Vice President, HR

DUTIES & RESPONSIBILITIES

Talent Strategy and Executive Advisory

• Shape and guide the enterprise and assigned division-level (business &/or functional) talent agenda to ensure the organization has the leadership, capabilities, and workforce needed to deliver its strategy and sustain long-term success.

• Serve as a trusted advisor to senior executives on leadership, talent, organization, and workforce matters that affect business performance and future readiness.

• Set the standard for high-quality talent and organizational counsel across the team, ensuring recommendations are practical, business-focused, and consistent across the enterprise.

• Provide guidance on the organization's most complex and high-impact talent decisions, including leadership transitions, organizational changes, and critical capability investments.

• Maintain an external perspective on workforce trends, emerging capabilities, and talent risks to help leaders make informed long-term decisions.

Enterprise Talent Prioritization and Governance

• Lead talent planning efforts that support succession planning, major business initiatives, strategic investments, and organizational change.

• Establish clear decision-making and governance processes to help leaders prioritize talent investments, sequence work effectively, and manage trade-offs across the enterprise.

• Ensure alignment between business strategy, workforce priorities, and investments in leadership and capability development.

Organizational Effectiveness and Change Leadership

• Lead organizational design efforts to ensure structure, decision rights, leadership layers, and capabilities support business strategy and execution.

• Build the consulting, judgment, and change leadership capabilities of the team, with particular emphasis on preparing HR Business Partners to support increasingly complex business environments.

• Partner with executive leaders to strengthen organizational readiness, leadership alignment, and adoption during periods of change.

Executive Leadership and Talent Stewardship

• Provide thought leadership on leadership effectiveness, workforce trends, organizational health, and evolving talent practices.

• Advise executive leaders on succession, leadership pipelines, and the long-term sustainability of critical talent and capabilities.

• Lead the creation and stewardship of division-level organization & talent plans.

• Influence decisions regarding leadership investments, capability priorities, and culture outcomes that drive enterprise performance.

Team and Functional Leadership

• Lead a team responsible for business talent strategy and organizational effectiveness, ensuring capabilities and capacity align with business complexity and strategic priorities.

• Coach leaders and team members to effectively navigate ambiguity, competing priorities, and high-stakes decisions.

• Recruit, develop, and retain exceptional talent while fostering accountability, collaboration, and a high-performance, high-engagement culture.

• Owns the talent development of the HR Business Partners with peer VP, HR.

• Model enterprise leadership expectations by setting direction, building alignment, and delivering meaningful outcomes.

• Foster an environment focused on continuous improvement, employee engagement, and exceptional service to clients and stakeholders.

• Strengthen a culture that reflects the organization's purpose and values while protecting and enhancing its reputation with clients and communities.

HR Functional Leadership

• Ensure consistency in role expectations, capability standards, and career progression across HR Business Partner roles.

• Build a function known for strong business partnership, sound judgment, enterprise perspective, and disciplined execution.

• Partner with peer HR leaders to develop the next generation of HR Business Partner talent and leadership capability.

• Contribute to the continued evolution of the HR Business Partner model to meet changing business needs and workforce expectations.

• Partner closely with HR centers of expertise, product teams, and operations teams to align enterprise programs with business priorities.

• Represent enterprise talent strategy with executive leadership teams and governance bodies.

• Translate enterprise trends, talent insights, and organizational patterns into actionable recommendations for senior leaders and the board.

This role requires periodic travel for executive, enterprise planning, and governance meetings.

QUALIFICATIONS & SKILLS

• Bachelor’s degree or equivalent experience.

• 12+ years of senior HR leadership experience with depth in HR business partnering, talent strategy, organizational design, workforce planning, leadership development, organizational effectiveness, or related HR areas of expertise.

• 8+ years of people leadership experience overseeing senior leaders and high-impact teams.

• Demonstrated experience leading and developing senior and advanced individual contributors operating in complex, high-ambiguity environments.

• Proven ability to assess, deploy, and optimize talent based on business complexity and strategic need.

• Demonstrated ability to influence executive-level leaders and enterprise decisions.

• Proven experience leading large, complex teams and enterprise-scale initiatives.

• Strong strategic consulting skills, including enterprise diagnosis, synthesis, and executive communication.

• Expertise in organizational design, organizational effectiveness methodologies, and large-scale change leadership.

• Extensive experience translating enterprise strategy into cohesive, cross-functional talent and organizational solutions.

• Strong business acumen and ability to connect talent strategy to enterprise outcomes.

• Ability to operate effectively in ambiguous environments while creating clarity and direction.