Senior Director of Human Resources

Senior Director, Human Resources

A new name and a compelling charter for a proven team of experts. Arch Amenities Group was formed through the strategic acquisition of preeminent providers of hospitality and wellness-led amenity management entities, bringing together trusted leadership and innovative solutions.

Arch Amenities Group proudly operates today with the vision to help maximize the potential of spaces and the well-being of people through a full spectrum of amenity management and consulting services for commercial and residential properties, including spas, fitness centers, meetings and events spaces, private clubs and communities, pools and more. Our mission: be a partner in creating and activating spaces, delivering exceptional wellness-centered experiences for customers through elevated service, innovative products and programming, and world class technology.

The Arch in our name signifies the connections we forge between individuals to elevated amenities and experiences, spaces to their highest potential and between owners and operators to optimal engagement, utilization and revenue.

 

Position Summary:
The Senior Director of Human Resources is a key leadership role reporting to the Senior Vice President of Human Resources. This position partners with key leaders in the organization to shape the future of the business and is responsible for executing core HR functions across a highly decentralized organization consisting of 300+ operating sites and a lean corporate team.

 

The incumbent of this role will continually develop internal talent, recruit exceptional talent to address key skill gaps in the organization, foster an inclusive and high performing culture.

 

The ideal candidate is both a strategic thinker and a hands-on operator--skilled in systems, data analysis, and employee engagement--who builds trust by solving real problems for field leaders and delivering practical HR solutions at scale.

 

Key Areas of Responsibility:

• Talent Acquisition
• Onboarding Execution
• Employee Relations
• Statutory Compliance
• Performance Management and Career Planning
• Learning and Development
• Employee Engagement

Primary Duties:

• Partner with operations leaders and internal HR staff to ensure HR processes are accurate, efficient, user-friendly, and supported with clear training resources. Ensure field leaders are equipped to navigate and optimize the Human Capital Management System (HCMS) by creating standardized training and providing hands-on support.
• Act as a key member of the Readiness and Integration Team to ensure new sites and businesses are incorporated into AAG with no disruption and that all policy and practice changes are rolled out with a high degree of adoption and effectiveness.
• Lead the Talent Acquisition function with a strategic focus on candidate flow, field leader capability in recruitment and selection, and continuous improvement of centralized recruitment tools and processes.
• Monitor onboarding effectiveness through data analysis and employee feedback. Drive improvements to both systems and field-level onboarding practices to maximize early employee engagement and productivity.
• Collaborate with regional and local leaders to support consistent talent planning. Ensure critical roles are filled, individualized development plans are in place, and HR issues are resolved in a timely and effective manner.
• Provide a high level of business partnership to corporate and operational leaders, providing perspective and HR expertise. Utilize this partnership to build trust and execute good decisions that build a culture of performance and integrity.
• Utilize field operations, HR and system knowledge to design and implement HR processes and technology
• Design and implement a comprehensive performance management system aligned with company goals. Leverage ADP Workforce Now to facilitate regular check-ins, support manager training, and track organizational progress.
• Partner with the Director of Training to develop and deploy key learning programs, including Front-Line Leader Fundamentals and Service Provider Training. Use data to monitor training completion and drive ongoing improvement.
• Analyze employee engagement survey results to assess leadership effectiveness and develop targeted programs that strengthen manager performance and engagement at all levels.
• Research, Analyze and Recommend Key People Programs such as Reward and Recognition, Career and Personal Development and Learning Paths to maximize human capital engagement and capability.
• Leverage HRIS data (ADP and other systems) to improve compliance, streamline processes, and reduce costs across HR functions.