Regional Director, Human Resources (HRBP)

Title: Regional Director, Human Resources (HR Business Partner)

Location: West Loop, Chicago (4 days in office, 1 remote day per week)

Reports to: Vice President of HR

Arbor Lodging is a leading hotel investment and management company with a growing portfolio of hotels throughout the United States, Mexico, and the Caribbean. We have been entrusted by numerous partners and are approved managers for Marriott, Hilton, Hyatt, and IHG. Our service ethos is proactive and holistic, fostering an environment where guests feel truly welcomed and supported at every interaction. Our culture is people-focused, data-driven, and results-oriented.

Position Summary

The Regional Director, Human Resources (HR Business Partner) serves as the primary HR partner for an assigned portfolio of hotel properties across multiple states. This role partners closely with Regional Operations Leaders, General Managers, and department leaders to support business objectives through effective people practices, employee engagement, leadership development, and operational HR support.

This position supports the execution of enterprise HR initiatives while providing hands-on partnership in employee relations, performance management, compliance, workforce planning, talent development, and change management.

The successful candidate will foster a strong workplace culture, enhance leadership effectiveness and associate engagement, and ensure consistent HR practices across assigned properties.

Essential Duties & ResponsibilitiesHR Business Partnership

• Serve as the primary HR advisor and business partner for Regional Operations Leaders, General Managers, and hotel leadership teams.
• Provide guidance and support employee relations, performance management, leadership development, workforce planning, and organizational effectiveness.
• Develop strong partnerships across all levels of the organization to foster trust, collaboration, and accountability.
• Support the implementation and execution of HR programs, initiatives, and organizational priorities established by the Human Resources team.
• Monitor workforce trends and HR metrics to identify opportunities that support engagement, retention, and operational effectiveness.

Employee Relations & Leadership Support

• Serve as the primary escalation point for complex employee relations issues
• Conduct and support investigations involving employee complaints, workplace concerns, policy violations, and other sensitive matters.
• Provide guidance on corrective action, conflict resolution, performance concerns, and policy interpretation.
• Coach leaders on employee engagement, retention, accountability, communication, and leadership effectiveness.
• Partner with leaders to identify workforce challenges, recommend practical solutions, and support positive business outcomes.
• Champion initiatives that support a positive associate experience, strengthen engagement, and foster a culture of accountability and respect.

Talent Development & Organizational Effectiveness

• Partner with operational leadership team and the Vice President of Human Resources to support workforce planning, leadership development, talent initiatives, and retention efforts.
• Support performance management processes and development planning activities across assigned properties.
• Promote a culture of continuous learning, professional development, and career growth.

Shared Services Partnership & Employee Support

• Partner closely with Corporate Shared Services to support the effective delivery of HR programs, policies, and employee services.
• Serve as the property liaison for employee support programs, including Leave of Absence (LOA), ADA accommodations, Workers' Compensation, benefits, and related programs administered through Shared Services.
• Assist property leaders and associates in navigating complex HR matters by coordinating with Shared Services and facilitating timely resolution.
• Ensure hotel leadership teams understand and effectively utilize available HR resources and support programs.

Compliance & Risk Management

• Advise leaders on company policies, employment practices, wage and hour requirements, and risk mitigation strategies.
• Conduct periodic HR reviews and audits to ensure consistency, compliance, and operational effectiveness.
• Monitor federal, state, and local employment law changes and support compliance training across assigned properties.