Victoria Princewill started out as a Lettings Negotiator pounding the pavements before realising that supporting teams was what she loved most. As Senior HR Business Partner, she sits at the intersection of people and performance, collaborating with leaders to drive strategy, change and culture.
1. Personal & Professional Journey
Can you tell us a little about your background and how you got started in the property industry?
I started my career as a lettings negotiator, pounding the pavements, juggling keys, and falling head-over-heels for the fast-paced world of property. It was a role full of people, pressure, and personality - everything I thrive on. Over time, I realised that what I loved most wasn’t just closing deals, but supporting people - helping teams work better, feel seen, and perform at their best. That realisation lit the spark that led me into HR.
What inspired you to pursue a career in property?
I think property found me, in the best possible way! I was drawn to the energy, and the tangible impact it has on people’s lives. It’s dynamic, full of character, and absolutely never boring. I stayed because I saw the potential to make a real difference - not just in business outcomes, but in the careers and experiences of the people who make this industry what it is.
How has your journey with Lomond evolved so far?
Joining Lomond felt like coming full circle. It’s a business that values both heritage and innovation - which aligns perfectly with my journey. I’ve been empowered to lead on strategic people initiatives, shape culture, and support leadership through major growth and change. Every step has reinforced that I’m right where I’m meant to be.
2. Role & Impact
What does your current role involve, and what do you love most about it?
As a Senior HR Business Partner, I sit at the intersection of people and performance. I partner with leaders to drive strategy, support teams through change, and embed a culture where people can truly thrive. What I love most is the variety - I can be coaching a leader one hour and designing an engagement strategy the next. No two days are the same, and that keeps me energised.
Can you share a project, deal, or moment you’re especially proud of?
One moment that stands out was leading the people side of a complex integration following a business acquisition. It was a high-stakes, high-emotion environment - but we approached it with empathy, strong communication, and a laser focus on people experience. The result? A smooth transition, stronger engagement, and a unified culture. That’s when HR goes from support function to strategic driver.
How do you feel your work is making a difference in your team, region, or community?
My role allows me to help shape the kind of culture people want to be part of. Whether it’s nurturing talent, creating psychologically safe environments, or helping leaders lead better - I see the ripple effect daily. When people feel valued and empowered, everything else improves: retention, performance, collaboration… the works.
3. Leadership & Representation
What does it mean to you to be a Lomond Women Representative?
It’s a role I’m incredibly proud of. For me, it’s about using my platform to elevate others, create meaningful connections, and drive visibility for women in roles where we’ve historically been underrepresented. It’s about action - not just inspiration.
Why do you believe representation and visibility of women in property leadership is so important?
Because diversity of thought and lived experience leads to better business decisions. When women are seen, heard, and supported in leadership roles, we build stronger, more inclusive cultures—and that benefits everyone. It also shows the next generation that there is room for them at the top.
Have you had any role models or mentors who have helped shape your path?
Definitely. I’ve been lucky to learn from both formal mentors and those quiet role models who lead by example. One former boss showed me how to balance strength with warmth - something I’ve taken into every role since.
4. Challenges & Growth
What challenges have you faced as a woman in the industry, and how did you overcome them?
Early on, I sometimes struggled to be taken seriously - especially after making the move from sales into HR. There were assumptions to break and credibility to build. I overcame it by staying consistent, doing the work, and never being afraid to have the tough conversations. Over time, I built trust - and that opened doors.
How do you stay motivated and resilient in a fast-paced and competitive environment?
I’m naturally driven, but I’ve also learned the importance of boundaries and self-care. I recharge by doing things that bring me joy - whether that’s planning my next holiday, catching up with friends over brunch, or hosting a dinner party where the wine and laughter flow equally! That balance is key to showing up fully at work.
5. Empowerment & Advice
What advice would you give to young women starting out in property or leadership roles?
Start before you’re ready. You don’t need to tick every box to go for the role, speak up in the meeting, or take the lead on a project. Be curious, ask questions, and own your growth. And find your tribe - mentors, peers, supporters who will cheer you on and challenge you in equal measure.
What’s one mindset or habit that’s helped you succeed?
“Show up and show value.” I try to make every interaction count - whether it’s a 1:1 with a leader or a team workshop. People remember how you made them feel and what you helped them achieve.
How do you support and uplift other women in your team or network?
I make space for real conversations - about confidence, career paths, imposter syndrome, the lot. I advocate for women when they’re not in the room, and I share opportunities freely. It’s not about competition - it’s about creating momentum for all of us.
6. The Bigger Picture
What changes would you like to see in the property industry to better support women?
I’d love to see more tailored leadership development for women, especially around confidence, negotiation, and visibility. We also need to normalise flexible career paths and challenge outdated ideas about what “professional” looks like. Progress is happening - but there’s still work to do.
What are your hopes for the future of women at Lomond?
I hope we continue building a culture where women feel empowered to aim high, speak up, and lead authentically. There’s so much talent in this business - I want to see more of it recognised, nurtured, and elevated.
How do you think initiatives like Lomond Women help create meaningful change?
They’re essential. They build community, amplify voices, and drive accountability. More importantly, they make it clear that gender equity isn’t just a ‘nice-to-have’ - it’s a business priority.
7. Personality & Passion
What do you enjoy doing outside of work?
I’m a holiday lover through and through - there’s nothing like exploring a new city or soaking up some sun with a book in hand. I’m also a big fan of long, chatty brunches with friends, and I love hosting dinner parties (with a curated playlist and a signature cocktail, naturally).
If you could describe your leadership style in three words, what would they be?
Empowering. Strategic. Genuine.
What’s a quote or mantra you live by?
“Don’t wait for permission.”
It’s a reminder to back yourself, take the leap, and create the opportunities you want to see.
