Vice President of Talent, Learning & Development

About the role

The Vice President, Talent, Learning & Development serves as a strategic HR leader responsible for developing and executing enterprise‑wide talent strategies across Ashford‑affiliated companies, including Ashford Inc., Remington Hospitality, Premier Project Management, RED Hospitality & Leisure, INSPIRE, and Pure Wellness. The role leads talent management, leadership development, succession planning, organizational effectiveness, performance management, workforce planning, and employee engagement initiatives enterprise‑wide. In addition, it acts as the dedicated Human Resources Business Partner for Ashford Inc. corporate departments, partnering with executive leadership to align people strategies with business objectives. The position directly manages a team of three managers (two Senior Talent Partners and one Learning and Development lead) and collaborates with HR Business Partners and business leaders across the organization to attract, develop, engage, and retain top talent.

Ashford Inc. is a hospitality‑focused asset management and services company whose portfolio includes Remington Hospitality, Premier Project Management, INSPIRE, RED Hospitality & Leisure, and Pure Wellness. Together these businesses provide hotel management, project management, procurement, technology, wellness, audiovisual, and resort operations solutions for hotel owners, investors, and operators throughout North America and beyond.

Remington Hospitality, a U.S.-based third‑party hotel management company founded in 1968, operates across the United States and the Caribbean and Latin America (CALA) region. In CALA it manages branded and independent properties in Mexico, the Dominican Republic, Puerto Rico, and the Cayman Islands, with continued regional growth planned. Today Remington manages 100+ hotels across 30 states and 26 brands, delivering strong financial discipline, brand compliance, and operational accountability while fostering a collaborative, performance‑driven culture focused on long‑term success and professional growth.

Responsibilities

• Develop and execute a comprehensive talent management strategy across all Ashford‑affiliated companies.
• Lead enterprise‑wide succession planning and talent review processes.
• Design and implement leadership development programs for all levels of leadership.
• Establish competency models, career pathing frameworks, and talent assessment processes.
• Drive organizational effectiveness initiatives that support growth and operational excellence.
• Partner with senior leaders to identify and develop high‑potential talent.
• Lead workforce planning efforts to ensure future leadership readiness.
• Utilize talent analytics and workforce metrics to guide decision‑making.
• Create and execute the company's learning and development strategy.
• Oversee onboarding, management training, leadership development, mentoring, and career development programs.
• Foster a culture of continuous learning and professional growth.
• Evaluate training effectiveness and return on investment.
• Ensure learning programs align with organizational goals and future workforce needs.
• Serve as the primary HR Business Partner for Ashford Inc. corporate leadership and departments.
• Partner with executives and department leaders on workforce planning, organizational design, succession planning, employee performance management, and employee engagement.
• Provide coaching and guidance to leaders on performance management and leadership effectiveness.
• Support organizational change initiatives and business transformation efforts.
• Advise management on employee relations matters and people‑related business decisions.
• Drive initiatives that strengthen culture, retention, and employee experience within Ashford corporate functions.
• Collaborate with HR Business Partners supporting Remington Hospitality, Premier Project Management, RED Hospitality & Leisure, INSPIRE, Pure Wellness, and hotel operations.
• Establish enterprise talent management standards and best practices across all affiliated companies.
• Ensure alignment of talent strategies, leadership development programs, and succession planning efforts.
• Support executive talent assessments and leadership development initiatives across the enterprise.
• Champion employee engagement initiatives that support a high‑performance culture.
• Analyze engagement data and develop action plans to improve retention and employee satisfaction.
• Promote organizational values, leadership accountability, and career growth opportunities.
• Support diversity, inclusion, and belonging initiatives across the enterprise.
• Lead and develop Talent Management and Learning & Development team members.
• Directly manage and coach a team of two recruiters, providing guidance on sourcing strategies, recruitment planning, candidate experience, and overall recruiting effectiveness.
• Partner with business leaders and hiring managers to ensure alignment between talent acquisition, workforce planning, succession planning, and organizational goals.
• Establish departmental goals, budgets, and key performance indicators.
• Build strong partnerships across corporate and field operations.
• Drive continuous improvement within talent and organizational development functions.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field preferred; equivalent combination of education, certifications, and experience considered.
• In lieu of a degree, significant progressive leadership experience in Talent Management, Learning & Development, Organizational Development, or Human Resources at Director, Senior Director, Vice President, or equivalent level will be considered.
• Minimum 7+ years of progressive Human Resources leadership experience.
• Minimum 5+ years leading Talent Management, Learning & Development, Organizational Development, or HR Business Partner functions.
• Experience managing talent acquisition and recruiting functions.
• Experience partnering directly with executive leadership teams and supporting enterprise‑wide business initiatives.
• Proven success developing and implementing talent strategies, succession planning programs, leadership development initiatives, and organizational effectiveness strategies.
• Experience supporting multi‑location organizations and geographically dispersed workforces.
• Hospitality, real estate, project management, or service‑industry experience strongly preferred.
• Professional certifications such as SHRM‑SCP, SPHR, CPTD, or equivalent are preferred.
• Experience working with ADP Workforce Now, ADP Lyric, or similar HCM, Talent Management, Learning Management, and Performance Management platforms is highly preferred.