HR Director – People Operations, Talent Acquisition & Hospitality | Remote Position Type: Remote

Working Hours
U.
S. Central Time (CT) Industry: Hospitality / Hotel Operations Department: Human Resources / People Operations Language

Requirements:
Bilingual English & Spanish

About the Role
At Pavago, one of our clients in the hospitality industry is hiring an experienced HR Director to lead people operations, talent acquisition, payroll, compliance, and employee engagement across multiple hotel locations. This is a hands-on HR leadership role for someone who can balance strategic people management with day-to-day operational execution. You’ll work closely with executive leadership and hotel managers to build scalable HR systems, improve hiring outcomes, strengthen employee retention, and maintain consistent standards across locations. The idóneo candidate brings experience supporting multi-site operations, understands the staffing and compliance challenges of hospitality, and can confidently communicate with both executive leadership and frontline employees in English and Spanish. You’ll take ownership of the entire employee lifecycle, from recruiting and onboarding through performance management, payroll, employee development, and separation. What You’ll Own Talent Acquisition & Recruiting Operations
- Develop and maintain a multi-channel recruiting pipeline for hourly hospitality employees and leadership positions.
- Build an effective Employer Value Proposition (EVP) that attracts qualified candidates.
- Manage recruiting processes across multiple hotel locations.
- Develop practical skills assessments to evaluate candidates and reduce mis-hires.
- Coordinate candidate screening, interviews, assessments, and hiring decisions.




- Partner with hotel managers to understand staffing requirements and hiring priorities.
- Maintain organized candidate pipelines and recruiting documentation.
- Improve hiring efficiency, candidate quality, and workforce readiness. Employee Onboarding & Knowledge Management
- Design and manage centralized digital pre-boarding and onboarding workflows.
- Ensure new hires arrive on their first day prepared to perform their responsibilities.
- Develop and maintain standardized onboarding checklists.
- Build and organize Standard Operating Procedure (SOP) libraries.
- Maintain HR documentation and knowledge-management resources using tools such as Notion.
- Ensure consistent onboarding experiences across hotel locations.
- Work with hotel leadership to reinforce company expectations and brand standards.
- Identify opportunities to improve onboarding efficiency and employee readiness. Performance Management & Leadership Coaching
- Manage the company’s structured performance management and accountability framework.
- Establish clear performance expectations and growth pathways for employees.
- Coach hotel managers on delivering timely, constructive feedback.
- Support performance evaluations and employee development conversations.
- Maintain accurate performance documentation.
- Guide managers through corrective action and employee relations matters.
- Support compliant employee separation processes.
- Promote accountability while maintaining a supportive and respectful workplace culture.



Payroll, HRIS & Compliance
- Own end-to-end payroll processing across multiple hotel locations.
- Review timecards, payroll records, and employee information for accuracy.
- Identify and resolve payroll discrepancies.
- Monitor overtime, labor costs, and timekeeping accuracy.
- Evaluate labor cost efficiency across locations.
- Maintain accurate employee records and HR documentation.
- Ensure payroll practices and employee benefits comply with applicable employment regulations.
- Support compliance requirements across relevant jurisdictions.
- Use HRIS and payroll platforms such as Paylocity to maintain accurate records and workflows.
- Identify opportunities to improve payroll accuracy and operational efficiency. Employee Engagement & Retention
- Develop initiatives that strengthen employee engagement and retention.
- Build recognition programs that reinforce positive performance.
- Establish clear career development and advancement pathways.
- Partner with hotel managers to address employee concerns proactively.
- Identify factors contributing to employee turnover.
- Promote a welcoming, professional, and accountable hospitality culture.
- Encourage consistent communication between employees and leadership.
- Support a positive employee experience across all hotel locations. Executive Partnership & Workforce Planning
- Partner directly with executive leadership on people strategy and workforce planning.
- Provide insights into staffing needs, retention challenges, and operational priorities.
- Support organizational growth through scalable HR processes.
- Collaborate with hotel leadership on employee performance and workforce issues.
- Identify opportunities to improve HR systems and

📌 HR Director (Argentina)
🏢 Pavago
📍 Argentina