About this opportunity
Roberts Resorts & Communities lists this Vice President, People and Culture opportunity in scottsdale, Arizona. Review the employer’s description below for duties, qualifications and application requirements.
Job description
This is not just an HR job. This is a build-the-company role.
Roberts Resorts and Communities owns and operates manufactured home, RV resort, and cabin communities across the Southwest. As we grow, our ability to scale will depend on the talent we hire, the leaders we develop, and the culture we reinforce every day. We need someone to own that.
Our philosophy is simple:
Talent is an investment, not a cost
High standards and strong support belong together
Candor, trust, learning, and accountability belong together
This role turns our values into how we hire, lead, develop, reward, and hold people accountable.
What You Own
Talent and Recruiting
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.
People Systems and Performance
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.
Compensation and Rewards
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.
Leadership Development and Succession
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.
HR Team, Data, and Executive Partnership
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.
12-Month Success Outcomes
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.
The Person This Fits
You have built a People function and operated in an entrepreneurial, fast-moving company where priorities evolve.
You think like an operator and understand how people decisions affect business performance.
You have owned talent acquisition, compensation, performance, and learning and development at meaningful scale.
You are highly self-accountable, proactive, and comfortable building systems without creating unnecessary bureaucracy.
You have the confidence to challenge decisions, defend your point of view with facts, and give and receive candid feedback.
You use data to drive decisions and know when to coach, challenge, or make a change.
You can move between strategy and execution and are willing to spend time in the field, not only behind a desk.
Experience in multi-site operations, hospitality, housing, retail, or another field-based service business is strongly preferred.
You Probably Won’t Love This Role If
You believe culture means keeping everyone comfortable.
You compromise hiring standards just to fill an opening.
You tolerate persistent performance issues to avoid hard conversations.
You prefer policy work to working with leaders and operators.
You measure activity instead of outcomes.
You believe HR should operate separately from the business.
You want to maintain systems rather than build better ones.
Reports to:
COO
Travel:
Approximately 25%
Compensation:
$160,000–$185,000 base + annual performance bonus
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Worksite address
scottsdale, AZ, 85261, US
Who can apply
Review the original listing for work authorization, qualifications and employer requirements.