate and recommend competitive compensation packages to attract and retain talent.
 </li>
 <li>
 Analyze HR data and workforce trends to drive informed decision-making.
 </li>
 <li>
 Support senior leadership in shaping HR strategies that align with business goals.
 
 
 </li>
 </ul>
 
 Qualifications &amp; Skills
 
 
 
 <ul>
 <li>
 3+ years of experience in Human Resources, including talent acquisition, employee relations, and HR operations.
 </li>
 <li>
 Strong knowledge of labor laws, compliance, and HR best practices.
 </li>
 <li>
 Proven ability to develop and implement people strategies aligned with business objectives.
 </li>
 <li>
 Excellent interpersonal and communication skills, with the ability to collaborate across all levels.
 </li>
 <li>
 Strong analytical and problem-solving skills to drive continuous improvement initiatives.
 
 
 </li>
 </ul>
 
 This position is ideal for an HR professional who thrives in fast-paced environments, enjoys shaping workplace culture, and is passionate about driving people and business success.
 
</div>

People & Culture Lead

Search 10000+ Director of culture jobs near you this January. New roles added regularly across leading industries. Apply today.