VP Talent

Powering the agentic revolution in travel. Sabre is an AI-native technology leader, backed by one of the world’s largest travel data clouds. Built on an open, modular, cloud-native architecture, Sabre serves as the backbone for both established leaders and bold, new disruptors, guiding them to the next age of travel retailing through intelligent, connected, and personalized experiences. With AI at its core and operating at unparalleled scale, Sabre transforms insights into innovation, empowering airlines, hoteliers, agencies and other partners to retail, distribute and fulfill travel worldwide.

Powering the agentic revolution in travel. Sabre is an AI-native technology leader, backed by one of the world’s largest travel data clouds. Built on an open, modular, cloud-native architecture, Sabre serves as the backbone for both established leaders and bold, new disruptors, guiding them to the next age of travel retailing through intelligent, connected, and personalized experiences. With AI at its core and operating on an unparalleled scale, Sabre transforms insights into innovation, empowering airlines, hoteliers, agencies and other partners to retail, distribute and fulfill travel worldwide.

We are seeking a dynamic and strategic Vice President of Talent to lead both our global talent acquisition and comprehensive talent management functions. This executive role will play a pivotal role in driving our recruitment strategy, while also leading talent management, and learning and development. As a key member of the People leadership team, you will design and execute a holistic talent strategy that attracts, develops, and retains exceptional people. You will oversee the entire talent lifecycle—from targeted recruitment campaigns and headcount planning to performance management and leadership succession.

What you’ll do

1. Strategic Talent Acquisition

• •Global Recruitment Strategy: Direct global recruitment initiatives and employer brand campaigns to attract high-caliber talent, improve candidate engagement, and fill critical business roles efficiently.
• •Workforce & Headcount Planning: Partner with Finance and Workforce Planning leadership on headcount scenario planning against budgets to anticipate and proactively execute hiring needs.
• •Recruitment Analytics: Track, optimize, and leverage key talent acquisition metrics (e.g., cost-per-hire, time-to-fill, candidate quality) to drive data-informed decisions.
• •AI-Enhanced Sourcing: Leverage AI tools and technologies to automate workflows, optimize sourcing pipelines, and navigate AI talent market dynamics.

2. Talent Management & Organizational Development

• •Performance Management: Design and deploy enterprise performance management systems that translate business strategies into clear goals and cultivate leadership excellence.
• •Career Frameworks & Job Architecture: Lead the design and implementation of enterprise-wide job architectures, career frameworks, and internal mobility systems.
• •Succession & Workforce Mobility: Establish proactive succession planning models for key leadership roles while expanding internal mobility channels.
• •Employee Experience & Engagement: Drive strategies that maintain strong engagement scores and sustain a positive employee culture through organizational growth and transformation.

3. Learning & Development (L&D)

• •Upskilling & Capability Building: Curate skills-based learning pathways, hands-on development experiences, and leadership programs to continuously upskill the workforce.
• •AI-Powered Learning Integration: Infuse modern AI capabilities into learning platforms and training workflows to accelerate skill acquisition and promote tech-forward growth.
• •Build vs. Buy Strategy: Regularly evaluate external market hiring needs against internal mobility and upskilling capabilities to close critical capability gaps.

What you’ll bring

• •Leadership Experience: 10+ years of progressive HR leadership with proven executive-level expertise spanning Talent Acquisition, Talent Management, and Learning & Development within high-growth, complex, or global organizations.
• •System & Framework Building: Demonstrated success in architecting and scaling career frameworks, performance systems, succession models, and enterprise L&D programs.
• •Data & Analytics Savvy: Strong proficiency using HRIS and workforce planning platforms to track metrics like turnover, cost-per-hire, and internal mobility to influence strategy.
• •AI Literacy: Hands-on familiarity with evaluating and implementing AI tools to streamline talent operations and drive AI-focused upskilling across teams.
• •Strategic Partnership: Proven capability to collaborate seamlessly with senior executives, Finance, and People Team leaders to align human capital with business goals.

Benefits that support you

• •Competitive pay and performance-based bonuses.
• •Flexible work options.
• •Comprehensive healthcare coverage.
• •Generous PTO and holidays.
• •Strong retirement planning support.
• •Family-friendly benefits.
• •Professional development opportunities.

Reasonable Accommodation

Sabre is committed to working with and providing reasonable accommodation to applicants with disabilities. Applicants applying for a Sabre position with a disability who require a reasonable accommodation for any part of the application or hiring process may contact Sabre at recruiting@careers.sabre.com .

Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

• Equal Employment Opportunity
• Sabre is an equal employment opportunity employer and is committed to providing employment opportunities to minorities, females, veterans and disabled individuals. EEO IS THE LAW

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