Director of People and Hotel Operations

Application Process (Quick + Intentional)To apply, please submit a Loom video (3 minutes or less) answering the questions below and send to lauren@What does your ideal day or week look like when you're overseeing multiple properties and teams? How do you structure your time between people, properties, and problem-solving?If you stepped into this role tomorrow and there were no clear systems in place, what would be your first 30 days? What would you prioritize building first and why?How do you ensure on-site teams are actually following processes and standards day-to-day (not just saying they are)? Walk us through what you put in place.When you visit a property, what are the first things you look for and how do you assess if the team is performing at a high level?Give an example of how you've implemented checklists, SOPs, or standards across multiple locations. How did you roll it out and enforce adoption?How do you typically communicate issues or updates to leadership and ownership? What does that cadence and format look like for you?In a fast-moving environment, how do you prioritize when multiple issues are happening across different properties at once?Which PMS and CRM systems have you used before and what is your expertise working with them?Compensation: $100K-$200K total compensation (base + performance-based incentives)OverviewSomers Collection is a fast-growing hospitality company building a portfolio of boutique hotels, and we're looking for a hands-on operator with a strong hotel + HR background to help us build and scale our on-site team infrastructure.You will own the people, processes, and property-level execution across our portfolio "” ensuring our teams are performing, our standards are upheld, and our assets are operating efficiently from acquisition through day-to-day operations. Bilingual in Spanish is required.What You'll OwnTeam Leadership, Hiring & AccountabilityOversee all on-site teams across properties (housekeeping, front desk, maintenance support)Lead hiring, onboarding, performance management, and terminationsSet clear KPIs and hold teams accountable through structured check-ins and scorecardsQuickly address underperformance with coaching, PIPs, or staffing changesHR Systems, Onboarding & CultureBuild and implement structured onboarding processes for both new hires and new propertiesCreate and maintain SOPs, training materials, and employee standardsImplement and enforce brand standards across all properties (including dress code and presentation)Ensure compliance with HR best practices and employment regulationsProperty Standards & Field ExecutionVisit properties regularly to ensure consistent execution and qualityImplement and enforce operational checklists across all teamsEnsure properties are clean, organized, and operating at a high standardIdentify gaps in real time and drive resolutionAsset Management & New Property IntegrationSupport due diligence during acquisitions (operational + team assessment)Lead transition and onboarding of newly acquired hotels into our systems and standardsBuild and execute onboarding checklists for new properties to ensure smooth integrationIdentify operational improvements and cost efficiencies at each assetFinancial Oversight & ComplianceManage vendor bills and approvals through Oversee property-level financial responsibilities including:TOT (Transient Occupancy Tax) filings and paymentsProperty tax coordinationInsurance sourcing and renewalsQuarterly reporting coordinationEnsure all financial and compliance-related items are handled accurately and on timeCross-Team Coordination & CommunicationAct as the primary bridge between on-site teams, leadership, and ownershipCommunicate with project management on repairs, upgrades, and property needsProvide regular performance and status updates to ownershipServe as point of contact for city or regulatory outreach as neededStep in on escalated guest issues when required and ensure resolutionWhat This Role RequiresComfortable operating in a startup environment "” building systems from the ground upAble to wear multiple hats and shift between strategy and executionWilling to be in the field regularly and lead from the frontStrong communicator who can manage teams, vendors, and stakeholders effectivelyHigh ownership mindset "” nothing slips through the cracksWho You Are5+ years in hotel operations, hospitality management, or multi-property oversightStrong background in HR, team leadership, and performance managementExperience with property onboarding, transitions, or new openings strongly preferredFamiliar with hotel-level financial operations (taxes, vendor management, reporting)Highly organized, detail-oriented, and process-drivenDirect, accountable, and comfortable having tough conversationsScrappy, proactive, and solutions-orientedBilingual in Spanish requiredSuccess Looks LikeStandardized onboarding and SOPs across all propertiesHigh-performing, accountable on-site teamsConsistent property standards and executionSmooth onboarding of new acquisitionsClean, timely financial and compliance processes (taxes, reporting, vendors)Clear communication across teams, leadership, and ownershipIssues identified early and resolved quicklyCompensation: $100K-$200K total compensation (base + performance-based incentives)Application Process (Quick + Intentional)To apply, please submit a Loom video (3 minutes or less) answering the questions below and send to lauren@What does your ideal day or week look like when you're overseeing multiple properties and teams? How do you structure your time between people, properties, and problem-solving?If you stepped into this role tomorrow and there were no clear systems in place, what would be your first 30 days? What would you prioritize building first and why?How do you ensure on-site teams are actually following processes and standards day-to-day (not just saying they are)? Walk us through what you put in place.When you visit a property, what are the first things you look for and how do you assess if the team is performing at a high level?Give an example of how you've implemented checklists, SOPs, or standards across multiple locations. How did you roll it out and enforce adoption?How do you typically communicate issues or updates to leadership and ownership? What does that cadence and format look like for you?In a fast-moving environment, how do you prioritize when multiple issues are happening across different properties at once?Which PMS and CRM systems have you used before and what is your expertise working with them?

Created: 2026-05-08