Director of HR, Hospitality Vertical
volarisgroupNew York (NY)
About the role
Job Summary:
The HR Director - Hospitality Vertical is a senior HR leader responsible for defining and executing the people strategy across the Hospitality Vertical. The role partners closely with the Hospitality Vertical CEO and other members of the Vertical Leadership Team, Business Unit leaders, and other HR partners. You will ensure that talent and organizational priorities support the Vertical's long-term growth, performance, and strategic objectives.
Operating within Volaris' decentralized business model, the HR Director provides strategic leadership, frameworks, and guidance while enabling Business Units to maintain appropriate autonomy. The role serves as a trusted advisor to the Vertical CEO and senior leaders on organizational effectiveness, leadership capability, talent, compensation, workforce planning, employee relations, and organisational change.
The HR Director also plays a significant role in the Hospitality Vertical's acquisition strategy, leading HR due diligence and supporting the integration of newly acquired businesses into the Vertical.
Job Description
Job Responsibilities:
People Strategy & Executive PartnershipPartner with the Hospitality Vertical CEO and other members of the Vertical Leadership Team to develop and execute a people strategy aligned with the Vertical's business objectives and long-term priorities.
Serve as a trusted advisor to the Vertical CEO, other members of the Vertical Leadership Team, and Business Unit leaders on organizational structure, leadership effectiveness, workforce planning, talent decisions, and complex employee matters.
Translate Vertical and Business Unit priorities into practical HR initiatives that strengthen organizational capability and support profitable growth.
Identify people-related risks and opportunities across the Hospitality Vertical and develop appropriate strategies to address them.
Provide leadership, direction, and guidance to HR professionals supporting businesses across the Vertical.
Talent & SuccessionLead the Hospitality Vertical's talent management strategy, including talent reviews, succession planning, leadership development, and identification of high-potential talent.
Establish consistent approaches for assessing performance, potential, leadership capability, and organizational readiness across Business Units.
Partner with the Vertical Leadership Team and Business Unit leaders to build succession pipelines for critical leadership and specialist roles.
Support leadership development initiatives and strengthen management capability throughout the Vertical.
Facilitate the movement and development of talent across Business Units and the broader Volaris organisation where appropriate.
Performance & CompensationProvide strategic leadership for performance management, goal setting, and annual performance review processes across the Hospitality Vertical.
Lead Vertical-level merit and compensation planning, including budget development, market benchmarking, and guidance to Business Unit leaders.
Partner with leadership on incentive and bonus structures that align employee outcomes with business performance.
Promote consistent compensation principles while recognising differences in business models, geography, talent markets, and organisational maturity.
Analyse workforce and compensation data to identify trends and support informed business decisions.
M&A Due Diligence & IntegrationLead the HR workstream for Hospitality Vertical acquisitions, including HR due diligence, identification of employment-related risks, and assessment of compensation, benefits, organisational structure, talent, and HR practices.
Partner with the Vertical CEO, other members of the Vertical Leadership Team, M&A, Legal, Finance, and Business Unit leadership throughout the acquisition process.
Develop and oversee HR integration plans for newly acquired businesses, balancing Volaris and Vertical requirements with the operating independence of acquired companies.
Advise leadership on organisational design, retention, leadership continuity, employee communications, and other people considerations associated with acquisitions.
Continuously improve HR due diligence and integration processes based on acquisition experience and the evolving needs of the Hospitality Vertical.
Organisational Effectiveness & ChangeAdvise the Vertical CEO, Vertical Leadership Team, and Business Unit leaders on organisational design and ensure structures, roles, and leadership capabilities support business strategy.
Lead or support significant organisational changes, including restructurings, leadership transitions, acquisitions, and organisational realignments.
Develop practical change and communication strategies that help leaders successfully implement organisational changes.
Support Business Units in building scalable people practices as their organisations grow and evolve.
HR Operations, Governance & RiskEstablish appropriate HR standards, frameworks, and governance acr
Before you apply
Applying takes about a minute. These four things decide how fast it moves after that.
Your profile is current
It's what we read first. Occupations, seniority and locations matter more than a long history.
Two examples you can talk through
Not a portfolio — just two pieces of work where you can explain the decisions and what you'd change.
A number in mind
What you're on now and what would make you move. We negotiate better when we know both.
Your notice period
Employers plan around it, and it's the question that stalls offers most often.
Once you apply, someone reads it and calls you before anything reaches the employer — usually within two working days.
More like this