Director of People + Culture
Aparium Hotel Group, Des Moines, IA, United States
Reports to the General Manager, the position is exempt
WHO WE ARE Hotels done differently. At Aparium, we believe in the power of People, Place and Character. We ensure our hotels are a place where individuals are valued and celebrated, elevating our associates’ pride in who they are, where they live and who we serve. Our hotel is a tribute to the neighborhoods and the people of the communities where we operate.
Located in the historic Hippee Building in downtown Des Moines, Surety Hotel celebrates the city’s past while helping shape its future. Housed in a beautifully restored, 1913 Beaux-Arts landmark and now part of Marriott’s Autograph Collection, Surety blends independent character with world-class hospitality. Inspired by the meaning of a surety bond, we make a promise as well; unmatched service, incredible design, and a superior level of hospitality rooted in connection and community. With 137 guest rooms and suites, vibrant gathering spaces, and onsite dining at Mulberry Street Tavern, Surety is both a destination for travelers and a point of pride for the City of Certainties.
The hotel is managed by Aparium Hotel Group. Founded in 2011, Aparium is driven by the belief that all hospitality experiences should be fueled by the poetics of their surroundings and was born with an intense focus on unearthing the amazing moments unique to every city. Since its founding, Aparium has grown into a new kind of hotel brand, one that ventures off the beaten path, both geographically and philosophically. Recognized by Travel + Leisure World’s Best Awards as a leading hotel brand, Aparium is known for its singular ability to combine the business acumen of large hospitality companies with the charm of boutique hotels, bringing the disparate forces together in bustling, smaller markets.
WHO YOU ARE Your past experiences have led you to understand that there is an art + science to the how and what an HR professional is responsible for; not all remedies can be outlined in a policy or noted in a handbook. You are an advocate for the employees and in return understand the strategic direction of the business and how people drive the success of the company. In the past, you have read those articles of why people dislike an HR department and said to yourself, “I agree – I too want to humanize the role and responsibilities of HR.” The passion you have for the business you’re in has led you to interpret a P+L, understand the current marketing strategy and challenge the status quo. You continually find ways to partner with your peers to identify a better way of doing things and have the grit and tenacity to see it through.
THE ROLE We believe every individual should be proud of who they are, where they come from, and take pride in who we serve. We are in search of a diverse leader for the role of Director of People + Culture. The leader of People + Culture (HR) is the guardian of the cultural pillars of People, Place, and Character that promotes an engaging, positive and safe work environment for all employees; implementing proven practices and programs in which employees feel recognized, valued and supported. This position leads all facets of the function for the hotel, with (2) two direct reports. If someone only prefers to “see the forest” and not willing to “plant the trees” then this is not the role for them.
WHAT YOU WILL DO
Act as guardian of the cultural pillars of People, Place and Character that promotes an engaging, positive and safe work environment for all employees
Implement proven practices and programs in which employees feel recognized, valued and supported; showing courage by addressing individuals who negatively impact our aspiring culture
Know the pulse of the local talent pool, do what it takes to attract like‑minded individuals, being aware of local market compensation offerings to ensure the hotel is competitive; creating a seamless interviewing process, efficient background check methodology and productive onboarding process for new associates
Demonstrate subject matter expertise for your field by ensuring compliance to mandatory labor laws, acts and fair practices; always being aware and proactive to upcoming changes for the city, state, and federal labor statutes or by‑laws that impact and protect our people and company
Be the “go‑to” expert on associate benefit plans and enrollment by simplifying what may be complex information for others
Be fluent in people metrics and performance management practices that drive a high performing culture, which includes owning the corrective action process, meaningful performance discussions, impactful training solutions, mature facilitation skills and guiding career development progression that drives the company’s people and business strategy
Act as a collaborative and strategic partner to the General Manager and the Executive Committee for planning the hotel’s goals, questioning existing practices, ensuring appropriate staffing levels, coaching for performance and heightening service levels
Practice sound financial decisions to ensure the appropriate budgets are in place and adhered to that provide the necessary resources, events and programs for the recognition, rewards, and development of the people and celebrates the culture
Demonstrate a passion for “being in the know” by spending time in departments, attending shift briefings or department meetings; exhibiting servant leadership by lending a hand during “crunch” time
Display a collaborative spirit with peers and managers by exchanging ideas and valuing differing opinions; facilitating focus groups and identifying methods for employees to voice ideas or recommendations and ensuring remedies are implemented
Know how to keep a secret, being able to investigate matters in a confidential manner and be a confidant to all associates by maintaining discretion in sensitive manners; being willing to take your “HR” hat off based on the situation, and coach peers and managers to address performance concerns with their associates
Use various communication channels to guarantee people are “in the know” by using traditional methods to modern practices; ensuring messaging represents the brand and is meaningful to all associates
The list of responsibilities above is just the beginning of the adventure. Be prepared for more exciting challenges! You might be called on to tackle extra duties or tasks not listed here, all to meet the ever‑changing needs of the organization.
HOW YOU WILL LEAD
Highly analytical in thought and recommendations; although will never act like the smartest person in the room, and continually seek out the facts; can express a point of view without it being driven by an ego
Engages others in general conversation tactics to build rapport quickly, and can lead and adapt communication and presentation tactics to engage an audience; displays adaptable interpersonal skills for a wide range of audiences and stakeholders
Approaches fact‑finding and discovery missions in a collaborative effort; values input and experiences of others that creates additional insight to uncover deeper issues that need to be addressed or removed as a barrier to implementation
Passionate in driving results of their effort and others; can influence others to take direction to execute on the strategy through tactical methods, and is comfortable in prioritizing their work and that of others
Comfortable in being a “general” in identifying strategic needs, yet can be a “soldier” to ensure the implementation of a strategic plan is implemented
Values the importance of making decisions with integrity, maintaining confidentiality across internal workgroups, and knows how to use discretion when appropriate; understands the difference between transparency and confidentiality.
WHAT YOU WILL NEED
A minimum of (5) five years of progressive HR Generalist responsibilities within an upscale and people‑focused environment
Bachelor’s degree, or (7) seven years of experience showing progress to a director level responsibilities, we like to see that you have worked yourself up the ranks, so you understand the responsibilities and tasks of your team
SHRM Certification respected, though not required
Advanced knowledge of state and federal labor laws, statutes and acts
Professional proficiency in the English language, in reading, writing and verbal communication
As an Equal Opportunity Employer, Aparium Hospitality Services celebrates diversity and is committed to creating an equitable and inclusive environment, and a sense of belonging for all employees. We do not discriminate and believe every individual should be proud of who they are, where they come from, and take pride in who we serve. Aparium is an E‑Verify employer.
#J-18808-Ljbffr
WHO WE ARE Hotels done differently. At Aparium, we believe in the power of People, Place and Character. We ensure our hotels are a place where individuals are valued and celebrated, elevating our associates’ pride in who they are, where they live and who we serve. Our hotel is a tribute to the neighborhoods and the people of the communities where we operate.
Located in the historic Hippee Building in downtown Des Moines, Surety Hotel celebrates the city’s past while helping shape its future. Housed in a beautifully restored, 1913 Beaux-Arts landmark and now part of Marriott’s Autograph Collection, Surety blends independent character with world-class hospitality. Inspired by the meaning of a surety bond, we make a promise as well; unmatched service, incredible design, and a superior level of hospitality rooted in connection and community. With 137 guest rooms and suites, vibrant gathering spaces, and onsite dining at Mulberry Street Tavern, Surety is both a destination for travelers and a point of pride for the City of Certainties.
The hotel is managed by Aparium Hotel Group. Founded in 2011, Aparium is driven by the belief that all hospitality experiences should be fueled by the poetics of their surroundings and was born with an intense focus on unearthing the amazing moments unique to every city. Since its founding, Aparium has grown into a new kind of hotel brand, one that ventures off the beaten path, both geographically and philosophically. Recognized by Travel + Leisure World’s Best Awards as a leading hotel brand, Aparium is known for its singular ability to combine the business acumen of large hospitality companies with the charm of boutique hotels, bringing the disparate forces together in bustling, smaller markets.
WHO YOU ARE Your past experiences have led you to understand that there is an art + science to the how and what an HR professional is responsible for; not all remedies can be outlined in a policy or noted in a handbook. You are an advocate for the employees and in return understand the strategic direction of the business and how people drive the success of the company. In the past, you have read those articles of why people dislike an HR department and said to yourself, “I agree – I too want to humanize the role and responsibilities of HR.” The passion you have for the business you’re in has led you to interpret a P+L, understand the current marketing strategy and challenge the status quo. You continually find ways to partner with your peers to identify a better way of doing things and have the grit and tenacity to see it through.
THE ROLE We believe every individual should be proud of who they are, where they come from, and take pride in who we serve. We are in search of a diverse leader for the role of Director of People + Culture. The leader of People + Culture (HR) is the guardian of the cultural pillars of People, Place, and Character that promotes an engaging, positive and safe work environment for all employees; implementing proven practices and programs in which employees feel recognized, valued and supported. This position leads all facets of the function for the hotel, with (2) two direct reports. If someone only prefers to “see the forest” and not willing to “plant the trees” then this is not the role for them.
WHAT YOU WILL DO
Act as guardian of the cultural pillars of People, Place and Character that promotes an engaging, positive and safe work environment for all employees
Implement proven practices and programs in which employees feel recognized, valued and supported; showing courage by addressing individuals who negatively impact our aspiring culture
Know the pulse of the local talent pool, do what it takes to attract like‑minded individuals, being aware of local market compensation offerings to ensure the hotel is competitive; creating a seamless interviewing process, efficient background check methodology and productive onboarding process for new associates
Demonstrate subject matter expertise for your field by ensuring compliance to mandatory labor laws, acts and fair practices; always being aware and proactive to upcoming changes for the city, state, and federal labor statutes or by‑laws that impact and protect our people and company
Be the “go‑to” expert on associate benefit plans and enrollment by simplifying what may be complex information for others
Be fluent in people metrics and performance management practices that drive a high performing culture, which includes owning the corrective action process, meaningful performance discussions, impactful training solutions, mature facilitation skills and guiding career development progression that drives the company’s people and business strategy
Act as a collaborative and strategic partner to the General Manager and the Executive Committee for planning the hotel’s goals, questioning existing practices, ensuring appropriate staffing levels, coaching for performance and heightening service levels
Practice sound financial decisions to ensure the appropriate budgets are in place and adhered to that provide the necessary resources, events and programs for the recognition, rewards, and development of the people and celebrates the culture
Demonstrate a passion for “being in the know” by spending time in departments, attending shift briefings or department meetings; exhibiting servant leadership by lending a hand during “crunch” time
Display a collaborative spirit with peers and managers by exchanging ideas and valuing differing opinions; facilitating focus groups and identifying methods for employees to voice ideas or recommendations and ensuring remedies are implemented
Know how to keep a secret, being able to investigate matters in a confidential manner and be a confidant to all associates by maintaining discretion in sensitive manners; being willing to take your “HR” hat off based on the situation, and coach peers and managers to address performance concerns with their associates
Use various communication channels to guarantee people are “in the know” by using traditional methods to modern practices; ensuring messaging represents the brand and is meaningful to all associates
The list of responsibilities above is just the beginning of the adventure. Be prepared for more exciting challenges! You might be called on to tackle extra duties or tasks not listed here, all to meet the ever‑changing needs of the organization.
HOW YOU WILL LEAD
Highly analytical in thought and recommendations; although will never act like the smartest person in the room, and continually seek out the facts; can express a point of view without it being driven by an ego
Engages others in general conversation tactics to build rapport quickly, and can lead and adapt communication and presentation tactics to engage an audience; displays adaptable interpersonal skills for a wide range of audiences and stakeholders
Approaches fact‑finding and discovery missions in a collaborative effort; values input and experiences of others that creates additional insight to uncover deeper issues that need to be addressed or removed as a barrier to implementation
Passionate in driving results of their effort and others; can influence others to take direction to execute on the strategy through tactical methods, and is comfortable in prioritizing their work and that of others
Comfortable in being a “general” in identifying strategic needs, yet can be a “soldier” to ensure the implementation of a strategic plan is implemented
Values the importance of making decisions with integrity, maintaining confidentiality across internal workgroups, and knows how to use discretion when appropriate; understands the difference between transparency and confidentiality.
WHAT YOU WILL NEED
A minimum of (5) five years of progressive HR Generalist responsibilities within an upscale and people‑focused environment
Bachelor’s degree, or (7) seven years of experience showing progress to a director level responsibilities, we like to see that you have worked yourself up the ranks, so you understand the responsibilities and tasks of your team
SHRM Certification respected, though not required
Advanced knowledge of state and federal labor laws, statutes and acts
Professional proficiency in the English language, in reading, writing and verbal communication
As an Equal Opportunity Employer, Aparium Hospitality Services celebrates diversity and is committed to creating an equitable and inclusive environment, and a sense of belonging for all employees. We do not discriminate and believe every individual should be proud of who they are, where they come from, and take pride in who we serve. Aparium is an E‑Verify employer.
#J-18808-Ljbffr