US/CAN Vice President, HR Continent Offices & Shared Services

JOB SUMMARY

The Vice President of HR, US & Canada is a key member of the US & Canada HR leadership team and serves as the senior HR leader for continent offices and shared services, including Commercial Services, Lodging Product & Services, Finance, PR & Communications and US/CAN IT disciplines. The role is responsible for continent talent strategy and provides HR leadership, organizational effectiveness (OE) expertise, and strategic business partnership to Chief level senior stakeholders while ensuring HR strategies, operating models, and talent plans enable business growth, transformation, and scalable service delivery. 

This leader adopts, champions, and models an enterprise mindset—balancing continent‑specific needs with global priorities, breaking down silos, and making decisions that drive alignment, scalability, and long‑term enterprise value. The role requires deep curiosity and learning agility, consistently asking the right questions, challenging assumptions, and translating insight into action, with a strong and disciplined drive for outcomes that deliver measurable business impact.

In alignment with the continent’s evolving HR partnership model and expanding scope of disciplines and associates supported, this role owns and drives a multi‑year talent and organization strategy, sets governance and decision rights across key people levers (org design, analytics governance, talent investment prioritization, change management), and provides executive sponsorship for major continent people initiatives. 

This position leads a team of HR Partners and Organizational Effectiveness practitioners and partners closely with Global COEs, regional HR, and shared services teams to deliver measurable outcomes across the talent lifecycle.

 

CANDIDATE PROFILE 

Education and Experience 

 

Required

• 10+ years HR experience. 
• Senior leadership experience consulting to executive leaders in complex matrixed organizations
• Proven track record leading organizational change and OE work (diagnostics, design, implementation). 
• Experience redesigning HR operating models and shifting work to shared/centralized service delivery to improve effectiveness and scalability. 
• Experience establishing governance/decision rights and driving measurable KPI outcomes (e.g., engagement, attrition, manager effectiveness, time‑to‑productivity)
• BS (or equivalent) in business, organizational development, human resources or related field.

 

Preferred

• Strong consulting, facilitation, program/project leadership, and executive communication skills 
• Strong qualitative and quantitative analysis skills; ability to translate insights into action. 
• Demonstrated curiosity and learning agility, paired with a strong drive for outcomes
• Ability to lead investment prioritization and set clear decision rights across competing priorities. 
• Comfort with complexity, ambiguity, and enterprise transformation environments
• MS (or equivalent) in business, organizational development, human resources or related field.
• Disciplined problem‑solving, actively modeling curiosity, asking the right questions, challenging assumptions, and translating insight into measurable business impact.

                    

CORE WORK ACTIVITIES 

• Set and execute a multi‑year continent‑wide people and talent strategy that aligns workforce, leadership, and capability priorities to enterprise business goals and growth plans.
• Own talent strategy for the entire continent, including workforce planning, succession management, leadership pipelines, critical role identification, and future skills development.
• Serve as a trusted advisor to senior executives and business leaders, influencing decisions on talent, structure, leadership, culture, and change.
• Lead and evolve the HR operating model, including governance, decision rights, role clarity, and service delivery design to enable scale, speed, and effectiveness.
• Own enterprise or large‑scale organizational design, workforce planning, and succession strategies to ensure strong leadership pipelines and future‑ready capabilities.
• Provide executive sponsorship and leadership for major transformations, including restructures, capability shifts, mergers/acquisitions, and operating model changes.
• Establish and drive accountability for workforce outcomes using data and analytics, including engagement, attrition, productivity, manager effectiveness, and time‑to‑productivity.
• Oversee talent strategies across the lifecycle (attract, assess, develop, retain), ensuring consistency, equity, and strong outcomes for critical roles and populations.
• Partner with Compensation COE and Finance to en