VP Global Talent Management and D&I

Sets the vision and strategy, and oversees human capital needs across the global organization, providing high-level leadership, strategic direction and oversight for optimizing talent management and retention processes, tools and systems enterprise wide. Develops and nurtures company’s culture, both internally and externally, working closely with senior leaders to identify and implement key strategic organizational and operational projects. Acts as a thought leader for Diversity and Inclusion (D&I) initiatives as well as for motivating, developing and retaining staff across the organization. Collaborates with the senior leadership team to align human capital strategy with the organization’s strategic plan and growth targets, including succession planning and career-pathing. Develops the departmental and human capitol scorecards to inform national and regional talent acquisition, retention, and management. In partnership with organizational leaders and Talent team, creates and promotes growth opportunities and professional development activities across the organization. Builds, manages and coaches department staff, ensuring alignment of team and department objectives to overall organizational objectives and standards. Leads the design and execution of the key strategic components of the people strategy globally in the areas of leadership, people capability and employee engagement. Supports the business growth agenda globally in the areas of talent, leadership and cultures. Leads the design, management and implementation of the Talent and Organizational Development function globally. Executes significant structural, process and system changes, within budget, quality and time measures. Continuously improves company’s talent practices around talent reviews, succession planning, performance management, assessments, and career development. Drives approaches to developing high potential talent and creating transparency around internal pools; enabling global mobility. Creates career development interventions that active high levels of positive impact. Leads organizational culture initiatives that ensure a high-performing organization overall, including putting systems and processes in place that value and leverage skill and expertise across the organization. Regularly assesses and reports on employee morale with a focus on continuous improvement, constantly seeking opportunities to better support employees and foster their professional development while supporting positive employer/employee relationships that promote a high level of morale, motivation and retention. Leads processes and plans to facilitate frequent, open and honest internal communication across the organization. Develops and operationalizes D&I plans that enable clients and businesses to progress on goals. Leads execution of Inclusion strategy for the company. Supports executive communications on inclusion topics. Partner with internal communications to regularly communicate internal and external diversity and inclusion initiatives and events. Acts as a diversity and inclusion leader for the company. Drives leadership awareness, commitment, and accountability for D&I initiatives. Serves as a trusted advisor to the organization and partner on strategies and actionable goals to support diversity initiatives. Designs, launches, measures, tracks and analyzes the effectiveness of initiatives focused on creating a culture of inclusion that drives retention strategies and includes the ability to predict future trends in inclusion efforts. Acts as the subject matter expert on D&I, ensuring all people practices are well-thought-out and considered through the lens of inclusivity. Keeps current with leading research on D&I initiatives by leveraging expertise. Provides benchmark and research analysis, including monitoring and reporting on diversity and inclusion topics. Provides management & strategic direction to the business operation/corporate function. Participates with senior leadership in developing and authorizing the implementation of strategic business plans. Assignments and objectives are largely tied to company-wide performance and guided by broad company policies and strategic plans. Serves as principal spokesperson for the business unit or function on highly significant matters. Decisions typically have direct influence on company profitability or growth; P&L responsibility or significant budget accountability/direct impact.

Sets the vision and strategy, and oversees human capital needs across the global organization, providing high-level leadership, strategic direction and oversight for optimizing talent management and retention processes, tools and systems enterprise wide. Develops and nurtures company’s culture, both internally and externally, working closely with senior leaders to identify and implement key strategic organizational and operational projects. Acts as a thought leader for Diversity and Inclusion (D&I) initiatives as well as for motivating, developing and retaining staff across the organization. Collaborates with the senior leadership team to align human capital strategy with the organization’s strategic plan and growth targets, including succession planning and career-pathing. Develops the departmental and human capitol scorecards to inform national and regional talent acquisition, retention, and management. In partnership with organizational leaders and Talent team, creates and promotes growth opportunities and professional development activities across the organization. Builds, manages and coaches department staff, ensuring alignment of team and department objectives to overall organizational objectives and standards. Leads the design and execution of the key strategic components of the people strategy globally in the areas of leadership, people capability and employee engagement. Supports the business growth agenda globally in the areas of talent, leadership and cultures. Leads the design, management and implementation of the Talent and Organizational Development function globally. Executes significant structural, process and system changes, within budget, quality and time measures. Continuously improves company’s talent practices around talent reviews, succession planning, performance management, assessments, and career development. Drives approaches to developing high potential talent and creating transparency around internal pools; enabling global mobility. Creates career development interventions that active high levels of positive impact. Leads organizational culture initiatives that ensure a high-performing organization overall, including putting systems and processes in place that value and leverage skill and expertise across the organization. Regularly assesses and reports on employee morale with a focus on continuous improvement, constantly seeking opportunities to better support employees and foster their professional development while supporting positive employer/employee relationships that promote a high level of morale, motivation and retention. Leads processes and plans to facilitate frequent, open and honest internal communication across the organization. Develops and operationalizes D&I plans that enable clients and businesses to progress on goals. Leads execution of Inclusion strategy for the company. Supports executive communications on inclusion topics. Partner with internal communications to regularly communicate internal and external diversity and inclusion initiatives and events. Acts as a diversity and inclusion leader for the company. Drives leadership awareness, commitment, and accountability for D&I initiatives. Serves as a trusted advisor to the organization and partner on strategies and actionable goals to support diversity initiatives. Designs, launches, measures, tracks and analyzes the effectiveness of initiatives focused on creating a culture of inclusion that drives retention strategies and includes the ability to predict future trends in inclusion efforts. Acts as the subject matter expert on D&I, ensuring all people practices are well-thought-out and considered through the lens of inclusivity. Keeps current with leading research on D&I initiatives by leveraging expertise. Provides benchmark and research analysis, including monitoring and reporting on diversity and inclusion topics. Provides management & strategic direction to the business operation/corporate function. Participates with senior leadership in developing and authorizing the implementation of strategic business plans. Assignments and objectives are largely tied to company-wide performance and guided by broad company policies and strategic plans. Serves as principal spokesperson for the business unit or function on highly significant matters. Decisions typically have direct influence on company profitability or growth; P&L responsibility or significant budget accountability/direct impact.

Required Education and Experience: Bachelor's degree or equivalent and relevant formal academic / vocational qualification. Previous experience that provides the knowledge, skills, and abilities to perform the job (comparable to 15 years) or equivalent and relevant combination of education, training, & experience. 10 years of management responsibility.

Knowledge, Skills and Abilities: Management experience in a senior leadership role, preferably in a human resources and/or organizational development position. Experience in a talent management role with global responsibility. Experience in the diversity and inclusion space and/or human capital consulting. Excellent relationship building skills with a demonstrated ability to work well with people with a wide diversity of demographic and professional experience levels across a decentralized work environment. Strong strategic thinking skills with an ability to use data to make decisions and to translate strategy to plan to action. Superior communication skills with an ability to articulate a clear and compelling vision and lead others to implement it. Strong project management skills with significant experience leading change management. Ability to coach and mentor direct reports, peers and executives on sound talent management practices; track record of driving organizational results through coaching and mentoring. Proven ability to hire, develop and retain effective, diverse teams and to work in a fast-paced, entrepreneurial environment.

Working Conditions and Environment: Work is performed in an office environment with exposure to electrical office equipment. Occasional drives to site locations, frequent travels both domestic and international.

Required Education and Experience: Bachelor's degree or equivalent and relevant formal academic / vocational qualification. Previous experience that provides the knowledge, skills, and abilities to perform the job (comparable to 15 years) or equivalent and relevant combination of education, training, & experience. 10 years of management responsibility.

Knowledge, Skills and Abilities: Management experience in a senior leadership role, preferably in a human resources and/or organizational development position. Experience in a talent management role with global responsibility. Experience in the diversity and inclusion space and/or human capital consulting. Excellent relationship building skills with a demonstrated ability to work well with people with a wide diversity of demographic and professional experience levels across a decentralized work environment. Strong strategic thinking skills with an ability to use data to make decisions and to translate strategy to plan to action. Superior communication skills with an ability to articulate a clear and compelling vision and lead others to implement it. Strong project management skills with significant experience leading change management. Ability to coach and mentor direct reports, peers and executives on sound talent management practices; track record of driving organizational results through coaching and mentoring. Proven ability to hire, develop and retain effective, diverse teams and to work in a fast-paced, entrepreneurial environment.

Working Conditions and Environment: Work is performed in an office environment with exposure to electrical office equipment. Occasional drives to site locations, frequent travels both domestic and international.