Pacific Hospitality Group

Lead full employee lifecycle and serve as strategic HR partner to leadership in a hospitality setting. | Independent professional with strong facilitation skills and experience with Marriott systems preferred. | Pacific Hospitality Group provides a unique value proposition to investors and team members through our owner/operator approach. We are a family focused company committed to long term holds that enable us to grow our business and our team members. Our vision is to enrich people’s lives by offering memorable experiences, giving back to our communities and honoring God in all that we do. We are focused on long-term value creation and sustainable growth. Our Guiding Principles: Integrity, Compliance, Value Creation, Principled Entrepreneurship, Customer Focus, Knowledge, Change, Humility, Respect, & Fulfillment Position Overview The People & Culture Manager is responsible for leading the hotel's People & Culture function through a proactive approach to recruiting, onboarding, training, employee engagement, and compliance. This role serves as a strategic partner to hotel leadership by building a strong talent pipeline, creating exceptional onboarding experiences, developing team members, and fostering a culture of accountability and guest service excellence. The People & Culture Manager takes ownership of the employee experience from recruitment through retention while ensuring compliance with company policies, Marriott brand standards, and all applicable employment laws. Recruitment & Talent Acquisition Proactively recruit top talent through networking, community outreach, job fairs, social media, and other recruiting initiatives to build and maintain a strong pipeline of qualified candidates. Partner with department leaders to anticipate staffing needs and develop recruiting strategies before vacancies occur. Manage the full recruitment process including posting positions, screening candidates, coordinating interviews, extending offers, and ensuring a positive candidate experience. Monitor recruiting metrics and continuously identify opportunities to improve hiring speed and quality. Onboarding & Systems Administration Own the onboarding process from offer acceptance through successful integration into the hotel. Coordinate all pre-employment requirements and ensure every new hire has appropriate system access, uniforms, name tags, credentials, and equipment prior to their first day. Serve as the primary administrator for new hire and termination access to Marriott and hotel systems. Conduct new hire orientation and partner with department leaders to ensure successful completion of departmental onboarding plans. Complete proactive 30-, 60-, and 90-day check-ins with new team members to support retention and engagement. Training & Development Own all hotel training initiatives, including Marriott brand training, required compliance training, guest service training, and property-specific operational training. Proactively monitor training completion and work with department leaders to ensure all required learning is completed on time. Develop and facilitate guest service and culture training that reinforces Marriott standards and Pacific Hospitality Group values. Identify training opportunities through guest feedback, audit results, and operational performance to continuously improve the guest and associate experience. Employee Relations & Engagement Own the hotel's employee engagement strategy, including recognition programs, associate events, communication, surveys, and retention initiatives. Proactively identify opportunities to improve team member engagement and workplace culture. Serve as a trusted resource for team members while coaching managers on employee relations, performance conversations, and conflict resolution. Lead initiatives that promote a positive, inclusive, and high-performing work environment aligned with Pacific Hospitality Group's culture. Performance Management Partner with department leaders to provide proactive coaching and support throughout the performance management process. Assist leaders with performance documentation, corrective action, coaching plans, and recognition programs. Monitor performance trends and recommend development opportunities that strengthen individual and team performance. Additional Qualifications Demonstrated ability to work independently while managing multiple priorities in a fast-paced hospitality environment. Strong presentation and facilitation skills with experience leading training sessions. Passion for creating an exceptional employee experience through proactive recruiting, onboarding, development, and engagement. Marriott systems experience preferred. - We provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity, or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. At Pacific Hospitality Group, we believe in empowering team members as entrepreneurial thinkers who create value through integrity, vision, humility, and personal accountability. Guided by the principles of Principled Entrepreneurship, we foster an environment where individuals are encouraged to challenge the status quo, act with purpose, and take ownership of their impact. We support our team in discovering their unique gifts, continuously growing their capabilities, and contributing meaningfully—not just to our business, but to the lives of our guests, communities, and one another. If you're ready to grow with a team that values fulfillment and humility, start your journey with us—discover the opportunities waiting for you at Pacific Hospitality Group.

Lead strategic revenue initiatives and optimize financial performance across Marriott brand hotels, ensuring compliance with brand standards and coaching property managers. | 3+ years of Marriott Revenue Management experience, expertise in Marriott systems and standards, strong analytical and leadership skills, and relevant certifications. | Regional Director of Revenue Management$90-110k: Pacific Hospitality Group provides a unique value proposition to investors and team members through our owner/operator approach. We are a family focused company committed to long term holds that enable us to grow our business and our team members. Our vision is to enrich people’s lives by offering memorable experiences, giving back to our communities and honoring God in all that we do. We are focused on long-term value creation and sustainable growth. Our Guiding Principles: Integrity, Compliance, Value Creation, Principled Entrepreneurship, Customer Focus, Knowledge, Change, Humility, Respect, & Fulfillment What You Will Accomplish The Director of Revenue Strategy will lead strategic revenue initiatives to optimize hotel financial performance across all market segments. This role will specialize in Marriott brand strategies, overseeing brand systems such as One Yield 2.0, MARSHA, HPP, and RIO, ensuring all PHG Marriott properties are aligned with corporate revenue strategies, brand standards, and best practices. • Develop and implement total hotel pricing, distribution, and inventory strategies. • Lead proactive revenue generation initiatives including transient, group, and ancillary revenue. • Monitor and analyze pace reports, market trends, historical data, and economic indicators. • Drive the implementation and maximization of Marriott proprietary systems and ensure property compliance with Marriott revenue audits, LPP governance, and Revenue Management Service Level Agreements. • Conduct monthly Revenue Strategy Meetings (RSM) and participate in Sales & Marketing collaboration sessions. • Formulate and oversee accurate forecast models, budgets, and strategic plans based on brand templates. • Coach and mentor property Revenue Managers, Directors of Sales, and General Managers on PHG & Marriott’s revenue strategy philosophy. What You Will Bring • Deep understanding and expertise in Marriott’s systems: MARSHA, One Yield 2.0, CI/TY, MRDW, HPP, and MarRFP. • Strong grasp of Marriott standards, revenue audits, and pricing strategies. • Proven leadership in cross-functional collaboration with Sales, Marketing, and Operations. • High-level analytical skills to interpret market data and create impactful action plans. • Strong communication, presentation, and influencing skills. • Ability to work independently and manage multiple properties. • Expertise in digital marketing integration to maximize direct channel performance. Great If You Have • Proficiency in Microsoft Excel, Lighthouse, Amadeus Agency/Demand360, Profitsage, CoSTAR, and other reporting tools. • Familiarity with GDS, OTAs, and third-party distribution strategies. • Certification in Marriott Revenue Management disciplines (i.e., CRME designation, Marriott Revenue Optimization Certification). • Minimum 3+ years in Marriott Revenue Management We provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity, or expression, or any other characteristic protected by federal, state, or local laws. • This policy applies to all terms and conditions of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.