Travel + Leisure Co.

HQ
Orlando, Florida, USA
10,001 Total Employees
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Travel + Leisure Co. Leadership & Management

Updated on January 12, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the managers & leadership at Travel + Leisure Co.?

Strengths in strategic clarity, execution discipline, and employee development are accompanied by localized leadership inconsistencies and pressure points in sales-heavy roles. Together, these dynamics suggest a well-directed organization at the corporate level with variable on-the-ground management quality that may influence employee experience by site and function.
Positive Themes About Travel + Leisure Co.
  • Strategic Vision & Planning: Leadership consistently articulates a clear mission to "put the world on vacation" and a multi-brand, membership-focused strategy, evidenced by the 2018 spin-off and the 2021 Travel + Leisure brand acquisition. Feedback suggests recent moves like the Accor Vacation Club expansion and branded resort launches are aligned to this direction and communicated across official channels.
  • Strong Execution: Communications tie results and guidance to stated priorities, with emphasis on disciplined capital allocation, operational metrics, and an orderly CFO transition. Feedback suggests governance upgrades, sustainability progress, and continued dividends and buybacks reflect follow-through on plans.
  • Development & Mentorship: Programs such as world-class training, tuition reimbursement, and mentorship are highlighted alongside career advancement paths. Feedback suggests a people-first culture with supportive teams and growth opportunities contributes to a positive environment.
Considerations About Travel + Leisure Co.
  • Siloed or Fragmented Leadership: Experiences are described as varying by location and function, with uneven middle-management quality and localized culture issues. Feedback suggests site-level leadership differences can produce inconsistent outcomes despite a cohesive corporate narrative.
  • Biased or Inconsistent Leadership: Isolated accounts reference favoritism and uneven local leadership practices in certain settings. Feedback suggests this variability can affect perceptions of fairness at the team level.
  • Neglect of Employee Support: High-pressure sales environments and work-life balance strain are noted in some roles, particularly in sales-driven contexts. Feedback suggests quota intensity and turnover risks can challenge day-to-day support for associates in specific teams.
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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.
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