Vice President, Talent
Posted on Apr 5, 2021 by Cengage Learning
The Vice President of Talent role is an exciting opportunity for a high caliber strategist and operator with deep knowledge of transformation through people. As the champion of the full talent life-cycle, this role will partner with HR leadership and executives to lead all talent-related activities including workforce planning, talent acquisition, performance management, talent management/succession planning and learning & development, inclusion, diversity & equity. This role comes with executive level exposure - working hand in hand with the Chief Operating Officer & CEO as well as the HR leadership team (HRLT) and other senior business executives. This position will be instrumental in achieving our objective for talent to be a strategic differentiator for Cengage.
Talent Workforce Planning & Mapping/Engagement
Develop and sustain a data-driven workforce planning model that aligns business strategy with workforce planning to ensure we have the right people in the right roles with the right skills at the right time . Create a framework that provides a clear view of talent supply (bench strength) and demand, informs talent decisions and assists in prioritizing future workforce investments.
Partner with HR leadership to provide a framework to effectively address current and future talent needs throughout the business. Provide tools and resources to HR leadership so they are able to effectively partner with their business leaders in the planning process.
Develop and drive the Company's talent planning process and career path management to identify, engage and retain key talent.
Partner with HR Leadership and Executive Team to identify and develop talent management strategies, identify gaps and create action plans to proactively address them.
Develop top talent and high-potential programs which foster ongoing growth of key employees.
Leads corporate wide Talent Management projects and initiatives with the goal of assessing and/or improving existing and/or new processes. Ensures linkages across all Talent Management practices thereby fostering a comprehensive approach and providing meaningful value to the business.
Assess current Performance Management programs and implement changes where necessary to ensure simplicity and integration with compensation processes. Provide strategic leadership and guidance to business leaders, line management and HR business partners to ensure the success of all Performance Management initiatives.
Provide executive leadership to Talent Acquisition Function creating a culture of accountability with focus on delivering repeatable, measurable results that support the company's goal of creating a high-performance and diverse culture.
Ensure effective downstream execution of best practices in all related TA programs, processes, and systems.
Establish and communicate a clear vision for talent acquisition and foster a talent mindset across the organization.
Help build company employment branding that incorporates Cengage's credo and ethos to ensure powerful messaging for both internal and external candidates.
Collaborate with executives, HR leadership and HR Business Partners to ensure all talent acquisition activities are aligned with the needs of the business.
Drive the development and delivery of training programs and tools to drive usage of these resources in order to provide our hiring managers with what they need to make optimal hiring decisions.
Develop and maintain a complete understanding of the competitive marketplace for talent acquisition in each geographic area. Analyze and apply this information in the development of appropriate strategies in response to anticipated market trends.
Oversee vendor and agency relationships, contract terms, contract negotiations and ensuring fulfillment of service level agreements.
Lead team that designs and delivers robust performance management tools and processes that are intuitive, support a culture of ongoing candid communication and feedback, align individual goals with organizational goals and ultimately drive a high-performance culture.
Create feedback mechanisms that encourage ongoing performance feedback from various stakeholders throughout the organization (360, stakeholder feedback, survey tools etc.)
Drive the development and delivery of training programs, resources and tools that support ongoing performance management activities throughout the organization.
Ensure competency model concepts are incorporated throughout performance management process.
Partner with Compensation team to ensure a focus on creating a pay for performance culture.
Manage metrics and tracking of all performance management milestones; use data to inform future program design improvements.
Partner with HR leadership to ensure effective execution of performance management activities within client groups.
Learning & Development
Lead team to ensure creation of learning and development strategies that addresses workforce capabilities, skills, and competencies needed to support current and future business strategies.
Ensure learning and development programs embrace new technologies such as social and mobile capabilities, adaptive learning techniques etc.
Identify key metrics to determine the overall effectiveness of learning and development programs and inform future initiatives and investments.
Drive the development and implementation of an organization-wide competency model that can be leveraged at all points in the talent life-cycle.
Partner with HR leadership in the establishment of meaningful development plans for key talent.
Serve as liaison to HR Business Partners and business leaders to understand needs, conduct assessments as required to identify the best interventions, identify resources to design and implement. Serve as executive consultant to ensure the best development solutions are leveraged to meet the needs of the business.
Skills You Will Need Here:
Qualified candidates likely have 10-15+ years of experience leading teams in learning, organizational development, and/or talent management
Significant experience leading solutions in the following areas: workforce planning, succession planning, talent acquisition, learning and development, career development, competency models and performance management, inclusion, diversity & equity.
BA/BS degree, preferably in Human Resources, Organizational Development, Business, or a related field.
Demonstrated experience driving talent innovation and process improvement that enable the business to achieve its objectives.
Digitally savvy and experienced with leveraging HR technology platforms that support talent acquisition and management programs.
Highly resourceful, stellar execution skills (strategy through implementation).
An adaptive leader and change agent who is comfortable with ambiguity.
Demonstrated experience developing and using analytics to understand trends, establish strategic talent practices, build compelling business cases and drive sound decision-making.
Strong leadership qualities and skills with the ability to inspire and motivate staff. Proven ability to lead by sharing a common vision, gaining buy-in, building trust and coaching.
Proven track record of leading and influencing; exceptional collaboration, relationship and consultative skills with demonstrated success building partnerships with internal and external contacts at all organizational levels in a matrixed environment.
A big picture, creative thinker and problem-solver with the ability to prioritize and focus in order to organize, manage and deliver tangible products and outcomes.
Intermediate skills in Microsoft Office products.
Availability and ability to travel overnight, potentially a few nights per month
Master's degree, preferably in Human Resources, Organizational Development, Business or a related field.
Experience in technology industry.
Related professional certification and designations highly desired.
International experience, global perspective and cultural awareness.
HR Certification is beneficial, such as SHRM-CP or SHRMSCP