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 organizational 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 Partnership
- Partner 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 & Succession
- Lead 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 organization where appropriate.
Performance & Compensation
- Provide 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 recognizing differences in business models, geography, talent markets, and organizational maturity.
- Analyze workforce and compensation data to identify trends and support informed business decisions.
M&A Due Diligence & Integration
- Lead the HR workstream for Hospitality Vertical acquisitions, including HR due diligence, identification of employment-related risks, and assessment of compensation, benefits, organizational 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 organizational 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.
Organizational Effectiveness & Change
- Advise the Vertical CEO, Vertical Leadership Team, and Business Unit leaders on organizational design and ensure structures, roles, and leadership capabilities support business strategy.
- Lead or support significant organizational changes, including restructurings, leadership transitions, acquisitions, and organizational realignments.
- Develop practical change and communication strategies that help leaders successfully implement organizational changes.
- Support Business Units in building scalable people practices as their organizations grow and evolve.
HR Operations, Governance & Risk
- Establish appropriate HR standards, frameworks, and governance across the Hospitality Vertical while preserving Volaris' decentralized operating philosophy.
- Ensure Business Units maintain effective HR practices and comply with applicable employment requirements in the jurisdictions in which they operate.
- Partner with Legal and external advisors on complex employment matters and significant employee relations issues.
- Provide oversight and guidance related to HR systems, policies, benefits, payroll, and other HR operational processes where Vertical-level coordination creates value.
- Use workforce analytics and HR metrics to identify trends, risks, and opportunities and provide meaningful insights to the Vertical CEO and Vertical Leadership Team.
Job Requirements:
Required Training and Education:
- Bachelors degree in Business Administration, HR Management or similar equivalent
Desired Training and Education:
- Master's Degree in Business Administration, HR Management or HR Certification
Certification or Licensing:
- Not required but preferred
Required Experience:
- 10+ years of progressive HR leadership experience, preferably supporting multiple businesses, divisions, or geographic regions.
- Experience operating as a strategic HR partner to CEOs, senior executives and business leaders.
- Strong experience in talent management, succession planning, organizational design and compensation.
- Demonstrated experience supporting mergers and acquisitions, including HR due diligence and post-acquisition integration.
- Strong understanding of employment practices, employee relations, and HR risk management.
- Demonstrated ability to operate effectively in a decentralized, entrepreneurial environment.
- Strong commercial and financial acumen with the ability to connect people decisions to business performance.
- Excellent judgment, communication, influencing, and relationship-building skills.
- Ability to balance strategic leadership with hands-on execution when required.
Salary and Additional Pay*
Base salary range: $160,000 - $200,000
Other compensation: This position is eligible to participate in the discretionary company bonus plan.
- Individual compensation packages are based on various factors unique to each candidate, including skill set, experience, qualifications and other job-related reasons
Worker Type:
Regular
Number of Openings Available:
1