{"id":2941918,"url":"https://alion.io/job/pavago-hr-director","title":"HR Director","company":{"id":1117,"name":"Pavago","domain":"pavago.co","url":"https://alion.io/company/pavago","size_band":null,"is_staffing_agency":false,"employer_type":"staffing","is_intermediary":false,"listed_via":null,"ats_vendor":"Workable","truth_index":{"grade":"B","score":75,"open_postings":192,"ghost_share":0,"stale_share":0.984,"repost_share":0,"time_to_fill_p50_days":31,"computed_at":"2026-10-20T05:45:00Z"}},"role":"HR","role_family":"HR","seniority":"head","employment_type":null,"work_mode":"remote","remote_scope":"stated_countries","remote_scope_basis":"board_field","remote_working_hours":{"label":"CT","utc_offset_min":-6,"utc_offset_max":-6},"hiring_geo_confidence":"inferred","locations":[],"countries":[],"hiring_countries":["AR","BR","CO","CR","EC"],"hiring_countries_total":5,"salary":null,"salary_estimate":{"min_usd":86000,"max_usd":216000,"period":"year","method":"global_role_cell_scaled_by_country","sample_n":1668},"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Notion","optional":false},{"name":"Google Calendar","optional":true},{"name":"Google Docs","optional":true},{"name":"Google Drive","optional":true},{"name":"Google Sheets","optional":true},{"name":"Google Workspace","optional":true}],"status":"live","first_seen_at":"2026-10-20T17:31:48Z","employer_posted_date":"2026-10-20","last_verified_at":"2026-10-20T21:22:44Z","board_verified":true,"closed_at":null,"days_open":0,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":0},"description":"HR Director - People Operations, Talent Acquisition & Hospitality | Remote\nPosition Type: Remote\nWorking Hours: U.S. Central Time (CT)\nIndustry: Hospitality / Hotel Operations\nDepartment: Human Resources / People Operations\nLanguage Requirements: Bilingual English & Spanish\nAbout the Role\nAt 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.\nThis 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.\nThe ideal 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.\nYou’ll take ownership of the entire employee lifecycle, from recruiting and onboarding through performance management, payroll, employee development, and separation.\nWhat You’ll Own\nTalent Acquisition & Recruiting Operations\nDevelop and maintain a multi-channel recruiting pipeline for hourly hospitality employees and leadership positions.\nBuild an effective Employer Value Proposition (EVP) that attracts qualified candidates.\nManage recruiting processes across multiple hotel locations.\nDevelop practical skills assessments to evaluate candidates and reduce mis-hires.\nCoordinate candidate screening, interviews, assessments, and hiring decisions.\nPartner with hotel managers to understand staffing requirements and hiring priorities.\nMaintain organized candidate pipelines and recruiting documentation.\nImprove hiring efficiency, candidate quality, and workforce readiness.\nEmployee Onboarding & Knowledge Management\nDesign and manage centralized digital pre-boarding and onboarding workflows.\nEnsure new hires arrive on their first day prepared to perform their responsibilities.\nDevelop and maintain standardized onboarding checklists.\nBuild and organize Standard Operating Procedure (SOP) libraries.\nMaintain HR documentation and knowledge-management resources using tools such as Notion.\nEnsure consistent onboarding experiences across hotel locations.\nWork with hotel leadership to reinforce company expectations and brand standards.\nIdentify opportunities to improve onboarding efficiency and employee readiness.\nPerformance Management & Leadership Coaching\nManage the company’s structured performance management and accountability framework.\nEstablish clear performance expectations and growth pathways for employees.\nCoach hotel managers on delivering timely, constructive feedback.\nSupport performance evaluations and employee development conversations.\nMaintain accurate performance documentation.\nGuide managers through corrective action and employee relations matters.\nSupport compliant employee separation processes.\nPromote accountability while maintaining a supportive and respectful workplace culture.\nPayroll, HRIS & Compliance\nOwn end-to-end payroll processing across multiple hotel locations.\nReview timecards, payroll records, and employee information for accuracy.\nIdentify and resolve payroll discrepancies.\nMonitor overtime, labor costs, and timekeeping accuracy.\nEvaluate labor cost efficiency across locations.\nMaintain accurate employee records and HR documentation.\nEnsure payroll practices and employee benefits comply with applicable employment regulations.\nSupport compliance requirements across relevant jurisdictions.\nUse HRIS and payroll platforms such as Paylocity to maintain accurate records and workflows.\nIdentify opportunities to improve payroll accuracy and operational efficiency.\nEmployee Engagement & Retention\nDevelop initiatives that strengthen employee engagement and retention.\nBuild recognition programs that reinforce positive performance.\nEstablish clear career development and advancement pathways.\nPartner with hotel managers to address employee concerns proactively.\nIdentify factors contributing to employee turnover.\nPromote a welcoming, professional, and accountable hospitality culture.\nEncourage consistent communication between employees and leadership.\nSupport a positive employee experience across all hotel locations.\nExecutive Partnership & Workforce Planning\nPartner directly with executive leadership on people strategy and workforce planning.\nProvide insights into staffing needs, retention challenges, and operational priorities.\nSupport organizational growth through scalable HR processes.\nCollaborate with hotel leadership on employee performance and workforce issues.\nIdentify opportunities to improve HR systems and operational consistency.\nParticipate in cross-functional initiatives supporting hotel operations.\nProvide clear updates on workforce priorities, risks, and ongoing HR initiatives.\nRequirements\n3+ years of hands-on experience in People Operations, Human Resources, HR Generalist, Talent Acquisition, or a related role.\nExperience supporting multi-site or multi-location operations.\nBackground in hospitality, retail, customer service, or similarly fast-paced operational environments.\nStrong understanding of hospitality staffing requirements, frontline employee management, and HR compliance.\nProven experience managing end-to-end payroll processing.\nExperience reviewing timecards, overtime, and payroll discrepancies.\nFamiliarity with HRIS and payroll platforms.\nAbility to manage recruiting, onboarding, performance management, and employee relations.\nStrong organizational and documentation skills.\nAbility to develop and maintain HR processes, SOPs, and onboarding systems.\nStrong understanding of employee performance documentation and compliant separation procedures.\nExcellent written and verbal communication skills.\nBilingual English and Spanish proficiency - essential.\nAbility to communicate professionally with executive leadership and effectively with Spanish-speaking frontline employees.\nAvailability to work consistently during U.S. Central Time operational hours.\nAbility to work independently in a remote environment.\nStrong judgment when handling confidential employee and payroll information.\nRemote Work Requirements\nQuiet, private, and dedicated workspace.\nReliable high-speed internet with at least 50 Mbps download and 50 Mbps upload speeds.\nDocumented backup plan for power interruptions.\nBackup connectivity solution to maintain availability during internet disruptions.\nAbility to remain accessible during U.S. Central Time operational hours.\nPreferred Qualifications\nExperience managing HR operations across multiple hotel properties.\nExperience supporting hourly hospitality workforces.\nHands-on experience with Paylocity.\nExperience using Notion for SOPs, documentation, and knowledge management.\nProficiency with Google Workspace.\nExperience developing structured recruiting and onboarding processes.\nExperience implementing performance management frameworks.\nExperience building employee engagement and retention programs.\nExperience supporting executive leadership in a growing hospitality organization.\nDemonstrated success improving HR processes and operational efficiency.\nTools & Platforms\nPaylocity - Payroll & HRIS\nPayroll processing\nEmployee records management\nTimekeeping and attendance tracking\nPayroll discrepancy resolution\nHR reporting\nEmployee information management\nNotion - Documentation & Knowledge Management\nSOP development\nEmployee onboarding checklists\nHR documentation\nInternal knowledge libraries\nWorkflow organization\nProcess standardization\nGoogle Workspace\nGoogle Sheets\nGoogle Docs\nGoogle Drive\nGoogle Calendar\nCollaborative reporting and documentation\nAdditional Tools: Applicant Tracking Systems (ATS) | HRIS Platforms | Payroll Systems | Employee Performance Management Tools\nWhat Makes You a Strong Fit\nYou’ll likely thrive in this role if you:\nTake ownership of HR challenges and proactively solve problems.\nUnderstand the realities of managing hourly hospitality employees.\nCan manage both strategic HR initiatives and daily operational responsibilities.\nAre comfortable communicating with executives and frontline hotel employees.\nCan confidently switch between professional English and conversational Spanish.\nBelieve accountability and employee support should work together.\nProvide timely, constructive feedback and document important conversations.\nUnderstand that payroll accuracy and labor compliance require exceptional attention to detail.\nBuild systems and processes before operational problems become urgent.\nCan independently manage multiple priorities across hotel locations.\nApproach employee relations matters with professionalism, fairness, and discretion.\nEnjoy improving recruiting, onboarding, and employee retention.\nAre comfortable working remotely while remaining responsive to operational needs.\nWhat a Typical Day Looks Like\nYour day may begin by reviewing overnight payroll flags, timecard discrepancies, or compliance matters requiring immediate attention.\nYou might then review recruiting pipelines, coordinate candidate assessments, prepare offer letters, or follow up with hotel managers about open positions.\nThroughout the afternoon, you’ll connect with hotel leadership to discuss employee performance, coach managers through corrective conversations, or review employee documentation.\nYou may also update onboarding checklists or SOPs in Notion, evaluate labor cost trends, and identify opportunities to improve HR processes.\nBefore wrapping up, you’ll coordinate with executive leadership on workforce priorities, employee relations matters, and upcoming operational needs.\nIn short: You’ll ensure the right people are hired, properly onboarded, accurately paid, effectively managed, and supported throughout their employment.\nKey Metrics for Success\nTalent Acquisition\nTime-to-fill for open positions\nCandidate pipeline quality\nHiring efficiency\nNew-hire performance and retention\nReduction in hiring mismatches\nPayroll & Compliance\nPayroll accuracy\nTimely payroll processing\nTimecard accuracy\nOvertime and labor cost monitoring\nCompliance documentation completeness\nReduction in payroll discrepancies\nEmployee Experience\nEmployee retention rates\nTurnover reduction\nOnboarding completion and readiness\nEmployee engagement\nPerformance review completion\nEmployee development and internal growth\nHR Operations\nSOP documentation and adoption\nConsistency of HR processes across locations\nResponsiveness to employee and management issues\nQuality of performance documentation\nEfficiency of HR workflows\nWorkforce planning effectiveness\nWhy This Role Stands Out\nThis opportunity offers the chance to take meaningful ownership of HR operations across multiple hotel locations while working directly with executive leadership.\nYou’ll have the opportunity to:\nBuild scalable HR systems and processes.\nStrengthen recruiting and onboarding operations.\nImprove payroll accuracy and compliance.\nCoach hotel leaders on employee performance.\nDevelop initiatives that support employee engagement and retention.\nHelp shape the company’s people strategy as operations grow.\nThis is a strong fit for an HR professional who enjoys combining people leadership, operational accountability, and process improvement.\nInterview Process\nInitial Application\nSpark Hire One-Way Video Interview\nRecruiter Screening\nClient Interview\nFinal Selection & Onboarding\nSpark Hire Video Interview - Required\nAs part of the application process, all candidates are required to complete a one-way video interview through Spark Hire.\nAfter completing the first step of your application, you’ll receive a Spark Hire invitation by email with instructions to record and submit your video responses.\nCompletion of the Spark Hire video is required to be conside...","description_format":"text","description_chars":13009,"description_truncated":true,"requirements":{"experience_years_min":null,"management_years_min":null,"team_size_min":null,"manages_managers":false,"education":null,"security_clearance":false,"languages":[{"language":"Spanish","level":"Advanced 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