Vice President of People and Culture

Collette is seeking a Vice President of People and Culture to join our team. This is a hybrid role based at headquarters in Pawtucket, RI.

About Collette: Let Us Show You the World

There has never been a better time to be in the travel industry. See the world, connect with others, and experience the immersive benefits of one of the trendiest industries when you join the Collette team! As the longest-running tour operator in North America, Collette has provided guided travel for over 100 years. We are a family-owned and operated business with approximately 760 hard-working and dedicated employees across the globe, including in the USA, Canada, and Australia. Leading the industry in innovation and expertise, Collette’s passionate team works hard to fulfill travel dreams and is always looking for talent that will help to shape the company’s future. Being part of the Collette team means having a willingness to grow, a desire to learn and ask questions, and a zest for seeing the world. From giving back to local communities to creating incredible experiences for a world of travelers and being part of a value-oriented team that cares for one another – Collette is all about the people. So, what are you waiting for? Your journey starts here

Job Summary:

The VP of People and Culture (P&C) will lead the development and execution of our human resource strategy in support of the overall business plan and strategic direction of the organization. This role will be part of the senior leadership team, ensuring we continue our mission: To enhance life’s journey by creating extraordinary travel experiences.

As the senior P&C leader, you will play an essential role in assessing organizational efficiency and designing and executing the strategy that supports the changing workforce and business objectives. Your ability to translate strategy into action to drive and deliver results will be paramount.

You will be both visionary and hands-on with all aspects of human resources including talent acquisition, employee relations, performance management, total rewards, employee engagement and related information systems, with the help of the P&C team. You will work closely with the CEO and leadership team as we grow, scale P&C operations and enable the best work from our employees by cultivating a diverse culture that fosters collaboration, accountability, innovation, integrity, respect and social responsibility.

Responsibilities:

• Strategic Leadership: Participate in the development of Collette’s goals and objectives as a strategic partner, particularly from the perspective of the impact on people. Develop and implement HR strategies and initiatives aligned with the overall business strategy.
• Culture Development: Develop and implement programs and strategies that embrace applicants and employees of all backgrounds, support a diverse and inclusive workplace, and leverage the benefits of diversity to achieve a competitive business advantage, ensuring the full development and performance of all employees.
• Talent Management: Oversee recruitment, onboarding, development, and retention of top talent, ensuring best practices and procedures. Assist in interviewing executive-level candidates.
• Performance Management: Implement performance appraisal systems that drive high performance. Provide coaching and feedback to employees. Enhance human resource planning models to identify competency, knowledge, and talent gaps. Develop specific programs for filling these gaps, including talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the business of the company.
• Employee Relations: Address employee concerns and grievances. Ensure compliance with labor laws and regulations.
• Organizational Development: Lead short- and long-term planning for OD programs. Translate the strategic and tactical business plans into HR strategic and operational plans. Succession plans for key positions, ensuring that a “bench” is continually being trained to take additional responsibility.
• Policy Development: Enhance and/or develop, implement, and enforce human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation. Continue improving the programs, policies, practices, and processes associated with meeting the strategic and operational people issues of the organization.
• Team Building: Continue to build and develop the P&C team to support the business and improve operational efficiency and effectiveness.

Skills:

• Emotional Intelligence: The successful candidate must possess strong emotional intelligence to navigate workplace dynamics, foster a positive organizational culture and see perspectives of both employees and leadership
• Relationship Building: The successful candidate must build strong relationships with employees and leadership by fostering trust, open communication, and mutual respect.
• Change Management: Expertise in leading and managing change within an organization, including the ability to influence and guide employees through transitions.
• Conflict Resolution: Strong conflict resolution skills to address and resolve employee issues effectively and fairly.
• Strategic Partnership: The successful candidate believes that people and culture is not just a support function but a core part of the business, actively shaping its culture, strategy, and long-term success. By building strong relationships across all levels, they ensure that people management aligns with business goals and drives organizational growth
• Technology Advancement: The P&C leader will stay informed on advancements in technology such as AI, to drive innovation in people management and business operations. They will act as an enablement function, supporting the adoption of new tools and systems that enhance efficiency, improve employee experience, and align with the company’s strategic goals.
• Trusted Advisor: The P&C leader will serve as a trusted advisor to the CEO and senior leadership, providing strategic insights that drive business performance and culture. Acting as a force multiplier, they will align talent strategy with company objectives, enabling leadership to make informed decisions that foster growth and long-term success.

Qualifications:

• 10-15 years’ experience in progressively responsible HR leadership roles with proven experience in workforce planning, change management, organizational design, talent management, employee relations, HR systems, both within the US and internationally.
• BA/BS degree, in Human Resources, Organizational Development, Business, or a related field, Master’s degree or advanced HR certifications preferred.
• Demonstrated experience driving process improvement that enable the business to achieve its objectives.
• Demonstrated ability collaborating with senior level leadership to develop, implement and sustain HR programs that enable the achievement of business goals.
• An adaptive leader and change agent who is comfortable with ambiguity.
• Demonstrated experience using analytics to understand trends, establish strategic HR priorities, and drive sound decision-making.
• Proven track record of leading and influencing; exceptional collaboration, relationship, and consultative skills with demonstrated success building partnerships with internal and external contacts at all organizational levels in a matrixed environment.
• Strong sense of ownership and accountability; an entrepreneurial mindset.
• Exceptional communication with the ability to partner with senior management in all areas of the business.
• Proven track record of playing a pivotal role in shaping and driving the company's culture and values, ensuring they are deeply embedded in every aspect of the business and that all HR programs reinforce them.
• Experience working in a global environment with a diverse workforce, understanding the nuances of different cultures and labor markets.