Pontoque Resort at Punta de Mita

Opening in early 2027, Omni Hotels & Resorts has officially broken ground and construction is well underway on Omni Pontoque Resort at Punta de Mita, the brand’s first luxury resort in Mexico. Staying true to the brand’s mission of creating elevated places and spaces that are inspired by a destination, the resort’s exterior and interiors will pay homage to the local culture with a contemporary twist.

This beachfront resort will feature 244 guest rooms and suites and two 4-bedroom villas with sweeping views of the Bay of Banderas. Complementing the local area’s many attractions and activities, the resort will offer three original restaurant concepts, a destination spa with 14 treatment rooms, two retail shops, multiple pools including adult-only and family-friendly options, a state-of-the-art indoor and outdoor fitness center, and a kids club. Boasting over 27,000 square feet of meeting and event space, the Omni Pontoque will feature a 6,000 square foot ballroom, an open-air pavilion, multiple event lawns and dedicated meeting rooms, all of which provide breathtaking ocean views.

This position is based in Punta Mita, Mexico at the Omni Pontoque

Opening in the early 2027, the Omni Pontoque Resort at Punta de Mita will be Omni’s first owned and managed property in Mexico.

Our luxury Mexican resort is seeking an accomplished talent acquisition professional to lead, coordinate, and continuously improve the end-to-end talent acquisition process for the property — from workforce planning and requisition management to candidate onboarding — ensuring that every hire reflects the luxury service standards of the brand. This role serves as the primary point of contact between hiring managers, candidates, and HR leadership, leveraging artificial intelligence tools, ATS platforms, and data-driven strategies to attract, select, and incorporate exceptional talent in a timely and consistent manner.

Recruitment Strategy & Sourcing
• Design and execute comprehensive talent attraction strategies adapted to each profile level: operational, administrative, supervisory, and management.
• Manage the full recruitment cycle: requisition intake, job posting, active and passive sourcing, screening, interviewing, selection, offer management, and onboarding coordination.
• Leverage AI-powered recruitment tools (e.g., EMI Labs or equivalent virtual assistant) to optimize candidate response times, automate initial screening, and enhance the overall candidate experience.
• Develop and maintain a proactive talent pipeline using LinkedIn Recruiter, job boards (OCC, Indeed, Computrabajo), social media, campus recruiting, and industry networks.
• Create compelling job postings and employer brand content — including digital flyers and social media materials using Canva PRO or equivalent — consistent with the hotel's luxury brand identity.

Candidate Experience & Selection
• Ensure a premium, high-touch candidate experience at every stage of the process, consistent with the luxury hospitality values of the property.
• Conduct competency-based telephone, video, and in-person interviews for all levels, applying structured behavioral and situational methodologies.
• Coordinate and administer psychometric assessments and technical evaluations; interpret results to provide evidence-based hiring recommendations to hiring managers.
• Manage interview logistics: scheduling, panel coordination, evaluation forms, feedback collection, and timely communication with candidates.
• Conduct and validate employment reference checks following a standardized protocol.

Onboarding & Integration
• Coordinate pre-hiring documentation: offer letters, hiring packages, medical exams, background checks, and IMSS enrollment in compliance with Mexican labor law.

• Partner with Department Heads and the HR team to ensure a structured, consistent, and memorable onboarding experience for each new hire, customized to the role profile.
• Maintain accurate and up-to-date personnel files in both physical and digital format, in compliance with internal policies and regulatory requirements.

Data, Technology & Continuous Improvement
• Administer and optimize the Applicant Tracking System (ATS) and AI recruitment tools — ensuring data integrity, workflow configuration, and system adoption across the team.
• Design, monitor, and report on talent acquisition KPIs (time-to-fill, time-to-hire, offer acceptance rate, cost-per-hire, source effectiveness, retention at 90 days) to the HR Director.
• Identify bottlenecks in the recruitment process and propose technology-based or process improvements to enhance efficiency and quality of hires.
• Analyze recruitment data to support strategic workforce planning decisions during pre-opening and ongoing operations.

Team Coordination & Stakeholder Management
• Lead and develop recruitment analysts or assistants within the TA function, ensuring adherence to brand standards, timelines, and best practices.
• Act as a strategic partner to Department Heads: advice on market conditions, talent availability, realistic hiring timelines, and best sourcing channels for each profile.
• Participate actively in employee engagement, climate, and retention initiatives in collaboration with the broader HR team.
• Support the development and periodic review of job descriptions, organizational charts, and competency frameworks in coordination with the HR Director.

Empowerment and Decision-Making
• Define and adjust sourcing strategies, channels, and screening criteria based on role requirements and market dynamics.
• Prioritize and manage the recruitment pipeline, escalating urgent or critical vacancies to the HR Director as needed.
• Configure and administer recruitment technology platforms and virtual assistant tools within the parameters established by HR leadership.
• Make candidate advancement recommendations at each stage of the process; final hiring decisions are validated jointly with the hiring manager and HR Director.
• Manage sensitive candidate and employee information with strict confidentiality and in accordance with company data privacy policies.

• Bachelor's degree in Human Resources Administration, Business Administration, Psychology, or related field.
• Specialized diplomas in Talent Acquisition, Competency-Based Recruitment, or HR Technology are a plus.
• Minimum 5 years of progressive experience in talent acquisition or HR, with at least 3 years managing full-cycle recruitment.
• Prior experience in luxury hotels, hospitality groups, or multinational organizations strongly preferred.
• Pre-opening experience is a plus.
• Languages: Advanced English (B2–C1) with strong written communication skills. Native or fluent Spanish required.
• Technology: Microsoft 365 (Word, Excel, PowerPoint, Outlook, Teams), HRIS/ATS platforms (PeopleSoft, SAP, Workday, or equivalent), LinkedIn Recruiter, AI virtual assistant tools (EMI Labs or equivalent), Canva PRO, job boards (OCC, Indeed, Computrabajo).
• Primarily office-based within the HR department, with regular interaction with all operational areas of the hotel property.
• Availability required for extended hours during peak pre-opening hiring phases, organizational launches, or mass recruitment events.
• Occasional travel for job fairs, university recruitment events, or recruitment campaigns in sourcing markets (e.g., Guadalajara, CDMX, Monterrey).
• Handles highly confidential information including compensation data, personnel records, candidate assessments, and HR strategy documents.