Human Resources Director

Tiempo Completo

The Loren is a collection of remarkable residences, hotels and restaurants that stand for something more, for culture, for beauty, for community and for conservation. The Loren at Pink Beach in Bermuda opened in 2017 as a masterpiece of modern architecture harmoniously integrated into the coastline. The Loren at Lady Bird Lake in Austin opened in 2023, bringing the brand’s design-forward philosophy to the edge of the city’s iconic waterway. The Loren at Turtle Cove, in Providenciales, is the next property to open, and C12 is actively expanding the portfolio beyond it.

This role is two roles in sequence. Through pre-opening, the Director of Human Resources builds the property’s HR function from nothing, working directly alongside the Head of HR at group: workforce plan, work permit strategy, compensation structure, policies, systems, and the recruitment and onboarding engine that will staff the hotel. At opening, the same person becomes the senior HR leader of a live luxury property, partnering with the General Manager and the Executive Committee and supported by an HR Manager or Coordinator.

The property will open with approximately 130 employees and grow to roughly 185 at seasonal peak. A significant share of that workforce will require work permits and employer-provided accommodation, which makes immigration strategy, government relationships, and the local talent pipeline central to the role rather than administrative to it.

C12 is the owner and brand operator. There is no third-party operator and no inherited HR function, so the processes, templates, and systems this role depends on will be created by the person in the seat, informed by what already works at our other properties.

• General Manager (direct manager). Workforce planning, organizational structure, leadership hiring, employee relations, and the people dimension of the pre-opening critical path.
• Head of Human Resources, C12 (dotted line). Group standards, policy architecture, systems selection, compensation philosophy, and cross-property consistency. A close working partnership through pre-opening in particular.
• Executive Committee and Department Heads. Manning guides, recruitment sequencing, training readiness, performance management, and departmental onboarding.
• Finance. Payroll operations, staffing budget, headcount reporting, and the labour cost line.
• Government and statutory bodies. The Immigration Department, the Labour Department, the National Insurance Board, and the National Health Insurance Plan, including the five-year staffing plan and the commitments that sit behind our work permit applications.

• Pre-Opening Workforce Planning and Mobilization: Own the pre-opening people plan end to end, including the manning guide by department, the hiring calendar worked back from the opening date, and the dependencies between recruitment, work permit timing, employee accommodation readiness, and training capacity. Flag critical path risk to the General Manager and group HR early and with options.
• Work Permits, Immigration, and Labour Compliance: Own the work permit process end to end, including application preparation, submission timing, renewals, and the relationships with the Immigration and Labour Departments. Maintain the five-year staffing plan and the local-to-expatriate manning ratio, and ensure the property operates in full compliance with the Employment Ordinance and all statutory registration and contribution requirements.
• Talent Acquisition and Onboarding: Build and run recruitment for every department, from leadership through line, using local, regional, and international channels. Own job descriptions, selection standards, offer management, pre-employment checks, orientation, and induction, and ensure onboarding throughput can keep pace with the hiring calendar.
• HR Systems, Payroll, and Records: Select, implement, and own the property’s HR information system, time and attendance, and payroll arrangements in coordination with group HR and Finance, with an eye to consistency and economies of scale across the portfolio. Own employee records, audit readiness, and the accuracy of staffing, turnover, and absence reporting.
• Compensation, Benefits, and Policy: Build the property’s compensation structure and benefits offering against local market data and group standards, and maintain it as the market moves. Author the employee handbook and HR policies for Turks and Caicos, aligned to the group policy architecture and reviewed with local counsel.
• Employee Relations and Staff Accommodation: Serve as the property’s point of accountability for employee relations, including grievances, investigations, disciplinary matters, and terminations, ensuring every action is documented and defensible. Partner on the management of employee accommodation and the standards that govern it, recognizing that housing and employment issues frequently intersect.
• Learning, Development, and the Local Talent Pipeline: Establish the annual training plan, including brand and service standards, supervisory and leadership development, and mandatory compliance training. Build the pipeline that raises our share of local employees over time, including internships, apprenticeships, and partnerships with schools and training institutions on island.
• Leadership and Business Partnership: Lead, coach, and develop the HR team as it grows from one to a department. Advise the General Manager and Executive Committee on organizational structure, engagement, retention, and succession, and contribute to business planning as a member of the property’s leadership team. Own the HR and training budgets and contribute to the annual staffing budget.

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• 7+ years of progressive HR experience, including at least 3 years at Director or senior Manager level in hospitality, hotels, or resorts
• Working knowledge of Turks and Caicos Islands employment legislation, immigration and work permit requirements, and statutory contribution obligations, or demonstrable equivalent expertise in a comparable Caribbean jurisdiction
• Demonstrated experience owning work permit processing and government-facing workforce compliance, including applications, renewals, and staffing plan commitments
• Experience building HR infrastructure rather than inheriting it: handbooks, policies, job architecture, HRIS, or recruitment and onboarding processes created from scratch
• Full-cycle recruitment experience at volume, including multi-department hiring against fixed deadlines
• Strong employee relations judgment, with direct experience of grievances, investigations, disciplinary process, and termination in a compliance-sensitive environment
• Comfort operating as a department of one through a build phase, with the credibility to partner with a General Manager and an Executive Committee
• Right to work in the Turks and Caicos Islands, or eligibility to obtain it

• Pre-opening experience at a hotel or resort, or significant involvement in a major property expansion
• Luxury or ultra-luxury hospitality background
• Existing relationships with the Immigration and Labour Departments and with local recruitment, training, and education channels
• Experience managing employee accommodation, whether owned or leased
• Master’s degree in Human Resource Management, or SHRM, HRCI, or CIPD certification
• Experience with BambooHR or a comparable HRIS, and with payroll implementation or migration
• Experience working within a multi-property group and contributing to shared standards across locations

• Base salary commensurate with experience, plus performance bonus
• All statutory benefits under Turks and Caicos Islands law, including National Insurance Board and National Health Insurance Plan contributions, annual leave, public holidays, and sick leave
• Enhanced benefits under C12’s global plan, which sets a group-wide standard above local statutory minimums across our portfolio, including our global parental leave standard
• Duty meals, uniform or allowance where applicable, and relocation support where required

C12 is committed to the development and advancement of Turks and Caicos Islanders, and to building a workforce that reflects the community we operate in. In accordance with Turks and Caicos Islands immigration and labour policy, preference will be given to suitably qualified Turks and Caicos Islanders, Belongers, and Permanent Residents with the right to work. Applications from all qualified candidates are welcome.