Chief People Officer

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We're Sonesta International Hotels. The 8th largest hotel company in the U.S.-and growing fast. An epic blend of full-service and focused hotels in major cities, Sonesta's uniquely diverse portfolio of owned, managed, and franchised properties makes us everywhere you want to be. Driven by the human side of hospitality, we deliver service with passion, loyalty with purpose, and experiences that truly connect. Together We Thrive -bringing quality, value, and amazing hospitality to every guest, every stay, across 1000+ properties in eight countries and counting. Job Description Summary The Chief People Officer ("CPO") is responsible for enterprise-wide people strategy, ensuring strong governance, compliance integrity, and operational excellence across all Human Resources ("HR") functions. Balancing business savvy and strategic vision with pragmatic solutions and innovative thinking, the CPO is expected to collaborate with the company's executive leaders to build organizational capability, support growth initiatives, mitigate employment risk, and drive measurable business performance across a distributed work environment. Reporting to the company's EVP, General Counsel and Head of People, and based in the company's Newton, MA office, this role provides direction and oversight in the design and delivery of HR programs and services across the company, including organizational design, talent acquisition and workforce planning, performance management, learning and development, compensation and benefits, employee engagement, compliance, HR data and analytics, and other programs that attract, develop, and retain talent. The CPO will be passionate about people, shaping culture, and driving a positive and engaged workforce. Job Description As the leader of the HR function, the CPO's responsibilities will include: Enterprise Strategy, Governance & Executive Partnership Develop and execute a comprehensive people strategy aligned with enterprise growth, operational performance, and long-term business objectives. Serve as a strategic advisor to executive leadership on organizational design, workforce optimization, succession planning, and leadership capability. Nurture a culture of caring, accountability, service excellence, and operational rigor. Partner closely with Legal to ensure robust governance, regulatory compliance, and proactive risk mitigation across all HR disciplines. Collaborate and lead workforce due diligence, labor cost modeling, organizational restructuring, and talent transitions in support of the company's franchise growth strategies, acquisitions, and dispositions. Corporate & Field HR Operations Foster and manage the Corporate HR function, and also oversee Field HR functions, ensuring consistent policy execution and service delivery across all locations. Establish scalable HR operating models that support decentralized field operations while maintaining enterprise standards and compliance integrity. Drive continuous improvement of HR systems, processes, and service frameworks to enhance efficiency and employee experience. Serve as a visible, credible leadership presence across corporate and field operations. Talent Acquisition & Workforce Planning Lead an integrated talent acquisition and management function to attract, hire, and retain high-performing talent across corporate and field roles. Develop proactive recruiting strategies and talent pipelines in competitive labor markets. Oversee workforce forecasting, succession planning, and organizational modeling to mitigate talent risk and ensure leadership bench strength in alignment with long-term growth plans and needs for the entire enterprise. Assess and drive employee engagement and create a roadmap to enable a high-performing workforce that supports the company's strategic goals and profitability. Total Rewards (Compensation, Benefits & Leave Programs) Align total rewards strategy with performance outcomes, retention objectives, and financial discipline. Help define and execute compensation philosophy, salary structures, incentive plans, and pay governance. Lead benefits strategy including health, retirement, wellness, and voluntary benefit programs to ensure competitive positioning and fiscal stewardship. Oversee leave administration and statutory compliance across multi-state operations. Learning & Development Establish and oversee enterprise learning strategy, including leadership development, operational training, stakeholder engagement, and compliance programs. Design development frameworks that strengthen succession readiness and leadership capability across corporate and field operations. Measure learning effectiveness through performance, engagement, and retention metrics. Employee Relations, Compliance & Risk Management Provide executive oversight of employee relations strategy, investigations, conflict resolution, complex employment matters, restructuring efforts, and litigation risk mitigation, in partnership with Legal. In collab

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