Position Summary
The VP of People & Culture will serve as a strategic partner to the business, building the people strategy and systems that drive stronger teams and better performance. This leader will own how we attract, develop, reward, retain, and hold great people accountable as the company grows.
About Roberts Resorts & Communities
Operating nationally and rapidly expanding, Roberts Resorts & Communities is on a mission to build community and fulfill dreams. Guided by our core values—resourcefulness, integrity, passion, and epic customer service—we serve over 30,000 families across the country.
We are committed to creating meaningful impact, delivering exceptional experiences, and building vibrant communities. If you’re energized by growth, driven by values, and passionate about service, join us in shaping the future of our organization.
Performance Objectives
- Build a proactive recruiting engine that consistently finds and closes strong people. Own sourcing, referrals, internal promotions, employer brand, candidate experience, structured interviews, reference checks, recruiting service levels, and quality of hire.
- Own the employee lifecycle from onboarding through development, performance, retention, succession, and separation. Build simple, scalable systems that help leaders set clear expectations, coach performance, develop talent, and make better people decisions.
- Own our compensation philosophy, market benchmarking, salary bands, job evaluation, offer strategy, annual planning, and pay governance. Compensation should be competitive, internally equitable, understandable, and aligned with the talent we are trying to attract and retain.
- Build leaders who create more leaders. Own leadership development, Trainual, talent reviews, succession planning, performance development, and learning tied directly to business priorities and future growth.
- Lead, coach, and develop the HR team while raising the capability of the function. Build reporting that shows what is actually happening across recruiting, retention, engagement, internal mobility, compensation, leadership effectiveness, and other leading indicators.
- Serve as a thought partner to the CEO, COO, and operating leaders on the people decisions that matter. This role sits close to the business and is expected to challenge, advise, and help leaders make better decisions.
- Build a predictable talent engine.
- Critical roles are filled within clear service-level targets, referrals and internal promotions become stronger sources of talent, and quality-of-hire and 90-day retention improve.
- Raise the quality of leadership and strengthen retention.
- People leaders operate within a clear leadership and performance-management system. Onboarding, quarterly conversations, development, accountability, and succession planning become consistent across the company.
- Build a scalable People operating system.
- Compensation, talent reviews, succession planning, people analytics, learning and development, recruiting, and performance management operate as connected systems rather than separate HR programs.
