Director Of People Jobs
Director Of People jobs are open across tech, healthcare, financial services, and consumer brands, at every level from senior HRBP to chief people officer, with specializations in talent strategy, organizational development, and total rewards. Find a role that fits from the openings below and apply directly.
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INTRODUCTION
The Embassy Suites and Hilton Garden Inn Boulder are ready to hire a Dual Director of People & Culture!
We don’t just run hotels—we build teams that people are proud to be part of. Set against the backdrop of Boulder’s energy and innovation, our culture is rooted in accountability, growth, and genuine connection. We invest in our leaders and associates through meaningful development, clear expectations, and the autonomy to make an impact. Whether you’re delivering exceptional guest experiences or driving operational excellence behind the scenes, your work here matters—and it’s recognized. If you’re looking for a place where high standards meet high support, and where your career can evolve with intention, this is it.
As part of Sage Hospitality Group, we passionately strive to be the best and create excellence in everything we do. We believe in enriching lives one experience at a time. More than a slogan, we empower our employees to make positive impacts on the communities in which we live and work. By providing genuine service we build relationships with our guests and value for our shareholders, and we create unforgettable experiences.
We are looking for independent thinkers. Those who harness their entrepreneurial spirit so that it breaks preconceived notions. We’re not afraid to forge our own path. After all, it’s what industry leaders do. That’s why we welcome risk takers and creative spirits alike. No matter your daily role, Sage recognizes that your success is about more than the work you do—it’s really about who you are, which is why we invest in your personal and professional growth. We hope you consider joining us!
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, where applicable.
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
- Unlimited paid time off
- Medical, dental, & vision insurance
- Eligible to participate in the Company’s 401(k) program with employer matching
- Health savings and flexible spending accounts
- Basic Life and AD&D insurance
- Company-paid short-term disability
- 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.
The application period will be open for approximately 30 days or until a suitable candidate is identified. We encourage qualified individuals to submit their applications within this timeframe.
SALARY
USD $108,000.00 - USD $130,000.00 /Yr.
INTRODUCTION
The Embassy Suites and Hilton Garden Inn Boulder are ready to hire a Dual Director of People & Culture!
We don’t just run hotels—we build teams that people are proud to be part of. Set against the backdrop of Boulder’s energy and innovation, our culture is rooted in accountability, growth, and genuine connection. We invest in our leaders and associates through meaningful development, clear expectations, and the autonomy to make an impact. Whether you’re delivering exceptional guest experiences or driving operational excellence behind the scenes, your work here matters—and it’s recognized. If you’re looking for a place where high standards meet high support, and where your career can evolve with intention, this is it.
As part of Sage Hospitality Group, we passionately strive to be the best and create excellence in everything we do. We believe in enriching lives one experience at a time. More than a slogan, we empower our employees to make positive impacts on the communities in which we live and work. By providing genuine service we build relationships with our guests and value for our shareholders, and we create unforgettable experiences.
We are looking for independent thinkers. Those who harness their entrepreneurial spirit so that it breaks preconceived notions. We’re not afraid to forge our own path. After all, it’s what industry leaders do. That’s why we welcome risk takers and creative spirits alike. No matter your daily role, Sage recognizes that your success is about more than the work you do—it’s really about who you are, which is why we invest in your personal and professional growth. We hope you consider joining us!
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, where applicable.
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
- Unlimited paid time off
- Medical, dental, & vision insurance
- Eligible to participate in the Company’s 401(k) program with employer matching
- Health savings and flexible spending accounts
- Basic Life and AD&D insurance
- Company-paid short-term disability
- 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.
The application period will be open for approximately 30 days or until a suitable candidate is identified. We encourage qualified individuals to submit their applications within this timeframe.
SALARY
USD $108,000.00 - USD $130,000.00 /Yr.
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Find Director Of People JobsDirector Of People Job Market
A snapshot from current openings nationwide, updated as new roles post.
Who's Hiring
- Sage Hospitality2
- Catapult1
- MrBeast1
- Richmond Community Services1
- Sparkpay1
Top Industries Hiring
- Technology & Software4
- Food & Beverage2
- Banking & Financial Services1
- Fintech1
- Healthcare & Medical Services1
What Employers Look For
The qualifications that appear most often in director of people jobs.
- 8 or more years of progressive HR or people operations leadership experience
- Demonstrated ability to design and scale talent acquisition and retention programs
- Experience partnering directly with C-suite executives on workforce planning
- Proficiency in HRIS platforms such as Workday, BambooHR, or Rippling
- Bachelor's degree in human resources, organizational psychology, or a related field
- PHR, SPHR, or SHRM-SCP certification preferred by many mid-to-large employers
Tips for Your Director Of People Job Search
Tailor your resume to people metrics
Director of people roles expect quantified outcomes, not task lists. Reframe your experience around retention rates, time-to-fill improvements, engagement scores, and headcount growth you owned. Hiring teams will dismiss a resume that reads like an HR generalist's job description.
Apply early to roles that fit
Migrate Mate lists director of people openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies at your preferred growth stage
The director of people role looks completely different at a 50-person startup versus a 5,000-person enterprise. Filter your search by company size and funding stage so your experience aligns with what the team actually needs you to build or scale.
Showcase systems you have built from scratch
Hiring managers want to know whether you can architect people programs, not just maintain inherited ones. Highlight performance review frameworks, onboarding redesigns, or compensation structures you built and implemented, with the business problem each one solved.
Prepare a leadership philosophy statement
Executive people-ops interviews almost always open with a prompt about how you approach culture, conflict, or organizational change. Draft a concise, specific statement in advance so you're not improvising your answer in front of a CEO or board observer.
Negotiate scope before you negotiate compensation
Before discussing an offer, get clarity on reporting structure, headcount, budget authority, and which functions roll up to you. A title upgrade without real authority limits your long-term impact and makes it harder to leave with a stronger resume line.
Director Of People Jobs: Frequently Asked Questions
Which companies are hiring the most director of peoples?
The companies hiring the most director of peoples right now include Sage Hospitality, Catapult, and MrBeast, with the largest share of openings in Illinois, Colorado, and California, based on current listings on Migrate Mate as of June 2026. Demand tends to concentrate in high-growth tech and healthcare organizations actively scaling their workforce.
How many director of people jobs are remote?
About 27% of director of people openings are fully remote or hybrid as of June 2026, making it one of the more flexible senior roles in the HR function. Sub-areas like total rewards strategy, people analytics, and DEI program leadership skew most heavily toward remote arrangements, while culture and onboarding roles more often require on-site presence.
How do you become a director of people?
Most directors of people move up through HR business partner or HR manager roles, building depth in at least two or three functional areas like talent acquisition, learning and development, or compensation. Earning an SPHR or SHRM-SCP credential strengthens your candidacy. Volunteering to lead cross-functional people initiatives and presenting workforce data to senior leaders are the fastest ways to build the executive presence the role demands.
Can you get a director of people job without extensive HR experience?
It's uncommon, but operators who have built and led teams at startups sometimes land director of people roles when a company prioritizes cultural fit and business acumen over HR credentials. Your strongest path is to document specific people outcomes you drove, such as a hiring process you overhauled or a retention problem you solved, and target early-stage companies where the role is being built rather than inherited.
What does the director of people interview process look like?
The process typically starts with a recruiter screen, followed by a structured interview with the CHRO or CEO covering your leadership philosophy and experience building people programs. Expect a panel round with cross-functional leaders whose teams you would support. Many employers also assign a take-home case study asking you to diagnose an organizational challenge and present a people strategy recommendation before a final offer conversation.
Where can I find and apply to director of people jobs?
You can find and apply to director of people jobs on Migrate Mate, which lists current openings from employers across the United States. Find roles that match your experience level, industry background, and preferred location or remote arrangement, then apply directly to each listing from the page.
See All Director Of People Jobs
Jump back to the full list of openings and apply to any director of people role that fits.
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