Corporate Human Resources & People & Culture Manager

ABOUT THE OPPORTUNITY

A large, privately held hospitality and resort organization with multi-property operations in the Dominican Republic is seeking a Corporate Human Resources & People & Culture Manager to lead its people strategy and strengthen the organization's HR capabilities across multiple business units and operating environments.

This is a senior leadership position for an experienced Human Resources professional who combines strategic HR leadership, operational execution, organizational development, talent management, labor relations, total rewards, people analytics, and culture transformation.

The successful candidate will serve as a strategic partner to executive leadership, translating business priorities into practical people strategies while ensuring that the organization has the structure, leadership capabilities, talent, culture, and HR systems required to support sustainable growth.

KEY RESPONSIBILITIES

Corporate HR Strategy

- Design and execute the Corporate Human Resources and People & Culture strategy.

- Translate business objectives into workforce, talent, organizational and leadership priorities.

- Advise executive leadership on organizational structure, workforce planning, talent risks, succession and people-related business decisions.

- Lead annual workforce planning, headcount analysis and HR budgeting.

- Monitor labor costs, productivity, organizational capacity and future talent requirements.

- Lead organizational transformation and change-management initiatives.

- Present HR dashboards, risks, priorities and results to senior leadership.

Talent Acquisition & Workforce Planning

- Lead the corporate talent acquisition strategy for operational, professional, technical, managerial and executive positions.

- Establish structured and competency-based selection methodologies.

- Develop talent pipelines for critical and hard-to-fill roles.

- Strengthen employer branding and candidate experience.

- Implement effective onboarding and corporate induction programs.

- Monitor time-to-fill, quality-of-hire and early-stage turnover.

Talent Management, Learning & Succession

- Develop the annual Learning & Development strategy.

- Design leadership development programs for supervisors, managers and future leaders.

- Identify high-potential and critical talent.

- Implement talent reviews, performance/potential matrices and individual development plans.

- Establish career paths and succession plans for critical positions.

- Develop mentoring, coaching and leadership capability-building initiatives.

- Measure the effectiveness and business impact of development programs.

Compensation, Benefits & Total Rewards

- Lead the organization's compensation and benefits strategy.

- Develop and maintain salary structures, grades and compensation bands.

- Conduct compensation benchmarking and internal equity reviews.

- Support annual salary review processes.

- Design and manage variable compensation, incentive and recognition programs.

- Assess the competitiveness and sustainability of the total rewards offering.

- Monitor labor costs and compensation-related budget impact.

- Prepare compensation recommendations for critical and executive positions.

Performance Management

- Lead the corporate performance management framework.

- Establish annual or semiannual performance cycles.

- Integrate goals, KPIs and organizational competencies into performance evaluations.

- Coach managers on performance conversations, feedback and accountability.

- Manage performance improvement processes.

- Connect performance outcomes with compensation, development, promotion and succession decisions.

- Promote a high-performance and results-oriented culture.

Labor Relations & HR Operations

- Ensure compliance with applicable labor legislation and internal HR policies.

- Oversee employment documentation, employee records and HR administration standards.

- Advise managers on employee relations and sensitive workforce matters.

- Manage disciplinary processes, employment separations and conflict resolution.

- Support labor audits and interactions with relevant authorities when required.

- Monitor absenteeism, leave management and workforce-related risk.

- Maintain HR policies, procedures, manuals and employee regulations.

People, Culture & Employee Experience

- Lead initiatives to strengthen corporate culture and organizational values.

- Translate values into observable leadership and employee behaviors.

- Develop employee engagement and employee experience strategies.

- Lead engagement and organizational climate surveys and resulting action plans.

- Implement recognition and retention programs.

- Analyze employee turnover and develop targeted retention strategies.

- Conduct or oversee stay interviews and exit interviews.

- Strengthen communication, collaboration and leadership effectiveness across the organization.

Organizational Development & Change

- Conduct organizational assessments and identify structural improvement opportunities.

- Design and update organizational structures, job profiles and reporting relationships.

- Support restructuring, integration, expansion and transformation processes.

- Develop competency models and corporate competency frameworks.

- Identify critical roles and organizational capability gaps.

- Lead change-management initiatives associated with business transformation.

Strategic HR Business Partnership

- Serve as a trusted advisor to executive leadership and business leaders.

- Develop a strong understanding of the company's operating model and commercial priorities.

- Anticipate organizational and talent risks.

- Recommend talent movements, organizational changes and succession solutions.

- Coach leaders on people management and leadership effectiveness.

- Provide data-driven recommendations to support executive decision-making.

People Analytics

Develop executive HR dashboards and monitor key indicators including:

- Headcount.

- Total and voluntary turnover.

- Critical talent retention.

- Absenteeism.

- Time-to-fill.

- Cost-per-hire.

- Quality-of-hire.

- Labor cost.

- Training effectiveness.

- Internal promotion.

- Employee engagement.

- Organizational climate.

- Performance outcomes.

- High-potential retention.

- Succession coverage.

CANDIDATE PROFILE

Education

Bachelor's degree in Human Resources, Industrial or Organizational Psychology, Business Administration, Industrial Engineering, Labor Law, Organizational Development, or a closely related discipline.

A Master's degree in Human Resources, People Management, Organizational Development, Business Administration or a related field is highly valued. Professional HR certifications such as SHRM, PHR/SPHR or equivalent credentials are considered an advantage.

Experience

- 8–10+ years of progressive Human Resources experience.

- At least 4–5 years in a management or senior HR leadership capacity.

- Demonstrated experience across the core Human Resources disciplines.

- Strong exposure to People & Culture, employee experience and organizational development.

- Experience partnering directly with senior executives and business leaders.

- Proven team leadership capability.

- Experience managing complex organizational structures.

- Experience with organizational transformation and change management.

- Experience managing Human Resources budgets.

- Multi-site, multi-property or multi-business-unit experience is strongly preferred.

- Hospitality, resort, tourism or similarly labor-intensive service-sector experience is highly valued.

TECHNICAL CAPABILITIES

- Labor and employee relations.

- Talent acquisition and competency-based selection.

- Compensation and benefits.

- Salary structures and market benchmarking.

- Performance management.

- Talent and succession management.

- Organizational development.

- Employee engagement and organizational culture.

- People Analytics and HR KPIs.

- HRIS platforms.

- Advanced Microsoft Excel.

- Executive-level reporting and presentation tools.

English: Upper-intermediate to advanced professional proficiency is strongly preferred.

LEADERSHIP COMPETENCIES

- Strategic thinking.

- Executive communication.

- Business acumen.

- Leadership and influence.

- Analytical thinking.

- Emotional intelligence.

- Negotiation and conflict management.

- Change leadership.

- Talent development.

- Decision-making.

- Integrity and confidentiality.

- Adaptability.

- Results orientation.

- Organizational awareness.

- Strong internal client orientation.

MOBILITY

This position requires a high degree of operational visibility and flexibility. The successful candidate must be comfortable working on-site, traveling between operating locations when required, partnering directly with local leadership teams, and supporting organizational integration or transformation initiatives across different business units.

SUCCESS IN THE ROLE

Performance will be evaluated through measurable improvements in areas such as talent retention and critical-role stability, time-to-fill and quality-of-hire, employee engagement, organizational climate, succession coverage, leadership development, internal promotions, performance-management effectiveness, labor-cost control, absenteeism, labor compliance and HR operational effectiveness.

This opportunity is designed for a Human Resources leader who can move beyond traditional personnel administration and operate as a business-oriented People & Culture executive, combining strategy, execution, culture, talent, analytics and organizational transformation.

The employer's identity will remain confidential during the initial stage of the executive search process.