Director of People & Culture

Why us? Why This Role You will help bring to life a hotel that is being redefined as a destination for connection, creativity, and elevated hospitality. A place designed to feel distinct, original, and deeply rooted in Pittsburgh’s spirit. As Director of People & Culture, you will: Lead the cultural transformation alongside an engaged leadership team Shape the associate journey from first impression through long-term growth Build an environment where people feel connected, inspired, and proud of what they are creating together Champion a values-driven approach that turns everyday interactions into meaningful experiences This is your opportunity to influence not just how a hotel operates, but how it feels to work there. Who You Are You lead with intention and heart. You know that great culture drives great performance, and you are confident in your ability to build both. You are equal parts strategic and human. You can navigate complexity, inspire teams, and create clarity in moments of change. Most importantly, you believe that people are the experience. Be Part of the Transformation If you are looking for a role where you can leave a lasting imprint, where your work will be seen, felt, and experienced every day, this is that moment. Apply today and help shape what comes next. Job Overview The purpose of this role is to design, align, and execute a People & Culture strategy that supports both the strategic and operational objectives of the business. The People & Culture Director leads all People & Culture (Human Resources) functions at the property, balancing compliance, culture, and performance while addressing both challenges and opportunities. This role serves as a strategic advisor to the Hotel Executive Committee on all people-related matters and partners closely with the General Manager, with functional alignment and guidance from the Regional Director of People & Culture. The People & Culture Director is responsible for leading talent strategy, associate engagement, compliance, risk mitigation, and workforce planning while ensuring alignment with Sage Hospitality Group values, policies, brand standards, and applicable federal, state, and local regulations. This role proactively identifies opportunities for improvement and implements scalable solutions that elevate the associate experience and business outcomes. Responsibilities Talent Management Plan, develop, coordinate, and lead all People & Culture functions at the property to attract, develop, motivate, and retain associates in a compliant, inclusive, and performance-driven environment. Lead recruitment, interviewing, hiring, and onboarding strategies for hourly and leadership roles, ensuring alignment with Sage standards, brand expectations, and legal requirements. Oversee performance management practices, including completion of evaluations and facilitation of performance improvement plans in partnership with leaders. Ensure staffing models and workforce plans align with business needs, service standards, and financial objectives. Training Assess organizational needs and plan, implement, and oversee training programs for hourly, supervisory, and management associates, including Sage core training and brand-required programs. Partner with leaders to strengthen leadership capability, reduce risk, and build consistent management practices across the property. Associate Relations Counsel and coach leaders on associate relations matters, including performance, conduct, and conflict resolution. Oversee investigations, grievance resolution, and exit interview processes, analyzing trends and recommending corrective actions. Design and implement associate engagement and relations initiatives that foster trust, inclusion, and retention. Develop and manage budgets related to associate relations, training, recruitment advertising, and People & Culture staffing. Lead and supervise People & Culture operations at the property, including coaching, development, performance feedback, and corrective action when necessary. Ensure consistent, timely, and equitable administration of associate relations practices. Strategic Management Provide short- and long-term People & Culture planning aligned with hotel goals and Sage strategy. Establish People & Culture objectives and metrics that support operational excellence and cultural health. Serve as an active member of the Hotel Executive Committee, contributing to enterprise-level decision-making. Position the property as an employer of choice through community partnerships, branding, and associate advocacy. Proactively identify potential risk or liability and notify the General Manager and Regional Director of People & Culture with recommended mitigation strategies. Total Rewards Partner in the administration of hourly wage structures and leadership compensation programs in alignment with corporate guidelines and legal requirements. Communicate, administer, and support benefit programs in accordance with corporate policies, ensuring associates understand available offerings and enrollment processes. Recommend enhancements to compensation or benefits programs through appropriate approval channels. Risk/Safety/Security Ensure safety, accident prevention, and security practices are followed consistently. Align property safety standards with corporate SOPs and establish property-specific practices as appropriate. Compliance Ensure compliance with all Sage policies, brand standards, and applicable federal, state, and local employment laws. Maintain oversight of associate records, files, and People & Culture systems to ensure audit readiness and confidentiality. Oversee People & Culture reporting, analyzing trends and providing leadership with accurate, actionable insights. Ensure compliance with union agreements, if applicable, including reporting and contractual obligations. Oversee and ensure accurate People & Culture transactions through UKG workflows, including hires, terminations, transfers, and compensation changes. Qualifications Education/Formal Training Associate or Bachelor’s degree in Human Resources Management or a related field, or equivalent education and experience preferred. Professional in Human Resources (PHR) Certification and/or SHRM Certified Professional preferred Experience Four to five years of progressive experience in People & Culture (Human Resources) or a related field. Demonstrated success implementing people strategies, programs, and process improvements. Union experience preferred Knowledge/Skills Strong executive-level communication and influencing skills. Ability to think strategically while executing tactically in a fast-paced environment. Proven ability to negotiate, influence, and partner effectively with leaders and stakeholders. Bilingual fluency preferred. Strong hospitality orientation with the ability to manage complexity and ambiguity. High level of judgment, discretion, and emotional intelligence. Ability to manage multiple priorities while maintaining attention to detail and compliance. Strong literacy and comprehension skills required for review and preparation of People & Culture documentation. Physical Demands The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Lifting, pushing, pulling, or carrying materials approximately 5 percent of the time. Occasional bending or kneeling to access files. Mobility throughout the hotel, with a significant portion of the day spent engaging with associates and leaders. Periodic standing during training and associate engagement activities. Driving may be required occasionally for hearings, meetings, or recruitment activities. Environment 95% indoor office Benefits Eligible to participate in Sage bonus plan. Up to 35% of your salary. Unlimited paid time off Eligible to enroll in medical insurance with employer covering up to 70% of premiums with wellness credit Eligible to enroll in dental insurance with employer contribution towards premiums & vision insurance Eligible to participate in the Company’s 401(k) program with up to 4% employer match, meeting safe harbor requirements and no vesting period Eligible to enroll in Health Savings Accounts with qualifying medical plans and receive up to $1000 company contribution Eligible to enroll in Health, Dependent, and Commuter Flexible Spending Accounts Company paid Basic Life and AD&D insurance coverage, with the option to enroll in additional coverage Eligible to purchase Pet Insurance, Accidental Insurance, Critical Insurance, and Hospital Indemnity Insurance Company-paid short-term disability Company-paid long-term disability WINFertility guidance for those enrolled in Sage medical plan Calm Health Application Subscription Tuition Reimbursement of up to $2,000 per calendar year Paid FMLA leave for up to a period of 12 weeks Employee Assistance Program Great discounts on Hotels, Restaurants, and much more. Eligible to participate in the Employee Referral Bonus Program. Up to $1,000 per referral. Talent Management Plan, develop, coordinate, and lead all People & Culture functions at the property to attract, develop, motivate, and retain associates in a compliant, inclusive, and performance-driven environment. Lead recruitment, interviewing, hiring, and onboarding strategies for hourly and leadership roles, ensuring alignment with Sage standards, brand expectations, and legal requirements. Oversee performance management practices, including completion of evaluations and facilitation of performance improvement plans in partnership with leaders. Ensure staffing models and workforce plans align with business needs, service standards, and financial objectives. Training Assess organizational needs and plan, implement, and oversee training programs for hourly, supervisory, and management associates, including Sage core training and brand-required programs. Partner with leaders to strengthen leadership capability, reduce risk, and build consistent management practices across the property. Associate Relations Counsel and coach leaders on associate relations matters, including performance, conduct, and conflict resolution. Oversee investigations, grievance resolution, and exit interview processes, analyzing trends and recommending corrective actions. Design and implement associate engagement and relations initiatives that foster trust, inclusion, and retention. Develop and manage budgets related to associate relations, training, recruitment advertising, and People & Culture staffing. Lead and supervise People & Culture operations at the property, including coaching, development, performance feedback, and corrective action when necessary. Ensure consistent, timely, and equitable administration of associate relations practices. Strategic Management Provide short- and long-term People & Culture planning aligned with hotel goals and Sage strategy. Establish People & Culture objectives and metrics that support operational excellence and cultural health. Serve as an active member of the Hotel Executive Committee, contributing to enterprise-level decision-making. Position the property as an employer of choice through community partnerships, branding, and associate advocacy. Proactively identify potential risk or liability and notify the General Manager and Regional Director of People & Culture with recommended mitigation strategies. Total Rewards Partner in the administration of hourly wage structures and leadership compensation programs in alignment with corporate guidelines and legal requirements. Communicate, administer, and support benefit programs in accordance with corporate policies, ensuring associates understand available offerings and enrollment processes. Recommend enhancements to compensation or benefits programs through appropriate approval channels. Risk/Safety/Security Ensure safety, accident prevention, and security practices are followed consistently. Align property safety standards with corporate SOPs and establish property-specific practices as appropriate. Compliance Ensure compliance with all Sage policies, brand standards, and applicable federal, state, and local employment laws. Maintain oversight of associate records, files, and People & Culture systems to ensure audit readiness and confidentiality. Oversee People & Culture reporting, analyzing trends and providing leadership with accurate, actionable insights. Ensure compliance with union agreements, if applicable, including reporting and contractual obligations. Oversee and ensure accurate People & Culture transactions through UKG workflows, including hires, terminations, transfers, and compensation changes. Education/Formal Training Associate or Bachelor’s degree in Human Resources Management or a related field, or equivalent education and experience preferred. Professional in Human Resources (PHR) Certification and/or SHRM Certified Professional preferred Experience Four to five years of progressive experience in People & Culture (Human Resources) or a related field. Demonstrated success implementing people strategies, programs, and process improvements. Union experience preferred Knowledge/Skills Strong executive-level communication and influencing skills. Ability to think strategically while executing tactically in a fast-paced environment. Proven ability to negotiate, influence, and partner effectively with leaders and stakeholders. Bilingual fluency preferred. Strong hospitality orientation with the ability to manage complexity and ambiguity. High level of judgment, discretion, and emotional intelligence. Ability to manage multiple priorities while maintaining attention to detail and compliance. Strong literacy and comprehension skills required for review and preparation of People & Culture documentation. Physical Demands The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Lifting, pushing, pulling, or carrying materials approximately 5 percent of the time. Occasional bending or kneeling to access files. Mobility throughout the hotel, with a significant portion of the day spent engaging with associates and leaders. Periodic standing during training and associate engagement activities. Driving may be required occasionally for hearings, meetings, or recruitment activities. Environment 95% indoor office