PEOPLE & CULTURE DIRECTOR

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Description

The DoubleTree by Hilton Tulsa Downtown is a premier full-service hotel located in the heart of downtown Tulsa. Connected to the Cox Business Convention Center via a Sky bridge, our hotel offers 411 stylish guest rooms, over 24,000 square feet of flexible meeting space and exceptional dining options.

At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to & 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 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 & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, 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.

We Are Committed To Providing You With

• Highly competitive salary
• An exceptional benefit plan for eligible associates & your family members
• 401K matching program for eligible associates
• Flexible scheduling to allow you to focus on what is important to you
• Discounts with our Crescent managed properties in North America for you & your family members
  
  

The People & Culture Director at The DoubleTree by Hilton Hotel Tulsa Downtown will be responsible for overseeing all HR functions, ensuring compliance with labor laws, and fostering a positive workplace culture aligned with Hilton's service standards. This leadership role requires a strategic thinker with a passion for hospitality, talent development, and employee engagement.

Talent Management

Here is what you will be doing each day:

• Develop and implement recruitment strategies to attract top hospitality talent for leadership and hourly positions across all departments, as needed.
• Oversee onboarding programs to ensure new hires are integrated seamlessly.
  
  

Associate Relations & Engagement

• Foster a positive, inclusive, and productive, issue-free work environment.
• Serve as a credible, visible and trusted advisor to managers and associates on HR matters.
• Timely address and resolve associate concerns, ensuring compliance with company policies.
• Organize associate engagement and recognition programs in alignment with Crescent’s associate recognition and communication initiatives.
  
  

Training & Development

• Facilitate training programs to enhance associate job skills and guest service focus and delivery.
• Oversee leadership development and succession planning efforts.
• Ensure timely and comprehensive compliance training all associates.
  
  

Compensation & Benefits

• Manage payroll processes in collaboration with Finance to ensure accuracy and compliance.
• Administer employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
• Monitor industry trends to ensure competitive compensation structures.
  
  

Compliance & Risk Management

• Ensure compliance with federal, state, and local labor laws.
• Maintain up-to-date associate records and HR documentation.
• Lead workplace investigations and implement corrective actions as needed.
• Oversee workplace safety programs and support risk mitigation strategies.
  
  

Does this sound like you?

• Minimum 3 years' experience as an Assistant Human Resources Director/Human Resources Director in the hospitality industry
• Proven experience in federal/state compliance, training facilitation, associate relations, recognition, coaching/counseling, problem resolution and creating an issue-free workplace.
• Proven experience with UKG systems and payroll processing strongly preferred.
• Excellent interpersonal, communication, and problem-solving skills.
  
  

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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