Project Manager, Executive Talent Sourcing

Company Overview:  

VF Corporation outfits consumers around the world with its diverse portfolio of iconic lifestyle brands, including Vans®, The North Face®, Timberland®, and Dickies®. Founded in 1899, VF is one of the world’s largest apparel, footwear and accessories companies with socially and environmentally responsible operations spanning numerous geographies, product categories and distribution channels. We’re committed to delivering innovative products to consumers and creating long-term value for our customers and shareholders.   

While our company and brands are diverse, we work together within a One VF culture to capitalize on our greatest opportunities for long-term performance. Across our company, a collaborative, global mindset differentiates our products and the unique experiences we provide to our consumers. It all adds up to a lasting competitive advantage built on harnessing the power of our differences to achieve great things together, all while positively impacting the lives of hundreds of millions of people and the world.     

Job Summary: VF Corporation has an exciting opportunity to join our Global Executive Talent Acquisition team as an Project Manager, Executive Talent Sourcing. In this role, you will be working to proactively build diverse pipelines for some of our most influential executive leadership roles across the organization with a very specific focus on our critical value roles (CVR’s) and critical succession plan gaps on the VF Global Executive Team. As a member of our Executive Talent Acquisition team, you will own the diversity sourcing strategy, including market mapping and research, proactive pipeline building, job description optimization, and the identification, engagement, relationship management and initial assessment of executive level talent. And to be the thought leader on where VF should be when working to cultivate relationships with diverse talent at the executive level. Using workforce planning and hiring analytics to build a road map for event participation and sponsorship, networking initiatives and informational interviewing initiatives.

How You Will Make A Difference

• Identifying diverse passive talent using advanced Boolean, LinkedIn, social media sites and more. You are expected to be the market expert, and know not just where you’re going to find these people, but why and how

• Engaging passive executive level talent in meaningful, relevant, and authentic ways through email, InMail, and cold calling as needed

• Conducting initial screening conversations to effectively generate interest in both VF and our brands, and open positions, as well as conduct an initial assessment of talent for potential within the VF organization. We have a high bar for leadership talent, and you’ll be the first step in ensuring we continue to bring in bar raising talent.

• Developing strong candidate relationships and setting clear expectations. We’re consumer obsessed, and in Talent Acquisition our candidates are our consumers. As the first step in the recruitment process, you’ll be key in ensuring a positive candidate experience.

• Management of pipeline existing development programs (Pensole and Powering Potential) and engagement of new programs.

• Being a top talent connector and ensuring our engaged pipeline of diverse talent is connected with appropriate leaders in VF for proactive engagement and informational interviews.

• Building and maintaining a network of highly engaged diverse executive level talent. We challenge you to go beyond an occasional check-in email, and we give you full autonomy to add value to people’s lives in meaningful ways. Think outside the box. Build relationships and bring ideas. This is all new to us! Use data to identify organizational and/or program needs and new opportunities, and provide/execute strategic solutions; establish key metrics to assess, measure and track results of diversity engagement initiatives; tracking, analyzing, and sharing pipeline activity updates with key stakeholders, as well as using data to inform your own strategies when partnering with executive recruiters on openings.