Director, Employment & Labor Compliance

Spire Hospitality LLC; Irving (TX); On-site; USD 180,000 - 240,000; Full time

Benefits offered by this job

Competitive salary

Bonus eligibility

Health benefits

401(k) with match

Hotel travel discounts

Paid time off

Job summary

Spire Hospitality LLC is seeking a Director, Employment & Labor Compliance to lead the company’s strategy for employment law compliance across all managed hotel properties. Based onsite in the DFW market, you will partner with HR leadership, Legal, Operations, and General Managers to embed compliant hiring, scheduling, pay, leave, safety, and conduct practices across multiple states.

You will develop and maintain programs, oversee wage/hour audits, investigations, and leave administration, and

Qualifications

• Bachelor's degree required; JD, PHR/SPHR, or SHRM-SCP certification preferred.
• 8+ years in employment law, labor relations, or HR compliance, including at least 3 years in a leadership role.
• Multi-state compliance experience required; hotel hospitality industry experience strongly preferred.
• Deep working knowledge of FLSA, Title VII, ADA, ADEA, FMLA, and state wage, leave, and scheduling laws.
• Strong investigative and analytical skills; ability to translate complex legal requirements into practical guidance.

Responsibilities

• Lead compliance program development across states and properties.
• Audit wage, hour, scheduling, and leave practices; oversee investigations and disciplinary actions.
• Collaborate with HR, Legal, Operations, and General Managers to embed compliant practices.

Skills

Investigative skills

Analytical skills

Communication

Regulatory knowledge

External counsel management

Education

Bachelor's degree

JD/PHR/SPHR/SHRM-SCP preferred

Job description

The Director, Employment & Labor Compliance leads the company's strategy for employment law compliance across all managed hotel properties. This role ensures adherence to federal, state, and local labor laws, minimizes legal and financial risk, and builds compliance programs suited to a multi-state, multi-property hospitality workforce. The Director partners closely with HR leadership, Legal, Operations, and General Managers to embed compliant practices into hiring, scheduling, pay, leave, safety, and workplace conduct. This is an onsite role in the DFW market.

Key Responsibilities

Compliance Strategy & Governance

Develop and maintain the company's employment law compliance program across all operating states, monitoring evolving federal (FLSA, ADA, FMLA, Title VII, ADEA) and state/local regulations (wage and hour, paid sick leave, predictive scheduling, minimum wage/tip credit rules) relevant to hotel operations. Establish processes, standard operating procedures, and internal controls that scale across properties with differing state requirements.

Wage & Hour Oversight

Audit pay practices, timekeeping, tip pooling/credit arrangements, overtime calculations, and meal/rest break compliance across properties. Lead remediation of wage and hour risks and respond to Department of Labor and state agency inquiries or audits.

Investigations & Employee Relations

Oversee investigations into harassment, discrimination, retaliation, and other workplace complaints. Provide guidance to property-level HR and management on disciplinary actions, terminations, and performance management to reduce litigation exposure. Manage relationships with outside employment counsel on active matters.

Leave & Accommodation Administration

Supports VP, Benefits in company-wide administration of FMLA, ADA accommodations, state paid/unpaid leave programs, and workers' compensation coordination with a focus on consistency and legal defensibility.

Training & Communication

Design and deliver manager and employee training on harassment prevention, wage and hour basics, leave administration, and other compliance topics, tailored to state-specific requirements. Keep HR business partners and operations leaders informed of regulatory changes affecting hotel staffing models.

Immigration & I-9 Compliance

Oversee I-9 verification processes, E-Verify compliance where applicable, and audits across all properties.

Labor Relations

Support labor relations strategy at unionized properties, including contract interpretation, grievance handling, and collective bargaining support in coordination with Legal.

Government & Regulatory Relations

Serve as primary point of contact for DOL, EEOC, state labor agencies, and OSHA matters. Manage responses to charges, audits, and investigations, and track resolution.

Track compliance metrics, litigation trends, and audit findings; report risk exposure and remediation progress to senior leadership. Maintain compliance calendars for required postings, filings, and recurring training.

Qualifications

Education

Bachelor's degree required; JD, PHR/SPHR, or SHRM-SCP certification preferred.

Experience

8+ years of progressive experience in employment law, labor relations, or HR compliance, including at least 3 years in a leadership role.

Multi-state compliance experience required;

Hotel hospitality industry experience strongly preferred.

Knowledge

Deep working knowledge of FLSA, Title VII, ADA, ADEA, FMLA, and state-specific wage, leave, and scheduling laws. Familiarity with hotel-specific pay practices (tip credit, service charges, multi-role/blended rate pay) is a strong plus.

Skills

Strong investigative and analytical skills; ability to translate complex legal requirements into practical, operational guidance; excellent judgment and discretion; strong written and verbal communication across all organizational levels; experience managing outside counsel and regulatory agencies.

Travel

Ability to travel to properties as needed (estimated 20-30%).

What We Offer

Competitive salary, performance bonus eligibility, comprehensive health benefits, 401(k) with company match, hotel travel discounts, and paid time off.

This job description is intended to outline the general nature and level of work performed. It is not an exhaustive list of all duties, responsibilities, and qualifications required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)