Vice President, Human Resources & Talent Enablement

Role overview

This senior leadership position is responsible for shaping and connecting the enterprise capabilities that bring in, grow, place, support, and keep top talent. The role spans Talent Acquisition, HR Business Partners, HRIS, Learning & Development, Talent Management, offshoring strategy, automation, and AI-driven HR transformation, with the goal of creating a coordinated, data-backed, and business-oriented talent system.

In partnership with executive and business leaders, this role turns company priorities into workforce strategies, scalable people solutions, leadership growth plans, succession approaches, organizational effectiveness practices, and technology-enabled operating methods that improve business results, productivity, and the employee experience.

Responsibilities

• Direct the combined HR and talent enablement agenda across Talent Acquisition, HRBPs, HRIS, Learning & Development, Talent Management, offshoring, automation, and AI-powered HR transformation, ensuring it supports business goals, workforce demand, productivity, and culture.
• Act as a trusted advisor to senior executives on workforce planning, organizational design, leadership effectiveness, employee engagement, change management, talent risk, and opportunities to redesign work using technology, automation, AI, and alternative delivery models.
• Own the enterprise Talent Acquisition strategy, including workforce planning, sourcing, hiring selection, recruitment marketing, candidate experience, onboarding alignment, inclusive hiring, critical talent pipelines, and sourcing models that meet capability and cost targets.
• Guide and develop the HR Business Partner team so it provides consistent, advisory support across talent management, performance, employee relations, organizational effectiveness, change leadership, and adoption of new workforce solutions.
• Provide senior oversight of HRIS, people analytics, HR technology enablement, process automation, AI use cases, and HR data governance; collaborate with IT and HR stakeholders to strengthen data accuracy, reporting, self-service tools, digital adoption, and responsible AI practices.
• Shape the enterprise Learning & Development agenda, including leadership development, professional capability building, learning governance, learning technology, digital and AI fluency, and the measurement of learning impact against business outcomes.
• Lead enterprise Talent Management practices such as performance management, succession planning, talent reviews, leadership assessment, career development, high-potential identification, and internal mobility, ensuring these processes support future skills and workforce transformation.
• Set and oversee offshoring, automation, and AI-enabled HR service delivery opportunities; identify work appropriate for alternative delivery models, build business cases, manage change and risk, and ensure outcomes improve scale, quality, speed, cost efficiency, and employee experience.
• Develop, coach, and manage a high-performing HR leadership team while establishing operating rhythms, governance, vendor management, budget discipline, continuous improvement, and scalable functional processes.

Requirements

• More than 15 years of progressive HR leadership experience, with responsibility across several disciplines such as Talent Acquisition, HR Business Partners, HRIS, Learning & Development, Talent Management, workforce planning, organizational effectiveness, HR technology transformation, automation, AI-enabled process improvement, or offshoring/alternative delivery models. Experience advising senior executives in a complex matrix organization is required.
• Strong capability in HRIS, people analytics, workforce planning, reporting, dashboard creation, process automation, AI-enabled productivity tools, vendor/platform assessment, and HR technology. Advanced use of enterprise HR systems and Microsoft Office is expected, along with the ability to use data, automation, and emerging technology to support executive decision-making and improve HR service delivery.
• Background in a global, multi-brand, hospitality, travel, leisure, consumer, or large-scale service environment. Experience leading HR technology change, talent process redesign, enterprise workforce planning, offshoring/shared services, automation, or responsible AI adoption is preferred.
• Strong enterprise strategy, executive influence, talent judgment, organizational judgment, change leadership, operational discipline, data-led decision-making, inclusive leadership, collaboration across diverse stakeholder groups, team leadership, and a continuous improvement mindset. Working knowledge of HR practices, talent strategy, people technology, employee experience, workforce analytics, automation, AI-enabled work redesign, and offshoring/shared-services operating models is needed.
• This is an in-office position requiring work from a designated South Florida office Monday through Thursday each week, with Fridays permitted as work-from-home days. Candidates must already be in the Miami/Ft. Lauderdale area or be willing to relocate there.

Perks & benefits

• Annual cash bonus participation for all non-sales roles
• Discretionary equity incentive eligibility for director-level and above positions
• Medical, dental, and vision coverage at cost-effective rates
• Employee Assistance Program and additional mental health support resources
• Company-paid term life insurance and disability coverage
• 401(k) plan with company matching contribution
• Employee Stock Purchase Plan
• 8 company-wide holidays plus 2 floating holidays for full-time and part-time employees with benefits
• Vacation starting at 19 days per year for director level and above; 14 days per year for manager level and below; additional vacation accrual with tenure; part-time with benefits receives vacation based on hours worked, with a minimum of 84 hours per year
• Sick time of 80 hours per year for full-time employees; part-time with benefits receives sick time based on hours worked, with a minimum of 60 hours per year
• Complimentary standby cruises, discounted confirmed cruises, and special rates for family and friends
• Learning and development support, including tuition reimbursement

Additional information

The role is designated as in-office and follows a Monday to Thursday office schedule in South Florida, with work from home on Fridays. Candidates should be based in the Miami/Ft. Lauderdale area or be prepared to relocate. The company also notes that its full rewards package extends beyond base pay and may include annual bonus participation and, for director-level and above roles, discretionary equity eligibility. This posting is marked #Corp.

Total rewards and time off details

All non-sales employees participate in an annual cash bonus program, while sales roles use an incentive plan. Director and above roles may be considered for discretionary equity incentives. Full-time and part-time benefits-eligible employees receive 8 company holidays plus 2 floating holidays. Vacation and sick time vary by level and employment status, as outlined in the benefits section.

Who can apply

Experienced HR leaders with deep exposure to multiple HR disciplines, executive advisory responsibilities, and enterprise-scale transformation work are suitable for this role. Candidates must be located in the Miami/Ft. Lauderdale area or willing to relocate there, and must be able to work onsite in South Florida Monday through Thursday.

Employment setup

This is a full-time leadership role based onsite in Miami, Florida, with a hybrid-style weekly arrangement that allows remote work on Fridays.