Chief People Officer (CPO)

Kensington delivers the world’s most personal travel experiences. We bring to life each client’s desire to travel in a way that’s tailored specifically for them, in the company of local private guides who ensure that they enjoy the authentic best of their destination. The result is a unique journey rich in memories that last a lifetime!

We achieve this because of our extraordinary people, passionate experts with deep knowledge of their destinations. They are what enables us to deliver remarkable experiences in over 120 countries worldwide, and across each of our businesses – Private Touring, Cruises, Villas, Yachts, Expeditions, Ultraluxe Land, Private Jets, and Air.

To learn more about Kensington, visit kensingtontours.com .

• The Opportunity
• Reporting directly to the CEO, the Chief People Officer is a key member of the Executive Leadership Team, responsible for leading Kensington's global People function and serving as a strategic advisor to the CEO, Board of Directors, and senior leadership team. This is a newly elevated executive mandate for a leader who can build scalable people infrastructure to match a high-growth, globally distributed, entrepreneurial organization.

• The CPO will oversee Talent Acquisition, Talent Management, Learning and Leadership Development, Total Rewards, People Operations, Employee Relations, and People Analytics.
• This executive will play a central role in building leadership capability, strengthening organizational performance, attracting and developing exceptional talent, and ensuring Kensington's culture and people practices continue to support a growing global business.

Kensington has built a strong people foundation and is now investing in the capabilities, systems, and leadership practices required to support its next stage of growth. This role is four days onsite at Kensington's Toronto Head Office (2 Queen Street East).

• Key Responsibilities
• People Strategy & HR Leadership

Serve as a trusted advisor to the CEO, Executive Leadership Team, and Board of Directors on organizational, talent, and leadership matters.

Develop and execute Kensington's global people strategy in alignment with the company's business objectives and growth plans.

Translate business priorities into clear workforce, talent, and organizational plans, including organizational design to support Range Group's multi-brand expansion.

Advise leaders on organizational design, workforce capability, succession, and leadership effectiveness.

Use people insights and business data to support executive decision-making.

Build and mentor a high-performing global People team, establishing People as a true strategic partner to the business, and drive a culture of accountability, collaboration, and continuous improvement.

Talent & Organizational Performance

Build a clear talent strategy that ensures Kensington can attract, develop, and retain the capabilities required for future growth.

Strengthen performance management, succession planning, and talent review practices across the organization.

Build leadership development programs that improve management capability and prepare high-potential talent for broader roles.

Establish clear career paths and development opportunities across critical functions.

Partner with business leaders to strengthen team effectiveness, organizational health, and workforce performance.

Develop a strong internal talent pipeline for key leadership and business-critical roles.

Talent Acquisition & Workforce Planning

Lead a global talent acquisition strategy — spanning executive, professional, campus, high-volume, and field roles — aligned with business priorities and workforce plans across five continents.

Develop scalable hiring processes and talent pipelines for critical, high-volume, and difficult-to-fill roles.

Strengthen employer brand and candidate experience, positioning Kensington and Range Group as a destination employer in the luxury travel industry.

Improve workforce planning, hiring discipline, and recruitment reporting.

Ensure acquisition and expansion plans are supported by effective talent and workforce strategies.

Learning & Leadership Development

Develop a learning strategy aligned with Kensington's business priorities and future capability needs, including role-based learning pathways.

Partner with business leaders to identify capability gaps and create targeted development solutions.

Ensure training and development reflect Kensington's luxury service standards across a distributed, global workforce.

Measure the effectiveness of learning programs through business outcomes, leadership capability, and employee growth.

Foster a culture of continuous learning that supports both individual development and organizational performance.

People Technology, HRIS & People Analytics

Develop and execute Kensington's People Technology strategy, leading HRIS selection, governance, and roadmap — balancing build-versus-buy decisions, scalability, and return on investment for a growing, multi-entity organization.

Evaluate and optimize the HR technology ecosystem to deliver a seamless employee and manager experience.

Develop meaningful people analytics and executive dashboards that support workforce planning, talent decisions, and organizational performance.

Establish data governance and reporting standards that improve business decision-making.

Partner with Finance, IT, and business leaders to drive automation, system integration, and self-service capabilities across the employee lifecycle.

Total Rewards, People Operations & Governance

Provide executive oversight for compensation, benefits, payroll, employee relations, and People Operations.

Develop competitive, financially responsible reward programs aligned with Kensington's talent strategy and performance expectations.

Maintain strong governance, compliance, and risk management practices across all jurisdictions.

Improve People systems, processes, and service delivery to create a consistent, effective employee experience.

Ensure policies and employment practices are practical, compliant, and aligned with the company's culture.

M&A & Organizational Integration

Lead the people workstream for acquisitions from due diligence through post-close integration.

Assess organizational structure, talent, culture, compensation, benefits, and people-related risks during diligence.

Develop integration plans covering leadership, organization design, workforce, systems, policies, and culture.

Partner with business and functional leaders to retain critical talent and establish clear accountability following an acquisition.

Track integration progress and people-related outcomes against acquisition objectives.

Culture, Engagement & Change

Partner with the CEO and Executive Leadership Team to strengthen and sustain Kensington's culture as the company grows.

Ensure leadership behaviours, talent practices, and reward programs reinforce the company's values and performance expectations.

Lead people and organizational aspects of major business changes, including growth, restructuring, and transformation.

Build clear approaches to employee listening, communication, and engagement.

Help leaders navigate complex people decisions with consistency, judgment, and care.

Support the cultural integration of acquired businesses, preserving what makes each organization distinct while building alignment across the group.

• Leadership Scope
• The CPO will lead an experienced global People team. Direct reports are expected to include leaders across:

Human Resources Operations

Talent Acquisition / Recruitment

Talent Management

Employee Training & Development

Total Rewards

Payroll / Benefits

Employee Relations

People Analytics

HRIS / HR Technology

• Qualifications
• The ideal candidate is a strategic people leader who combines de