Director of Talent & Culture

The Director of Talent & Culture at Primland Resort is responsible for strategizing hotel goals alongside the General Manager and Executive Committee, leading talent management efforts, enhancing the team's culture, and prioritizing learning and development. This role includes overseeing effective staffing strategies, developing onboarding processes, prioritizing training initiatives, and ensuring employee engagement through creative recognition programs.

To apply for the Director of Talent & Culture position at Primland Resort, you should demonstrate a history in building successful teams, possess substantial HR leadership experience, ideally with 5 years of progressive HR roles, and have proficiency in HRIS/HCM/Payroll systems. This combination of experience and skills will equip you to navigate the responsibilities of this dynamic position effectively.

At Primland Resort, the Director of Talent & Culture takes the lead in developing a seamless and inclusive onboarding process for new Team Members. This involves creating a structured orientation program that reflects our brand's culture and values, along with ensuring each new hire feels welcomed, engaged, and equipped to succeed from their first day.

The Director of Talent & Culture plays a crucial role in employee engagement at Primland Resort by establishing feedback loops where Team Members' voices are valued and heard. They also design creative events and recognition programs that celebrate contributions and foster a sense of belonging among the staff, thus enhancing overall morale and connection to the brand.

Primland Resort's Director of Talent & Culture prioritizes learning and development by championing training initiatives tailored to enhancing service skills and product delivery. This includes organizing workshops, providing ongoing training programs, and encouraging professional growth opportunities that align with the needs of the team and the overarching goals of the resort.

When answering this question, highlight your previous roles where you led talent management initiatives. Discuss specific strategies you've implemented, such as sourcing top-tier talent, managing performance appraisals, or improving employee engagement. Provide examples to illustrate your impact on talent acquisition and retention.

To answer effectively, share your methods for encouraging communication, collaboration, and recognition among Team Members. Discuss the importance of feedback and how you've implemented programs such as team-building activities or events that enhance engagement and cohesion within the workplace.

Focus on your insights into employer branding, outreach efforts to local universities, and participation in career fairs. Mention leveraging social media and networking to showcase the unique culture and benefits of working at Primland, ensuring a dynamic pipeline of candidates who align with the brand’s values.

Begin by explaining how you collect engagement data through surveys or feedback sessions. Emphasize your use of analytics to identify trends or areas for improvement, followed by concrete actions taken to enhance employee experience, such as introducing new initiatives or refining existing processes.

Talk about your philosophy of addressing employee relations issues proactively and respectfully. Provide examples of specific conflict resolution strategies you’ve employed, emphasizing your commitment to fairness and advocacy for an inclusive workplace environment.

Discuss your rigorous approach to staying updated on local, state, and federal labor statutes. Highlight your experience in policy creation, staff training, and the importance of creating a compliant culture within the organization to protect both Team Members and the company.

Identify key qualities such as strong communication skills, empathy, strategic thinking, and the ability to foster collaboration. Support your answer by giving examples of how you've showcased these qualities in your previous roles and their impact on organizational success.

Share a structured outline of your previous onboarding processes, showcasing how they effectively welcomed new hires and provided them necessary resources. Discuss any creative aspects you added, such as mentorship programs or team introductions, that made the onboarding experience more engaging.

Discuss using both qualitative and quantitative metrics to evaluate the success of your training programs. Mention post-training surveys, performance improvements, and feedback from participants as ways to assess if the training met its goals and contributed positively to the Team Members’ performance.

Explain your strategy for establishing a feedback-rich culture, focusing on regular check-ins, open-door policies, and structured feedback mechanisms. Share past successful initiatives that encouraged Team Members to openly discuss ideas, concerns, and positives, creating a trusting environment.