Job Description

Our client a midsized well funded group moving to the Scottsdale area is seeking a Chief Human Resources Officer (CHRO) is a key member of the executive leadership team and is responsible for developing and executing a comprehensive human capital strategy that supports the company’s growth across hospitality operations, property management, and real estate development. The CHRO will lead all areas of Human Resources including talent acquisition, organizational development, culture and engagement, total rewards, HR technology, labor relations, and workforce planning to ensure the organization attracts, retains, and develops top talent.

This role requires a strategic and forward-thinking leader who understands the unique dynamics of both hospitality and real estate industries and can scale people-related processes across a diverse, multi-site workforce.

Key Responsibilities

Strategic Leadership & HR Vision

• Develop and implement the company’s long-term HR strategy that enables business growth and supports a high-performance culture.
• Serve as a strategic advisor to the CEO and executive team on organizational structure, workforce optimization, leadership development, and succession planning.
• Lead cultural transformation initiatives that reinforce the company’s service-centric and entrepreneurial values.

Talent Acquisition & Workforce Planning

• Oversee recruiting strategies for operational, corporate, and development teams to ensure a continuous pipeline of high-quality talent.
• Drive workforce planning initiatives for new openings, property expansions, and development projects.
• Implement scalable hiring processes for both hourly hospitality staff and specialized real estate professionals.

Employee Experience, Culture & Engagement

• Enhance employee engagement through well-designed communication, recognition, and retention programs.
• Build a strong organizational culture centered on service excellence, safety, and employee well-being.
• Oversee employee relations issues to ensure fair, consistent, and legally compliant practices.

Learning & Organizational Development

• Design leadership development programs for property-level managers and corporate leaders.
• Implement training frameworks that support service quality, compliance, and professional growth.
• Champion diversity, equity, and inclusion initiatives across all operations and development teams.

Compensation, Benefits & HR Operations

• Develop competitive compensation and benefits programs to attract and retain talent across all levels.
• Oversee HR operations including payroll oversight, HRIS systems, and workforce analytics.
• Ensure compliance with federal, state, and local labor regulations, particularly in multi-location hospitality environments.

Labor Relations & Risk Management

• Manage relationships with unions where applicable, and lead collective bargaining strategy.
• Oversee workplace safety programs and risk mitigation initiatives.
• Ensure HR policies, protocols, and procedures align with evolving industry standards.

HR Technology & Data

• Implement modern HR technology solutions to streamline processes and enhance data-driven decision-making.
• Use analytics to measure workforce performance, turnover, engagement, and operational productivity.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field; Master’s degree or MBA preferred.
• 15+ years of progressive HR leadership experience, including at least 5 years in a senior executive role.
• Experience leading HR for multi-site hospitality or real estate organizations strongly preferred.
• Proven track record in building organizational culture, developing leadership pipelines, and scaling HR infrastructure.
• Strong understanding of labor laws, workforce planning, compensation strategy, and HR technology platforms.
• Exceptional interpersonal, communication, and relationship-building skills.
• Demonstrated ability to influence and collaborate at all organizational levels.

Success Indicators

• Strong talent pipeline and reduced turnover in key roles.
• High employee engagement and organizational alignment with the company’s values.
• Scalable HR processes that support growth in both hospitality operations and real estate development.
• Improved leadership capabilities and succession readiness.
• Effective HR technology utilization and data-informed decision-making.

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