HR Director of Sales and Marketing

Job Summary

The Director of Human Resources – Sales & Marketing will oversee all aspects of human resources for the Sale, Marketing, and the corporate office. The Director of Human Resources Sales and Marketing supports the organization’s revenue and brand growth by aligning people strategies with business performance goals. This role serves as a strategic partner to Sales and Marketing leadership, driving initiatives that enhance talent acquisition, performance management, and organizational culture. The Director ensures the recruitment, development, and retention of high-performing professionals who embody the brand’s values and deliver measurable results.

By integrating HR best practices with sales and marketing objectives, the Director fosters a results-oriented, collaborative, and innovative workplace culture. Through data-driven insights, targeted development programs, and performance-based recognition systems, this leader optimizes workforce effectiveness, strengthens employee engagement, and supports long-term business success.

Focus

Strategic Leadership

• Implement and communicate the strategic and operational direction of the Human Resources division in alignment with organizational and sales objectives.
• Serve as a visible, engaged leader who fosters a culture of transparency, open communication, and continuous feedback across all departments.
• Develop and manage the division’s performance metrics; utilize data-driven insights to enhance operational efficiency and achieve goals.
• Design and oversee HR programs, policies, and standards to ensure consistency, compliance, and organizational effectiveness.
• Cultivate a growth-oriented culture that emphasizes learning, professional development, and leadership coaching at all levels of the organization.

Talent Acquisition

• Develop and execute talent acquisition strategies that align with organizational goals and workforce planning needs.
• Oversee the full-cycle recruitment process, including sourcing, screening, interviewing, selection, and onboarding.
• Build and maintain a strong employer brand that attracts top-tier candidates and reflects company culture and values.
• Partner with department leaders to define hiring needs, job descriptions, and success profiles for key roles.
• Leverage data and analytics to measure recruitment effectiveness, time-to-fill, and quality-of-hire metrics.
• Cultivate relationships with external recruiting partners, universities, and professional networks to expand talent pipelines.

Communication and Team Collaboration

• Lead with a positive, proactive, and inclusive approach that values diverse perspectives and empowers team members to make informed decisions.
• Establish and maintain effective communication and feedback systems to promote alignment, collaboration, and organizational transparency.
• Maintain a strong, visible presence throughout the organization—building trust, engaging with team members, and recognizing achievements.
• Partner with fellow directors and cross-functional leaders to strengthen and expand the impact of company-wide programs, initiatives, and policies.

Decision-Making and Initiative

• Leverage data and analytics to assess departmental performance, efficiency, and workforce productivity.
• Develop and execute short- and long-term strategies that drive excellence, engagement, and optimize human capital outcomes.
• Promote a culture of accountability, ownership, and integrity across HR and organizational functions.
• Demonstrate a balanced decision-making approach that integrates quantitative analysis with human insight and awareness of evolving industry trends.

Professional Development and Mentorship

• Exhibit a commitment to continuous professional growth through ongoing education, certification, and engagement in industry organizations.
• Mentor and coach managers and high-potential employees to strengthen leadership pipelines and support succession planning.
• Champion a culture of continuous learning by promoting professional development opportunities both within and beyond the workplace.
• Develop and implement forward-thinking organizational strategies and initiatives that reflect emerging industry practices and align with the company’s evolving needs.

Qualifications

• Bachelor’s degree in human resources, Business Administration, or a related field (Master’s preferred).
• 8–10 years of progressive HR experience, including a minimum of 5 years in a senior leadership role—preferably within the hospitality, resort, sales, or service industries.
• Comprehensive knowledge of HR strategy, operations, employment law, and organizational development.
• Proven ability to lead, inspire, and influence cross-functional teams and senior leadership.
• Exceptional communication, interpersonal, and analytical skills.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Core Competencies

• Strategic Leadership & Vision
• Employee Engagement & Communication
• Recruitment and Retention of Talent
• Decision-Making & Accountability
• Coaching & Talent Development
• Collaboration & Partnership
• Integrity & Professionalism
• Continuous Improvement & Innovation

For more information, contact Lee Lorimer at llorimer@resortscompanies.com.