Senior Human Resources Manager

The Senior Human Resources Manager is a strategic HR leader responsible for driving talent strategy, employee engagement, and human capital initiatives across The Houstonian Hotel, Club & Spa. This role serves as a trusted advisor to senior leadership and operational managers, ensuring that the organization attracts, develops, and retains exceptional talent while maintaining the culture of service excellence that defines the Houstonian experience.

Working closely with the Director of Human Resources, this position oversees talent acquisition, employee relations, and key HR operational processes while also supporting compensation strategy through market analysis and participation on the organization’s Compensation Committee. The Senior Human Resources Manager partners with leaders across departments to align workforce planning, hiring, and employee development initiatives with the organization’s strategic goals.

This role requires a strong blend of strategic thinking and operational execution, with a focus on building effective teams, maintaining compliance with employment laws, and fostering a positive, inclusive workplace culture.

Strategic HR Leadership

• Partner with the Director of Human Resources and executive leadership to support strategic human capital initiatives that align with the organization’s operational and service objectives.
• Serve as a trusted HR advisor to senior leaders and department managers on workforce planning, organizational development, talent management, and employee relations matters.
• Provide guidance to managers on performance management, coaching, conflict resolution, and employee engagement strategies.
• Help foster a workplace culture that reflects the Houstonian’s commitment to professionalism, hospitality, and employee respect.

Talent Acquisition & Workforce Planning

• Lead the recruitment and selection process for hotel and campus operations, ensuring the organization attracts high-quality candidates who align with the Houstonian’s culture and service standards.
• Partner with department leaders to identify staffing needs and develop proactive hiring strategies to support operational demands.
• Manage the Human Resources Manager and oversee the full recruitment lifecycle, including sourcing, screening, interviewing, reference checks, and final hiring recommendations.
• Organize and facilitate interview processes and post-interview evaluations with hiring managers to ensure thoughtful and consistent hiring decisions.
• Develop creative and cost-effective sourcing strategies, including partnerships with local colleges, hospitality programs, and community organizations.
• Along with the Human Resources Manager, represent the Houstonian at job fairs, recruiting events, and industry gatherings to strengthen the Houstonian’s employer brand.

Compensation Strategy & Market Analysis

• Conduct market-based compensation research to ensure the organization maintains competitive pay practices within the hospitality and local employment markets.
• Provide data-driven insights and recommendations to the Compensation Committee regarding salary benchmarking, compensation adjustments, and internal equity considerations.
• Collaborate with HR leadership and department managers to ensure compensation decisions align with organizational guidelines and market trends.
• Support compensation planning for new hires, promotions, and internal transfers.

Employee Relations & Workplace Culture

• Along with the Director of Human Resources, sServe as a primary resource for employee relations issues, providing thoughtful and balanced guidance on workplace concerns, policy interpretation, and conflict resolution.
• Investigate employee concerns and ensure appropriate resolution consistent with company policies and employment regulations.
• Conduct exit interviews and analyze feedback to identify patterns and opportunities for improving employee retention and engagement.
• Promote a respectful, inclusive, and supportive work environment across the organization.

Onboarding & Employee Experience

• Oversee the onboarding process for new employees to ensure a welcoming and organized introduction to the Houstonian culture and workplace expectations.
• Coordinate with the Human Resources Manager on new hire documentation, orientation processes, and first-day logistics.
• Work closely with managers to ensure new employees receive appropriate training and support during their transition into the organization.

HR Operations & Compliance

• Ensure recruitment, hiring, and HR practices comply with federal, state, and local employment laws and regulatory requirements.
• Maintain accurate records for recruitment activities, employee files, and HR documentation.
• Support HR reporting and workforce metrics to help leadership monitor hiring trends, retention, and workforce needs.
• Coordinate relocation logistics for senior leadership hires when necessary.

Leadership & Team Collaboration

• Work collaboratively with the HR team to improve HR processes, programs, and employee services.
• Support the Director of Human Resources in the implementation of HR initiatives and organizational programs.
• Demonstrate professionalism and discretion in handling sensitive employee information and organizational matters.

Education

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred.

Experience

• 8–15 years of progressive Human Resources experience, including leadership responsibility in recruitment and employee relations.
• Experience partnering with managers and senior leaders on workforce and HR strategy.
• Experience conducting compensation benchmarking or supporting compensation planning processes.

• Strong interpersonal and relationship-building skills with the ability to influence leaders and employees at all levels.
• Excellent verbal and written communication skills.
• Strong organizational and project management skills with the ability to manage multiple priorities.
• Sound judgment and the ability to handle sensitive matters with professionalism and discretion.
• Knowledge of federal and state employment laws and HR best practices.
• Bilingual Spanish strongly preferred.

Leadership Competencies

Strategic Partnership
Demonstrates the ability to partner effectively with executives and operational leaders to align human resources initiatives with organizational goals. Anticipates workforce needs, identifies opportunities for talent development, and provides thoughtful HR guidance that supports business performance and long-term growth.

Talent Leadership
Builds strong talent pipelines and ensures the organization attracts, hires, and retains individuals who reflect the Houstonian’s service standards and culture. Works closely with leaders to identify high-potential employees and support talent development, succession planning, and internal mobility.

Sound Judgment & Decision Making
Applies strong analytical thinking and professional judgment when addressing complex employee matters, compensation decisions, and organizational challenges. Balances the needs of the business with fairness, consistency, and compliance with employment laws.

Employee Relations & Conflict Resolution
Effectively manages sensitive employee relations matters with professionalism, objectivity, and discretion. Provides guidance to leaders on conflict resolution, performance management, and workplace concerns while maintaining a respectful and supportive work environment.

Communication & Influence
Communicates clearly and confidently with employees, managers, and senior leadership. Demonstrates the ability to influence and guide decision-making through thoughtful recommendations, data-driven insights, and professional credibility.

Operational Excellence
Maintains a high level of organization and attention to detail while managing multiple priorities in a fast-paced hospitality environment. Continuously evaluates HR processes and identifies opportunities to improve efficiency, compliance, and employee experience.

Integrity & Confidentiality
Maintains the highest standards of professionalism, ethics, and confidentiality when handling sensitive employee information and organizational matters.

Culture & Employee Engagement
Promotes a positive and inclusive workplace culture that supports collaboration, respect, and service excellence. Encourages initiatives that strengthen employee engagement, retention, and alignment with the Houstonian’s values.

Must be able to meet the following minimum physical requirements for at least an eight-hour shift:

• Physical Stamina: Sit for extended periods of time, see and read a computer screen and printed matter with or without vision aids, enter data into computer, operate standard office equipment, use a telephone, hear and understand at normal levels and on the telephone, speak so that others may understand at normal levels and on the telephone, stoop, reach overhead, grasp, push, pull, move or lift up to 40 lbs. on an occasional basis.
• Hearing / Speech: Must be able to effectively engage in one-on-one communication with guests, members, and customers and use a 2-way radio to communicate clearly and accurately with co-workers.
• Vision: Must be able to accurately read instructions, reports, and log sheets. Must be able to work with computers and PDAs in varying light conditions.
• Literacy: Must be able to produce, read and understand reports, including security, incident and police reports. Must be able to analyze and process written information from a variety of sources and effectively communicate content of reports.

The Houstonian Hotel, Club & Spa is an Equal Opportunity Employer. We are committed to creating an inclusive and diverse workplace where all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by law. We encourage individuals of all backgrounds to apply. 

To access the ‘EEO is The Law’ information poster, please visit: https://www.dol.gov/sites/dolgov/files/ofccp/regs/compliance/posters/pdf/eeopost.pdf