Director of People + Culture

at  Hotel Westland

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.
Nestled in the heart of Pioneer Square, Hotel Westland is poised to make its grand debut in early 2025, inviting guests to immerse themselves in the breathtaking renaissance of the Railspur District. This historic building, originally constructed in 1907 as the Manufacturers Exchange Building, built of sturdy brick and heavy timber is a testament to the craft of the hands that built it - merging and weaving the historic narratives of the great continental railways and the bustling seaport of Seattle. This soon to be iconic 120 room boutique houses three distinct food & beverage outlets, elevated amenities include a state-of-the-art fitness center and meeting spaces designed for socializing, co-working, creating, eating, drinking, and relaxing.
The hotel brings together world travelers and neighbors alike while showcasing Seattle’s rich legacy and knack for innovation through thoughtful touches from local businesses and artisans. The Railspur development links the history of Pioneer Square with Seattle’s posture towards progress and purpose, all converging and connecting in Seattle’s first neighborhood.
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.

HOW YOU LEAD

• Engage others in general conversation tactics to build rapport quickly; leading and adapting communication and presentation tactics to engage your audience; displaying adaptable interpersonal skills for a wide range of audiences and stakeholders
• Approach fact-finding and discovery missions in a collaborative effort; valuing the input and experiences of others that creates additional insight to uncover deeper issues that may need to be addressed or removed as a barrier to implementation
• Value the importance of making decisions with integrity, maintaining confidentiality across internal work groups, and knowing how to use discretion when appropriate, understanding the difference between transparency and confidentiality
• Be highly analytical in thought and recommendations; although never acting like the smartest person in the room; and continually seeking out the facts; able to express a point of view without it being driven by your ego

THE ROLE

As the Director of People & Culture, you are the guardian of the cultural pillars of People, Place, and Character that promote 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 of the property, with one (1) direct report. If you only prefer to “see the forest” and are not willing to “plant the trees,” then this is not a role for you

WHAT YOU WILL DO

• Acts as guardian of the cultural pillars of People, Place, and Character that promotes an engaging, positive, and safe work environment for all employees; implements proven practices and programs in which employees feel recognized, valued, and supported; shows courage by addressing individuals who negatively impact our aspiring culture
• Knows the pulse of the local talent pool, can be seen connecting with potentials around town; does what it takes to attract like-minded individuals, aware of local market compensation offerings to ensure the hotel is competitive; creates a seamless interviewing process, efficient background check methodology and productive onboarding process for new associates
• Demonstrates subject matter expertise for their respective field by ensuring compliance to mandatory labor laws, acts, and fair practices; is always abreast and proactive to upcoming changes for city, state, and federal labor statutes or by-laws that impact and protect our people and company; and “go-to” expert on associates benefits plans and enrollment by simplifying what may be complex information for others
• 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
• Collaborative and strategic partner to the General Manager and the Executive Committee for planning the property goals, questioning existing practices, ensuring appropriate staffing levels, coaching for performance, and heightening service levels
• Practices 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 celebrate the culture
• Demonstrates a passion for “being in the know” by spending time in departments, attending shift briefings or department meetings; exhibits servant leadership by lending a hand during “crunch” time
• Displays a collaborative spirit with peers and managers by exchanging ideas and valuing differing opinions; facilitates focus groups and identifies methods for employees to voice ideas or recommendations and ensures remedies are implemented
• Knows how to keep a secret, able to investigate matters confidentially, and be a confidant to all associates by maintaining discretion in sensitive manners; can take their “HR” hat off based on the situation and coach peers and managers to address performance concerns with their associates
• Uses various communication channels to guarantee people are “in the know” by using traditional methods to modern practices; ensures messaging represents the brand and is meaningful to all associates. Ensure inclusivity by utilizing translation resources to relay information to other represented languages when applicable and feasible