At East West Hospitality, our vision is to be the most trusted hospitality services company and employer of choice, built on genuine and enduring relationships. We believe in doing the right thing for each other, our community, our environment, and those we serve. We hope you’ll consider joining us!

East West Family of Companies is seeking a dynamic Chief Human Resources Officer (CHRO) to lead the people strategy for the East West family of companies, including East West Hospitality (EWH), East West Partners (EWP), and Slifer Smith & Frampton (SSF). The role oversees Human Resources, Total Rewards, and Learning & Development across a geographically dispersed workforce of approximately 1,800 employees.

Reporting directly to the CEO of East West Hospitality and serving on its Executive Committee, the CHRO works in close partnership with the CEO to shape organizational priorities, strengthen leadership effectiveness, and guide consequential people and business decisions. The CHRO also closely supports the CEOs of East West Partners and Slifer Smith & Frampton, providing trusted counsel and people strategies tailored to their businesses, leadership teams, and organizational needs.

The CHRO helps steward the culture of the family of companies, ensuring that its values are reflected in leadership behavior, employee experiences, and everyday decisions. This includes preserving the commitment to putting people first and doing the right thing while helping the culture evolve as the businesses grow. The role requires respect for each company’s distinct identity alongside an understanding of the values and relationships that connect them.

The CHRO must understand the distinct needs of hospitality operations, real estate development, and residential real estate brokerage. These businesses include seasonal and year-round employees, real estate brokers, operations in multiple states, and a mix of operational, professional, corporate, and sales-related roles.

The successful CHRO will combine strategic business judgment with a deep understanding of people. They will build trusted executive partnerships, offer candid and independent counsel, and lead practical programs that help employees thrive and the companies succeed.

Job Location: Avon, Colorado, with some travel to company locations

Salary Range: $200,000 - $250,000 + 25% bonus potential

Employment Status: Full-time, Year Round

Start Date: As soon as practicable

Accepting applications until: October 31, 2026 or until filled

What You'll Do

Executive Partnership and People Strategy

• Partner closely with the CEO of East West Hospitality on business strategy, organizational priorities, executive team effectiveness, culture, and significant people decisions.
• Closely support the CEOs of East West Partners and Slifer Smith & Frampton, providing trusted counsel on leadership, talent, organizational design, and sensitive employee matters.
• Translate business priorities into a practical people strategy that supports growth, operational performance, and the employee experience across all three companies.
• Lead succession planning, leadership assessment, workforce planning, and organizational design for key roles and business needs.

Culture and Employee Experience

• Partner with the CEOs and leadership teams to define, sustain, and strengthen the culture of each company while reinforcing shared values across the East West family of companies.
• Ensure company values are reflected in hiring, onboarding, leadership development, performance expectations, recognition, rewards, and employment decisions.
• Use employee feedback, workforce data, and direct interaction with teams to understand how culture is experienced across locations and identify opportunities for improvement.
• Guide growth and organizational change in ways that preserve trust, strengthen communication, and respect each company’s history and identity.

Human Resources and Employee Relations

• Lead HR teams and practices that provide consistent standards while responding to the needs of each company, location, and business model.
• Oversee talent acquisition, onboarding, performance management, employee relations, investigations, leave administration, and employment policies.
• Support workforce planning for seasonal hospitality operations, new developments and acquisitions, changing business needs, and leadership transitions.
• Guide leaders through complex employee relations matters with fairness, confidentiality, sound judgment, and timely follow-through.
• Oversee multistate employment compliance and partner with Legal and other advisors to manage employment risk and resolve sensitive matters.

Total Rewards

• Set the direction for compensation, benefits, payroll, and related programs so they are competitive, financially responsible, and aligned with company values.
• Oversee compensation structures, market benchmarking, pay practices, incentive programs, and compensation processes in partnership with company leadership and Finance.
• Provide executive oversight of health and welfare benefits, retirement plans, payroll operations, and key vendor relationships.
• Evaluate benefit costs, utilization, employee needs, and vendor performance to guide plan decisions.
• Establish reliable workforce reporting and use data to assess labor costs, turnover, retention, compensation, and program effectiveness.

Learning & Development

• Lead a learning and development strategy that strengthens frontline supervision, people leadership, executive capability, and career growth.
• Oversee leadership development, mentorship, compliance training, and learning programs that meet the needs of both year-round and seasonal teams.
• Equip managers with tools to communicate effectively, give feedback, manage performance, navigate conflict, and lead through change.
• Build pathways that prepare employees for greater responsibility and strengthen the internal leadership pipeline.

Leadership of the People Function

• Lead, coach, and develop the leaders and teams responsible for HR, Total Rewards, and Learning & Development.
• Establish clear priorities, decision rights, service expectations, and measures of success across the people function.
• Build strong partnerships among the people teams and with leaders in each company. Balance family-wide consistency with appropriate flexibility for different businesses and locations.
• Create a team environment that encourages collaboration, accountability, continuous improvement, and professional growth.

About You

The ideal candidate will be a credible, approachable executive who pairs strategic thinking with sound practical judgment. You will build trust across companies with different histories and needs, navigate difficult conversations with care, and remain steady in complex or stressful situations.

You will understand that the CHRO role carries an obligation to offer candid, well-reasoned counsel, even when your perspective differs from the prevailing view or may be difficult to hear. You will do so with respect, discretion, and a commitment to helping leaders reach the best decision.

You will also be guided by a commitment to doing the right thing, including when it is difficult. You will consider the long-term interests of the companies, their employees, guests, owners, clients, partners, and communities, recognizing that the easiest or least costly choice is not always the right one.

You bring:

• At least 10 years of progressive HR experience, including at least five years leading a broad HR function and advising CEOs or other senior executives.
• Demonstrated success building and developing HR leadership teams and strong partnerships with operating leaders.
• Executive HR experience in hospitality, real estate development, residential real estate brokerage, or another multisite service business. Experience spanning more than one of these industries is particularly valuable.
• Experience supporting a seasonal workforce and leading HR across multiple locations and states, preferably for a workforce of at least 1,000 employees with both hourly and salaried roles.
• Demonstrated responsibility for HR, benefits, payroll oversight, and learning and development, whether through direct management or leadership of senior functional experts.
• Experience guiding sensitive executive-level employee relations matters, investigations, leadership transitions, and organizational changes with discretion and sound judgment.
• Experience developing people strategies for businesses with differing operating models, including seasonal or rapidly changing workforce needs.
• Strong command of employment practices affecting multistate operations, including wage and hour, leave, accommodation, pay practices, employee relations, and workplace investigations.
• Ability to evaluate compensation structures, incentive plans, pay equity, and market competitiveness in partnership with Finance and business leaders.
• Working knowledge of self-funded health plans, benefits strategy, retirement programs, vendor management, and the financial and employee experience implications of plan decisions.
• Ability to oversee complex payroll operations and hold internal teams and external providers accountable for accuracy, controls, service, and timely resolution of issues.
• Experience using HR systems and workforce data to improve processes, inform decisions, and measure outcomes.
• Financial and business acumen, including the ability to assess the labor and benefits implications of operating decisions and explain tradeoffs to executive leaders.
• Experience designing or sponsoring leadership development, succession planning, and programs that strengthen management capability.
• Ability to distinguish where consistent family-wide practices are valuable and where hospitality, real estate development, and residential brokerage call for different approaches.
• Excellent communication, executive coaching, relationship-building, and conflict-resolution skills.

A bachelor’s degree in Human Resources, Business, or a related field, or equivalent senior-level experience, is required. SHRM-SCP or SPHR certification is preferred. Specialized compensation or benefits credentials, such as CCP or CEBS, are also valuable.

Benefits & Perks

• Medical, Dental, Vision plans
• 401k with discretionary company match
• Unlimited Time Off & Paid Sick Time
• $4000 Wellness benefit
• Cell phone stipend
• Discounts at Marriott properties worldwide
• Discounts at Eye Pieces & Venture Sports
• Sabbatical Program
• Employee Assistance Program

Why Join Us

At East West our purpose is Connections That Matter. We are guided by our values of being Authentic, Transparent, and Collaborative, and by a commitment to doing the right thing for our employees, our businesses, and the communities we serve.

As CHRO, you will have the opportunity to help shape how our companies grow, how our leaders lead, and how our employees experience East West.

We are committed to creating an inclusive workplace where everyone feels valued, respected, and empowered to succeed. We welcome applicants from all backgrounds and experiences and make employment decisions based on qualifications, merit, and business needs.