PM Hospitality Strategies, Inc.
Director | P+C HOTEL DU PONT
PM Hospitality Strategies, Inc., Wilmington, Delaware, us, 19894
The People + Culture Leader sets the tone for creating the culture at our hotel and is committed to delivering memorable lifestyle experiences to our guests. The People + Culture leader will be responsible for fostering a positive culture between associates and guests and recruiting a collaborative team devoted to curating and delivering hotel experiences as unique as the city they call home.
Primary responsibilities include implementing an innovative recruiting strategy to identify and attract qualified candidates who embody both the brand values and PM’s “LIVE” spirit; team members who are excited to share their local knowledge and training them to provide outstanding service appropriate for a leading lifestyle hotel. The People + Culture Director also works with each department to apply our coaching/mentoring programs to achieve their guest service and business objectives. It’s not enough to recruit and train top talent; associate retention is a crucial part of this role. Tailoring and executing recognition and reward programs that are engaging and contribute to a winning culture are also essential to success.
WHO WE ARE:
ABOUT HOTEL DU PONT
The iconic HOTEL DU PONT blends approachable luxury with timeless elegance. Recognized by
Conde Nast Traveler
and
Travel + Leisure
as the #1 hotel in Delaware, the hotel is redefining hospitality imbued with a relaxed, contemporary sensibility. Located in downtown Wilmington, Delaware, in the heart of the picturesque Brandywine Valley, the 12-story Italian Renaissance landmark building boasts 217 guest rooms and spacious suites. The hotel is also home to Le Cavalier, one of the Mid Atlantic region’s most talked about new restaurants. The award-winning modern French brasserie from Chef - Partner Tyler Akin has been featured in
Food & Wine
and listed in Philadelphia magazine’s “Most Exciting Restaurants Right Now” for 2024.
ABOUT PM HOTEL GROUP
Awards + Accolades:
Recognized as a
Best Place to Work in Hospitality
as seen in Hotel Business (2019)
Fastest Growing Private Companies in DC – Washington Business Journal (2020 + 2019)
Inc 5000 – Fastest Growing Companies in Hospitality (2019)
PM is PEOPLE-POWERED
At PM Hotel Group we are passionate about fostering an environment that allows our associates to thrive. Creating a culture dedicated to respect, teamwork, entrepreneurial spirit, and the drive to succeed, we encourage our associates to express themselves and their unique talents. We celebrate diversity and are passionate about equity and inclusion.
A top-15 hotel management company, PM Hotel Group has over two decades of experience building relationships with brands, partners, and third-party hotel owners. We know that our greatest resource is our people, and this
people-first
mindset is at the heart of our corporate DNA.
Job Summary:
Assists in the development, implementation and administration of all human resource functions, including recruitment, training and development, benefit administration and associate relations activities, relating to all hotel personnel.
Summary of Essential Job Functions:
Direct and instruct the management staff in effective recruiting through the PM Hotel Group resources and interviewing techniques, using methods such as verbal presentations and written directions, to ensure the hiring and retention of qualified and efficient associates. Conduct interviews for all management positions.
Ensure that associates are developed and utilized to their maximum potential by controlling the implementation, administration and monitoring of all training programs. Instruct training classes, analyze and review current and proposed methods, consult with and make recommendations to the management staff for improvement.
Monitor the associate performance appraisal program. Read and analyze evaluations and goals to ensure appraisal comments are appropriate and goals are measurable and achievable. Direct and administer associate relations programs and activities such as associate recognition and service award ceremonies, social functions and general hotel meetings to maintain a positive associate relations climate.
Develop, implement and administer policies and programs related to the management of all hotel personnel to ensure the maintenance of a positive and productive employment environment. Monitor same for fair and consistent application.
Ensure compliance with all state and federal laws and regulations which pertain to human resources by reviewing current management practices, implementing new procedures and communicating verbally and in writing any new requirements. Oversee compliance with Affirmative Action Plan.
Provide assistance, guidance and counseling to the General Manager, management staff and associates in order to maximize the quality and professionalism of the hotel staff by listening and interpreting concerns and objectives and seeking solutions.
Control the administration of wages and benefits to ensure the accurate and equitable application of same, analyzing and applying information retrieved from moderately complex reports, manuals and/or computer systems.
If applicable, manage all labor relations activities by administering union contracts and ensuring compliance. Respond to all grievances in writing, negotiate settlements and act as the hotel representative at all arbitrations.
Coordinate all other pre-selection activities, including drug testing, reference checks, etc. to ensure compliance with all Company policies and procedures.
Ensure all new hires and existing associates possess proper employment eligibility verifications.
Communicate both verbally and in writing to provide clear direction to staff.
Comply with attendance rules and be available to work on a regular basis.
Perform any other job-related duties as assigned.
NOTE: This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor.
Furthermore, this description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” employee.
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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Primary responsibilities include implementing an innovative recruiting strategy to identify and attract qualified candidates who embody both the brand values and PM’s “LIVE” spirit; team members who are excited to share their local knowledge and training them to provide outstanding service appropriate for a leading lifestyle hotel. The People + Culture Director also works with each department to apply our coaching/mentoring programs to achieve their guest service and business objectives. It’s not enough to recruit and train top talent; associate retention is a crucial part of this role. Tailoring and executing recognition and reward programs that are engaging and contribute to a winning culture are also essential to success.
WHO WE ARE:
ABOUT HOTEL DU PONT
The iconic HOTEL DU PONT blends approachable luxury with timeless elegance. Recognized by
Conde Nast Traveler
and
Travel + Leisure
as the #1 hotel in Delaware, the hotel is redefining hospitality imbued with a relaxed, contemporary sensibility. Located in downtown Wilmington, Delaware, in the heart of the picturesque Brandywine Valley, the 12-story Italian Renaissance landmark building boasts 217 guest rooms and spacious suites. The hotel is also home to Le Cavalier, one of the Mid Atlantic region’s most talked about new restaurants. The award-winning modern French brasserie from Chef - Partner Tyler Akin has been featured in
Food & Wine
and listed in Philadelphia magazine’s “Most Exciting Restaurants Right Now” for 2024.
ABOUT PM HOTEL GROUP
Awards + Accolades:
Recognized as a
Best Place to Work in Hospitality
as seen in Hotel Business (2019)
Fastest Growing Private Companies in DC – Washington Business Journal (2020 + 2019)
Inc 5000 – Fastest Growing Companies in Hospitality (2019)
PM is PEOPLE-POWERED
At PM Hotel Group we are passionate about fostering an environment that allows our associates to thrive. Creating a culture dedicated to respect, teamwork, entrepreneurial spirit, and the drive to succeed, we encourage our associates to express themselves and their unique talents. We celebrate diversity and are passionate about equity and inclusion.
A top-15 hotel management company, PM Hotel Group has over two decades of experience building relationships with brands, partners, and third-party hotel owners. We know that our greatest resource is our people, and this
people-first
mindset is at the heart of our corporate DNA.
Job Summary:
Assists in the development, implementation and administration of all human resource functions, including recruitment, training and development, benefit administration and associate relations activities, relating to all hotel personnel.
Summary of Essential Job Functions:
Direct and instruct the management staff in effective recruiting through the PM Hotel Group resources and interviewing techniques, using methods such as verbal presentations and written directions, to ensure the hiring and retention of qualified and efficient associates. Conduct interviews for all management positions.
Ensure that associates are developed and utilized to their maximum potential by controlling the implementation, administration and monitoring of all training programs. Instruct training classes, analyze and review current and proposed methods, consult with and make recommendations to the management staff for improvement.
Monitor the associate performance appraisal program. Read and analyze evaluations and goals to ensure appraisal comments are appropriate and goals are measurable and achievable. Direct and administer associate relations programs and activities such as associate recognition and service award ceremonies, social functions and general hotel meetings to maintain a positive associate relations climate.
Develop, implement and administer policies and programs related to the management of all hotel personnel to ensure the maintenance of a positive and productive employment environment. Monitor same for fair and consistent application.
Ensure compliance with all state and federal laws and regulations which pertain to human resources by reviewing current management practices, implementing new procedures and communicating verbally and in writing any new requirements. Oversee compliance with Affirmative Action Plan.
Provide assistance, guidance and counseling to the General Manager, management staff and associates in order to maximize the quality and professionalism of the hotel staff by listening and interpreting concerns and objectives and seeking solutions.
Control the administration of wages and benefits to ensure the accurate and equitable application of same, analyzing and applying information retrieved from moderately complex reports, manuals and/or computer systems.
If applicable, manage all labor relations activities by administering union contracts and ensuring compliance. Respond to all grievances in writing, negotiate settlements and act as the hotel representative at all arbitrations.
Coordinate all other pre-selection activities, including drug testing, reference checks, etc. to ensure compliance with all Company policies and procedures.
Ensure all new hires and existing associates possess proper employment eligibility verifications.
Communicate both verbally and in writing to provide clear direction to staff.
Comply with attendance rules and be available to work on a regular basis.
Perform any other job-related duties as assigned.
NOTE: This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor.
Furthermore, this description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” employee.
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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