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Regional HR Director (HRBP)

July 18, 2026

Title: Regional Director, Human Resources (HR Business Partner) Location: West Loop, Chicago (4 days in office, 1 remote day per week) Reports to: Vice President of HR Arbor Lodging is a leading hotel investment and management company with a growing portfolio of hotels throughout the United States, Mexico, and the Caribbean. We have been entrusted by numerous partners and are approved managers for Marriott, Hilton, Hyatt, and IHG. Our service ethos is proactive and holistic, fostering an environment where guests feel truly welcomed and supported at every interaction. Our culture is people-focused, data-driven, and results-oriented. Position Summary The Regional Director, Human Resources (HR Business Partner) serves as the primary HR partner for an assigned portfolio of hotel properties across multiple states. This role partners closely with Regional Operations Leaders, General Managers, and department leaders to support business objectives through effective people practices, employee engagement, leadership development, and operational HR support. This position supports the execution of enterprise HR initiatives while providing hands-on partnership in employee relations, performance management, compliance, workforce planning, talent development, and change management. The successful candidate will foster a strong workplace culture, enhance leadership effectiveness and associate engagement, and ensure consistent HR practices across assigned properties. Essential Duties & Responsibilities HR Business Partnership <ul><li>Serve as the primary HR advisor and business partner for Regional Operations Leaders, General Managers, and hotel leadership teams. </li><li>Provide guidance and support employee relations, performance management, leadership development, workforce planning, and organizational effectiveness. </li><li>Develop strong partnerships across all levels of the organization to foster trust, collaboration, and accountability. </li><li>Support the implementation and execution of HR programs, initiatives, and organizational priorities established by the Human Resources team. </li><li>Monitor workforce trends and HR metrics to identify opportunities that support engagement, retention, and operational effectiveness. </li></ul> Employee Relations & Leadership Support <ul><li>Serve as the primary escalation point for complex employee relations issues </li><li>Conduct and support investigations involving employee complaints, workplace concerns, policy violations, and other sensitive matters. </li><li>Provide guidance on corrective action, conflict resolution, performance concerns, and policy interpretation. </li><li>Coach leaders on employee engagement, retention, accountability, communication, and leadership effectiveness. </li><li>Partner with leaders to identify workforce challenges, recommend practical solutions, and support positive business outcomes. </li><li>Champion initiatives that support a positive associate experience, strengthen engagement, and foster a culture of accountability and respect. </li></ul> Talent Development & Organizational Effectiveness <ul><li>Partner with operational leadership team and the Vice President of Human Resources to support workforce planning, leadership development, talent initiatives, and retention efforts. </li><li>Support performance management processes and development planning activities across assigned properties.</li><li>Promote a culture of continuous learning, professional development, and career growth. </li></ul> Shared Services Partnership & Employee Support <ul><li>Partner closely with Corporate Shared Services to support the effective delivery of HR programs, policies, and employee services. </li><li>Serve as the property liaison for employee support programs, including Leave of Absence (LOA), ADA accommodations, Workers' Compensation, benefits, and related programs administered through Shared Services. </li><li>Assist property leaders and associates in navigating complex HR matters by coordinating with Shared Services and facilitating timely resolution. </li><li>Ensure hotel leadership teams understand and effectively utilize available HR resources and support programs. </li></ul> Compliance & Risk Management <ul><li>Advise leaders on company policies, employment practices, wage and hour requirements, and risk mitigation strategies. </li><li>Conduct periodic HR reviews and audits to ensure consistency, compliance, and operational effectiveness. </li><li>Monitor federal, state, and local employment law changes and support compliance training across assigned properties. </li></ul> Qualifications <ul><li>Bachelor's degree in Human Resources, Business Administration, or a related field required. </li><li>7+ years of progressive Human Resources experience with a focus on HR Business Partnering, multi-site operations, employee relations, or regional HR leadership. </li><li>Hospitality, hotel management, restaurant, retail, or other multi-location service industry experience strongly preferred. </li><li>Strong knowledge of employee relations, investigations, performance management, leadership coaching, and organizational effectiveness. </li><li>Working knowledge of employment laws and regulations, including ADA, FMLA, leave administration, Workers' Compensation, EEO, and wage and hour requirements. </li><li>Proven ability to build relationships, influence leaders, and manage sensitive employee situations with professionalism and discretion. </li><li>Strong problem-solving, critical-thinking, decision-making and time management skills. </li><li>Excellent communication, coaching, conflict resolution, and consulting abilities. </li><li>Master's degree in Human Resources, Business Administration, or a related field is welcomed but not required. </li><li>Professional HR certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are welcomed but not required. </li><li>Ability to travel approximately 25%. </li></ul> Benefits: <ul><li>Competitive salary </li><li>Annual review with increase potential </li><li>401k program with company match </li><li>Medical, Dental, and Vision insurance available to eligible employees </li><li>Wellness benefits available to eligible employees </li></ul> Arbor’s Guiding Principles: Arbor Lodging focuses on Five Guiding Principles to foster a culture where growth, development, and progression thrive within the properties: Do the Right Thing - Operate and act with integrity in all you do even when it is not convenient. Lead with Heart - Be kind, passionate and hospitable. Be Accountable - Take ownership and deliver results. Aim Higher - Go above and beyond to exceed expectations and pursue thoughtful change. Celebrate Differences - Embrace diversity; respect individual opinions and ideas. $100,000-$110,000K Pay is based upon several factors including but not limited to local labor markets, education, work experience, certifications, etc. We comply with all minimum wage laws as applicable. In addition to your annual salary, we offer a comprehensive benefits package, and 401k contributions (all benefits are subject to eligibility requirements). Arbor Lodging Management provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, Arbor Lodging Management complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...