The Vice President of Talent will oversee all aspects of the talent lifecycle, including Talent Acquisition (TA), Talent Development, Employee Engagement, Culture & Values, and Learning & Organizational Development (L&OD).
Reporting to the Chief People Officer, this role will drive a strategic, data-informed talent agenda that aligns with global business goals, fosters organizational capability, and strengthens our culture. As part of a small team, the VP will be both a strategic leader and a hands-on contributor.
Key Responsibilities
* Talent Acquisition (TA):
o Transform TA into a strategic partner to the business, shifting from a tactical, execution-focused function to a proactive driver of talent strategy.
o Leverage data analytics to optimize DEI, quality of hire, and cost per hire, ensuring measurable improvements in results.
o Stay ahead of industry trends by implementing the latest hiring best practices and tools (e.g., AI-driven sourcing, predictive analytics, advanced applicant tracking systems) to attract top talent in a competitive tech market.
o Partner with senior leaders and hiring managers to forecast talent needs, align hiring strategies with business priorities, and enhance employer branding globally.
o Design and implement initiatives that improve the Employee Value Proposition.
* Talent Development:
o Design and implement career development programs to upskill employees and prepare high-potential talent for future roles.
o Collaborate with People Partners to identify skill gaps and deploy targeted development initiatives that support business goals.
o Define and evolve the company’s performance management philosophy in alignment with business goals, ensuring the process supports organizational culture, engagement, growth, and retention.
* Employee Engagement:
o Drive creative, hands-on initiatives to boost employee engagement, satisfaction, and retention across all regions.
o Use data from engagement surveys and feedback mechanisms to craft tailored strategies and track their impact.
* Culture & Values:
o Embed the company’s culture and values into all talent practices, ensuring they resonate across a global workforce.
o Innovate and adapt cultural initiatives to support the company’s growth while maintaining a collaborative, accountable environment.
o Create and execute DEI initiatives that align with the company's mission and business objectives, ensuring these principles are embedded throughout the employee lifecycle and reinforce the company culture and values.
* Learning & Organizational Development (L&OD):
o Design and deliver impactful training programs focused on leadership development, soft skills, and change management (no technical training).
o Be creative in leveraging tools such as e-learning platforms, gamification, microlearning, and peer-to-peer coaching to enhance learning experiences.
o Work closely with People Partners to ensure they effectively drive L&OD programs and tools into the business, aligning them with team and organizational needs.
o Take a hands-on approach to support People Partners by training them in the use of Talent tools (e.g., Talent scans, succession planning frameworks, competency models) to build their capability and confidence.
* Leadership & Team Management:
o Lead a small, high-performing Talent team with a hands-on approach, stepping in to execute where needed while fostering collaboration and growth.
o Partner with People Partners and others to integrate talent strategies into the broader business context.
* Strategic Partnership:
o Act as a trusted advisor to the CPO and senior leaders on talent matters, using a creative and pragmatic approach.
o Work closely with People Partners to ensure seamless delivery of talent programs, providing hands-on support to embed tools and processes into the business.
o Use data-driven insights to anticipate workforce needs and drive long-term talent planning.
Qualifications
Experience:
* Minimum of 15 years of progressive HR experience, with at least 5 years leading people and/or the Talent function.
* Demonstrated success in a global setting, managing talent strategies across diverse regions and cultures.
* Proven ability to elevate TA into a strategic function using data and cutting-edge tools to implement strategic hiring.
* Experience in designing and delivering creative L&OD programs in a fast-paced environment.
* Tech industry experience is a strong plus.
Education:
* Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master’s degree or equivalent preferred).
Skills & Competencies:
* Expertise in Talent Assessment, with a focus on data-driven decision-making.
* Strong L&OD background, with a creative flair for designing and delivering training programs.
* Hands-on leader who thrives in a small-team environment, balancing strategy and execution.
* Exceptional collaboration skills, particularly with People Partners, to drive talent initiatives.
* Data-savvy, with the ability to translate analytics into actionable talent strategies.
* Culturally astute, with experience in global, matrixed organizations.
* Knowledge of employment laws and best practices across key regions.
Key Attributes:
* Creative and innovative, with a passion for building talent solutions that stand out.
* Hands-on and resourceful, comfortable rolling up sleeves in a lean team.
* Strategic yet pragmatic, able to connect talent initiatives to business outcomes.
* Collaborative and approachable, with a knack for building strong relationships with People Partners and managers.
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