Director of Transitions & Compliance

Crestline Hotels & Resorts is seeking a Corporate Director of Transitions & Compliance who will be responsible for leading strategic initiatives to enhance operational performance across Crestline Hotels & Resorts’ portfolio. This role ensures compliance, drives quality, and supports brand integrity through collaboration with senior leadership, hotel teams, and external stakeholders. The Director oversees the rollout of new programs and initiatives, manages hotel transitions during acquisitions and divestitures, and maintains high standards of operational excellence.

The preferred candidate will be based out of the Fairfax, VA Corporate office, but is open to this being a remote-based position for the right individual.

This individual will need to be available for travel for property visits and transition support.

Key Duties And Responsibilities

Labor Compliance

• Ensure adherence to labor laws and internal policies across all properties.
• Conduct quarterly audits of work schedules in CA, WA, CO, and IL for break scheduling compliance.
• Perform weekly audits of missed meals and rest breaks, with follow-up to General Managers (GMs) and Human Resources Directors (HRDs).
• Deliver annual training webinars on meal/rest break compliance by state, in partnership with HR.
• Conduct onboarding calls with new GMs/HRDs within 30 days post-transition to review compliance requirements.
• Implement systems and tools for effective tracking and monitoring of compliance items.
  
  

Hotel Transitions Oversight

• Support operational integration during property acquisitions and divestitures.
• Serve as the primary Crestline point of contact for external stakeholders during transitions.
• Maintain and communicate internal transition schedules and files.
• Lead transition calls with internal and external teams.
• Own the due diligence process for acquisitions and divestitures.
• Manage key transition tasks, including M3 account setup and administration.
• Project manages wrap-up activities for hotels exiting Crestline management, including removal from existing Crestline contracts.
  
  

Rollout of New Programs & Initiatives

• Coordinate with vendors, external resources, and internal stakeholders to implement new programs.
• Manage the rollout process, including roadmap/action plan creation and progress tracking.
  
  

Standard Operating Procedures Development & Maintenance

• Lead the reorganization, creation, updating, and standardization of operating procedures (SOPs) across all disciplines.
• Identify outdated SOPs and coordinate updates with department leaders.
• Identify, document, and disseminate operational best practices across the organization.
• Organize best practices by operational area and brand and establish vetting processes for approval.
  
  

Brand Support & Compliance

• Partner with brand teams to implement initiatives and ensure compliance with brand standards.
• Monitor brand updates and distribute key scorecards and reminders to GMs and VPOs.
• Escalate missed deadlines as necessary.
  
  

Guest Satisfaction & Quality Assurance Oversight

• Monitor guest feedback and quality assurance metrics.
• Develop and manage action plans to improve performance.
• Ensure compliance with action plans and training requirements for underperforming hotels.
• Report compliance and training status to VPOs and EVP.
  
  

Qualifications

• Bachelor’s degree in hospitality management, Business Administration, or related field.
• 7–10 years of progressive experience in hotel operations or corporate hospitality roles.
• Proven success in managing multi-property initiatives and driving operational excellence.
• Strong understanding of labor compliance, brand standards, and hotel transition processes.
• Demonstrated project management skills, including program rollout and stakeholder coordination.
• Exceptional communication, leadership, and organizational skills.
• Ability to travel as needed for property visits and transition support.
  
  

Crestline Hotels & Resorts is an Equal Opportunity Employer/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, sexual orientation, gender, identity, or disability status.