director of culture

The Bethesdan Hotel, Tapestry Collection by Hilton

<div><h4 class="jobSectionHeader">Description</h4><div>
The Bethesdan Hotel is seeking an experienced Director of People &amp; Culture. This Tapestry Collection by Hilton features 270 well-appointed guest rooms, 16 conference rooms and 15,000 square feet of meeting space. Centrally located in Bethesda, Maryland, the Bethesdan Hotel is part of a vibrant and welcoming community surrounded by charming neighborhoods, business innovators, walkable shops and great places to eat and drink. The hotel is minutes away from the National Institutes of Health, Walter Reed National Military Medical Center and conveniently located near the Bethesda Metro station.</div><div>
At Crescent Hotels &amp; Resorts, we understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health &amp; wellness programs, best in class learning and development or our travel discounts that &lsquo;feed your inner explorer&rsquo;, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright</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 with an annual salary range of $70,000-$80,000
</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>Hilton Brand Experience.</li>
<li>Proven advanced knowledge of employment laws.</li>
<li>Proven experience with UKG/Ultipro systems and payroll processing preferred.</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 Human Resources

The bethesdan hotel

<div><div>The Bethesdan Hotel is seeking an experienced Director of People &amp; Culture. This Tapestry Collection by Hilton features 270 well-appointed guest rooms, 16 conference rooms and 15,000 square feet of meeting space. Centrally located in Bethesda, Maryland, the Bethesdan Hotel is part of a vibrant and welcoming community surrounded by charming neighborhoods, business innovators, walkable shops and great places to eat and drink. The hotel is minutes away from the National Institutes of Health, Walter Reed National Military Medical Center and conveniently located near the Bethesda Metro station.</div><div> 

At Crescent Hotels &amp; Resorts, we understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health &amp; wellness programs, best in class learning and development or our travel discounts that &lsquo;feed your inner explorer&rsquo;, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright
</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 with an annual salary range of $70,000-$80,000</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>Hilton Brand Experience.</li>
<li>Proven advanced knowledge of employment laws.</li>
<li>Proven experience with UKG/Ultipro systems and payroll processing preferred.</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>

Raffles

<div>Company Description 
Raffles &amp; Fairmont the Red Sea, positioned in the kingdom's groundbreaking Red Sea Project, will provide visitors access to two nature-focused resorts. With 361 rooms, 11 distinct dining concepts, including overwater restaurant with views of the Red Sea and the mangroves, and a Spa. 
Job Description 
<ul><li>
Lead the People &amp; Culture strategy during the pre-opening phase, aligning with brand values and owner objectives.</li><li>
Develop and execute the pre-opening manning plan, recruitment, and onboarding of all team members.</li><li>
Ensure compliance with Saudi labor law, Saudization targets, and all related government requirements.</li><li>
Establish People &amp; Culture policies, systems, and employee services including housing and welfare.</li><li>
Design and implement the pre-opening learning and development plan, embedding brand culture and service excellence.</li><li>
Build a positive, inclusive workplace culture that attracts, retains, and engages top talent.</li><li>
Partner with the Resort Manager and Managing Director and leadership team to ensure full operational readiness at opening.</li><li>
Develop and implement a comprehensive People &amp; Culture strategy that supports the hotel&rsquo;s business objectives and enhances the employee experience.</li><li>
Act as a trusted advisor to the leadership team, providing guidance on all People &amp; Culture-related matters, including organisational design, performance management, and employee relations.</li><li>
Champion the Raffles &amp; Fairmont brand culture and values, ensuring they are integrated into all People &amp; Culture programs and initiatives.</li><li>
Oversee all aspects of the talent lifecycle, including recruitment, onboarding, training, performance management, and succession planning.</li><li>
Develop and implement programs to attract and retain top talent in the luxury hospitality market.</li><li>
Foster a culture of continuous learning and professional development for all employees.</li><li>
Build and maintain a positive and inclusive work environment, addressing employee concerns and resolving conflicts effectively.</li><li>
Lead all employee engagement initiatives, including surveys, recognition programs, and communication forums.</li><li>
Ensure compliance with all labor laws, company policies, and ethical standards.</li><li>
Manage the People &amp; Culture budget and oversee People &amp; Culture administration, including payroll, benefits, and HRIS.</li><li>
Analyze People &amp; Culture metrics to identify trends and make data-driven decisions that improve efficiency and effectiveness.</li><li>
Collaborate with corporate and regional People &amp; Culture teams to implement brand-wide initiatives and best practices.</li></ul> 
Qualifications 
<ul><li>
Experience: A minimum of 8-10 years of progressive experience in a human resources leadership role, with at least 3-5 years as a Director or similar senior capacity within the luxury hospitality industry.</li><li>
Luxury Expertise: Proven track record of successfully leading People &amp; Culture functions in a high-end hotel or resort.</li><li>
Skills: Exceptional leadership, communication, and interpersonal skills. Strong business and financial acumen.</li><li>
Education: Bachelor's degree in People &amp; Culture, Business, or a related field is required. A Master's degree or professional People &amp; Culture certification (e.g., PHR, SPHR, CIPD) is preferred.</li><li>
Language: Fluency in English is essential. Additional languages are an asset.</li></ul></div>

Cluster Director of People & Culture, Raffles & Fairmont the Red Sea

Accor

<div><div>Company Description</div> 
Raffles &amp; Fairmont the Red Sea, positioned in the kingdom's groundbreaking Red Sea Project, will provide visitors access to two nature-focused resorts. With 361 rooms, 11 distinct dining concepts, including overwater restaurant with views of the Red Sea and the mangroves, and a Spa.<div> 
Job Description</div> 
<ul><li>
Lead the People &amp; Culture strategy during the pre-opening phase, aligning with brand values and owner objectives.</li><li>
Develop and execute the pre-opening manning plan, recruitment, and onboarding of all team members.</li><li>
Ensure compliance with Saudi labor law, Saudization targets, and all related government requirements.</li><li>
Establish People &amp; Culture policies, systems, and employee services including housing and welfare.</li><li>
Design and implement the pre-opening learning and development plan, embedding brand culture and service excellence.</li><li>
Build a positive, inclusive workplace culture that attracts, retains, and engages top talent.</li><li>
Partner with the Resort Manager and Managing Director and leadership team to ensure full operational readiness at opening.</li><li>
Develop and implement a comprehensive People &amp; Culture strategy that supports the hotel&rsquo;s business objectives and enhances the employee experience.</li><li>
Act as a trusted advisor to the leadership team, providing guidance on all People &amp; Culture-related matters, including organisational design, performance management, and employee relations.</li><li>
Champion the Raffles &amp; Fairmont brand culture and values, ensuring they are integrated into all People &amp; Culture programs and initiatives.</li><li>
Oversee all aspects of the talent lifecycle, including recruitment, onboarding, training, performance management, and succession planning.</li><li>
Develop and implement programs to attract and retain top talent in the luxury hospitality market.</li><li>
Foster a culture of continuous learning and professional development for all employees.</li><li>
Build and maintain a positive and inclusive work environment, addressing employee concerns and resolving conflicts effectively.</li><li>
Lead all employee engagement initiatives, including surveys, recognition programs, and communication forums.</li><li>
Ensure compliance with all labor laws, company policies, and ethical standards.</li><li>
Manage the People &amp; Culture budget and oversee People &amp; Culture administration, including payroll, benefits, and HRIS.</li><li>
Analyze People &amp; Culture metrics to identify trends and make data-driven decisions that improve efficiency and effectiveness.</li><li>
Collaborate with corporate and regional People &amp; Culture teams to implement brand-wide initiatives and best practices.</li></ul><div> 
Qualifications</div> 
<ul><li>
Experience: A minimum of 8-10 years of progressive experience in a human resources leadership role, with at least 3-5 years as a Director or similar senior capacity within the luxury hospitality industry.</li><li>
Luxury Expertise: Proven track record of successfully leading People &amp; Culture functions in a high-end hotel or resort.</li><li>
Skills: Exceptional leadership, communication, and interpersonal skills. Strong business and financial acumen.</li><li>
Education: Bachelor's degree in People &amp; Culture, Business, or a related field is required. A Master's degree or professional People &amp; Culture certification (e.g., PHR, SPHR, CIPD) is preferred.</li><li>
Language: Fluency in English is essential. Additional languages are an asset.</li></ul></div>

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

Outpost Natural Foods

Director of People & Culture
 Outpost Natural Foods Cooperative is seeking a dynamic and visionary Director of People & Culture to join our leadership team. This role serves as a strategic advisor to the CEO and Directors, driving a people-first culture that supports Outpost’s mission of empowering people, building community, and advancing sustainability.
 What You’ll Do
 <ul>
<li>Lead Outpost’s people strategy and foster a culture of trust, collaboration, and inclusion.</li>
<li>Partner with leadership to align workforce planning, structure, and engagement with cooperative goals.</li>
<li>Oversee HR operations, compliance, benefits, and employee relations with fairness and integrity.</li>
<li>Support leaders and teams through change, growth, and ongoing development.</li>
<li>Lead and mentor the People & Culture team (Recruitment & Retention Specialist, HR Generalist, Payroll Specialist).</li>
</ul>
Who You Are
 <ul>
<li>A mission-driven leader with a passion for people and community.</li>
<li>Skilled in building culture, coaching leaders, and driving organizational effectiveness.</li>
<li>Knowledgeable in HR best practices, employment law, and equity-driven systems.</li>
<li>Strategic, data-informed, and experienced in balancing compliance with compassion.</li>
</ul>
Qualifications
 <ul>
<li>Bachelor’s degree in HR, Organizational Development, or related field required (advanced degree or certification preferred).</li>
<li>7–10 years of progressive HR leadership experience, with 3+ years in a director or senior management role.</li>
<li>Experience in cooperative, unionized, or mission-based organizations is a plus.</li>
</ul>
Join us in shaping the future of a values-driven organization where people and purpose come first.
 Apply at outpost.coop/careers
 
Please review full job description: 
TITLE: Director of People & Culture DEPARTMENT: Central Planning & Resource (CPR)
 
STATUS: Full-Time, Director, At-Will, Salaried REPORTS TO: Chief Executive Officer
 
JOB SUMMARY: The Director of People & Culture serves as a strategic advisor to the CEO and Leadership Team, shaping Outpost’s people strategy to foster a thriving, inclusive, and high-performing cooperative. This role is responsible for ensuring the systems, structures, and culture that support Outpost’s mission — empowering people, building community, and driving sustainability — are strong, equitable, and future-focused. This position oversees all people operations, including recruitment and retention, compensation and benefits, employee relations, policy compliance, and HR systems. The Director leads with a deep respect for cooperative values, guiding leaders and employees alike through growth, change, and collaboration.
 
WORK ENVIRONMENT: Business office environment with moderate noise including but not limited to computers, printers, paging, telephones, and human voices. Job related travel within metro Milwaukee area.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES: 
Leadership & Strategy
 1. Serve as a member of the Central Planning & Resource (CPR) team, contributing to enterprise-wide strategic planning and decision-making.
 2. Partner with the CEO and Directors to align organizational structure, workforce planning, and culture with business strategy.
 3. Champion Outpost’s cooperative principles in all people decisions, ensuring transparency, inclusion, and integrity.
 4. Use data and insights to drive strategic initiatives in employee engagement, retention, and performance.
 5. Advise the CEO and CPR team on workforce trends, risks, and opportunities affecting the co-op’s long-term sustainability.
 People Operations & Compliance
 1. Oversee all HR policies, procedures, and compliance with employment laws and cooperative values.
 2. Oversee HR administration, HRIS and recordkeeping.
 3. Ensure consistent and legally sound employee relations practices that balance fairness, accountability, and compassion.
 4. Maintain up-to-date and equitable employee handbooks, job descriptions, and performance management systems.
 5. Lead investigations of sensitive employee issues with confidentiality, neutrality, and professionalism.
 6. Consult with management on the handling of performance issues. Ensure thorough and legally sound performance management practices.
 7. Conduct periodic audits of HR policies and procedures to ensure compliance and continuous improvements.
 Recruitment, Retention & Workforce Planning
 1. Oversee talent acquisition strategies that attract diverse, mission-driven candidates.
 2. Partner with the Recruitment & Retention Specialist to build proactive pipelines for key roles.
 3. Ensure fair, consistent and legally sound screening, interviewing and hiring practices.
 4. Monitor recruitment metrics, turnover and workforce demographics to inform long-term planning.
 5. Partner with Director of Organizational & Leadership Development to ensure onboarding programs promote early connection to Outpost’s culture and values.
 Compensation & Benefits
 1. Oversee compensation strategy, pay structure reviews and market benchmarking.
 2. Ensure payroll accuracy and timeliness.
 3. Manage benefit programs, open enrollment and benefit related record keeping and compliance requirements.
 4. Evaluate services, coverage and options available through benefit providers to provide a competitive benefit package.
 Labor Relations
 1. Serve as a key leader in maintaining collaborative and constructive labor-management relations that reflect Outpost’s cooperative values.
 2. Partner with the CEO and Director of Store Operations to ensure consistent and fair application of the collective bargaining agreement (CBA) across all departments.
 3. Advise and coach managers on contract interpretation, grievance handling, and conflict resolution.
 4. Lead or participate as a core member of the management negotiation team during union contract negotiations.
 5. Collaborate with union representatives to proactively address workplace concerns, minimize disputes, and foster mutual trust.
 6. Monitor workplace practices to ensure adherence to both legal requirements and the spirit of the CBA, balancing accountability and respect for employees’ and employer’s rights.
 Culture & Employee Experience
 1. Build a culture of trust, collaboration, and belonging across all Outpost locations.
 2. Ensure HR practices reflect and reinforce Outpost’s commitment to equity, access, and respect for all.
 3. Partner with the Director of Organizational & Leadership Development to align people & culture systems with DEIB and leadership development goals.
 4. Drive initiatives that strengthen employee engagement, recognition, and well-being.
 5. Support leaders in creating inclusive, healthy, and high-performing teams.
 Workplace Safety & Compliance
 1. Partner with Operations on safety and compliance programs to ensure a safe and secure work environment at all locations.
 2. Support continuous improvement in safety training, communication, and accountability across departments.
 3. Partner with the Director of Store Operations and Assistant Managers to maintain timely and accurate reporting of workplace incidents, investigations, and corrective actions.
 4. Oversee the filing and management of worker’s compensation claims, ensuring timely communication with employees, insurers, and state agencies.
 5. Ensure compliance with OSHA and other workplace safety requirements.
 Team Leadership
 1. Lead, mentor, and develop the People & Culture team, including the HR Generalist, Payroll Specialist, and Recruitment & Retention Specialist.
 2. Establish performance goals and growth pathways for department staff.
 3. Foster collaboration, accountability, and professional development within the team.
 Planning & Budgeting
 1. Develop and manage the annual People & Culture budget.
 2. Partner with the CEO and Director of Finance on forecasting, compensation planning, and benefit renewals.
 3. Identify technology and process improvements that increase efficiency and employee satisfaction.
 All Directors
 1. Maintain a high standard of performance and uphold Outpost’s Leadership Commitment.
 2. Abide by all Co-op policies and procedures as outlined in the Employee Handbook and other company documents.
 3. Perform all other duties as assigned by CEO.
 
KNOWLEDGE, SKILLS, ABILITIES: 
<ul>
<li>Proven ability to build trust and credibility across all levels of an organization.</li>
<li>Strong knowledge of employment law, HR best practices, and cooperative or mission-based organizational structures.</li>
<li>Demonstrated success leading strategic HR initiatives that improved culture, engagement, and retention.</li>
<li>Excellent interpersonal, facilitation, and coaching skills.</li>
<li>Experience managing payroll, benefits, and HR systems with accuracy and integrity.</li>
<li>Data-driven mindset with the ability to interpret metrics and communicate insights clearly.</li>
<li>Highly organized, decisive, and adept at balancing multiple priorities in a dynamic environment.</li>
<li>Commitment to diversity, equity, inclusion, and belonging as core organizational values.</li>
</ul>
Education & Experience: 
<ul>
<li>Bachelor’s degree in Human Resources, Organizational Development, or related field required; advanced degree or HR certification (PHR/SPHR/SHRM-CP/SHRM-SCP) preferred.</li>
<li>Minimum of 7–10 years of progressive HR leadership experience, including at least 3 years in a management or director-level role.</li>
<li>Experience in a cooperative, unionized, or mission-driven organization strongly preferred.</li>
</ul>
ESSENTIAL REQUIREMENTS: 
<ul>
<li>Regular, predictable attendance</li>
<li>Effective communication skills in English</li>
<li>Ability to read and comprehend instructions</li>
<li>Standing, walking, bending, sitting, reaching</li>
<li>Using hands or fingers to handle or feel</li>
<li>Specific vision ability: close vision and adjust focus</li>
<li>Ability to lift up to 20 lbs.</li>
</ul>
IMPORTANT DISCLAIMER NOTICE: 
The job duties, elements, responsibilities, skills, functions, experience, educational factors, requirements and conditions listed in this job description are representative only and not exhaustive of the tasks that the employee may be required to perform. The employer reserves the right to revise this job description at any time and require employees to perform other tasks as circumstances or conditions of its business, competitive considerations or a work environment change.
 
_________________________________________________ ___________________________
 Signature Date

Director of People and Culture

Sephora

At Sephora, beauty is about feeling seen, valued, and empowered, individually and collectively. It is connecting deeply with others, celebrating diversity and inclusivity, unlocking your potential and making a difference every day. Together, we belong to something beautiful. POSITION PURPOSE: Sephora Middle East is recruiting a Talent &amp; Culture Director to champion a people-first culture where our teams are empowered, inspired, and equipped to thrive. As Talent &amp; Culture Director, you will oversee People Partnering, Learning &amp; Development, Employee Engagement, and will: -Co-design and lead the implementsation of our talent strategy in line with Sephora s Middle East business vision. -Foster a high-performance, inclusive culture across our Middle East region. -Build future-ready organization and leaders to ensure exceptional employee experiences. -Act as a trusted advisor to senior leaders, championing excellence in how we attract, develop, and engage our people. -Ensure Sephora remains an employer of choice in the Middle East. KEY AREAS OF RESPONSIBILITY: 1. Leadership, Talent &amp; Performance -Co-deefine and deliver the regional talent strategy in alignment with Sephora Middle East business priorities. -Leverage people analytics to provide insights, identify gaps, and influence business decisions. -Build robust succession plans and talent pipelines to ensure organizational sustainability. -Recruit and securing expertise and leadership for key roles. -Drive performance and development frameworks that enable growth, clarity, and accountability. -Develop and leading a high-performing People team that is trusted and business-savvy. 2. People Partnering -Oversee the full employee lifecycle, from attraction to offboarding, ensuring a consistent, engaging journey. -Partner with business leaders to align people priorities with business strategic goals. -Provide coaching and guidance to managers, supporting them in performance, development, and change management. -Foster trusted relationships across all levels of the business, nurturing a culture rooted in Sephora s values. 3. Learning &amp; Development -Build a learning culture that accelerates growth for people and business. -Design and delivering leadership development, core skills, and impactful learning journeys. -Partner with global and regional teams to deploy LVMH and Sephora programs. -Design and delivering our own Learning programs in line with local requirements and needs. -Ensure investment in L&amp;D delivers measurable impact on engagement and performance. 4. Culture &amp; Engagement -Lead Sephora Middle East s employee engagement strategy, driving belonging, commitment, and high performance. -Champion diversity, equity, and inclusion across every stage of the employee lifecycle. -Leverage employee feedback to shape action plans and deliver meaningful change. -Act as a culture ambassador, ensuring Sephora s values are lived every day across our teams. SKILLS AND QUALITIFCATION: -Seasoned HR leader with 10+ years of international experience in senior HR roles, preferably in retail, consumer, or dynamic, fast-paced industries. -Proven track record in talent and culture strategy, and leadership development. -Strong business acumen with the ability to align people strategy to business priorities. -Inclusive leader with a passion for building diverse, high-performing teams. -Strategic thinker with hands-on execution skills, able to balance vision with action. -Skilled communicator and influencer, with credibility across all organizational levels. -Proactive, analytical, and solutions-oriented, with strong change management experience. HERE, YOU WILL FIND: -Community, in which authenticity is embraced, and the strength of our differences fuels our collective spirit -Culture of empowerment, learning &amp; growth, that offers you the tools, space and opportunity to learn, innovate and lead -Work that brings fulfillment. From delighting clients every day, inspiring and developing talent, to inspiring our industry at large, every action makes a difference Join us and belong to something beautiful.

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