Head of Talent & Culture

Overview

Position Summary

 

We are seeking a Head of Talent & Culture to drive our company's performance and sustainable growth by cultivating exceptional leadership, a purposeful and inclusive culture, impactful employee development, and a deeply connected, thriving workplace.

Reporting directly to the Chief People Officer, you will own the end-to-end strategy and execution of talent systems, leadership programs, performance frameworks, engagement initiatives, and employee experience enhancements. Your work will empower our people to deliver their highest-impact contributions, unlock their full potential, and build long-term career success while aligning closely with business objectives.

In this role, you will:

• Shape and activate a bold talent and culture vision that accelerates organizational performance and reinforces our core values.

 

 

Geo-Salary Information

An in-person interview may be required during the hiring process

 

 

The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.

Responsibilities

Responsibilities

 

Set the enterprise culture and talent agenda

• Define and lead the company’s Talent & Culture strategy, aligned to business priorities, growth plans, and long-term capability needs
• Partner with the executive team to strengthen organizational health, leadership quality, employee engagement, and team effectiveness
• Shape the cultural frameworks, leadership expectations, and operating rhythms that help the company scale in a deliberate and durable way
• Bring a modern, external perspective on what high-performing cultures need to thrive in changing environments

Lead performance, talent, and leadership development

• Own the company’s approach to performance, talent reviews, succession, leadership development, and internal mobility
• Ensure talent practices are clear, disciplined, and aligned to company performance and future capability needs
• Build leadership development strategies that raise the bar on people management, coaching, accountability, and team effectiveness
• Partner with People Business Partner team and senior leaders to identify organizational and leadership capability gaps, and put plans in place to strengthen bench strength and readiness

Design and ensure job architecture and skills are relevant and future ready

• Owns the design, governance, and continuous improvement of the company’s job architecture framework, including job families, levels, and role standards.
• Ensures the framework drives clarity, internal equity, and market competitiveness across roles and functions.
• Partners with HR and business leaders to define and maintain a consistent structure for jobs, career pathways, and critical skills.
• Uses job architecture to enable better talent planning, talent decisions, and alignment of compensation and performance practices to business strategy.

Build a Forward-Looking Learning Strategy

• Lead the design and execution of a learning and development strategy that strengthens leadership, enhances manager effectiveness, builds critical business capabilities, and prepares the organization for future needs.
• Ensure employees have meaningful development opportunities that support both individual career growth and broader company priorities.
• Create scalable, practical learning experiences that are relevant, measurable, and integrated into the flow of everyday work.
• Cultivate a culture where feedback, development, and continuous learning are embedded in how the organization operates.

Shape employee experience and engagement

• Own the strategy for employee experience, engagement, listening, and culture health
• Use employee feedback, survey data, and organizational insights to identify opportunities, diagnose issues, and drive meaningful action
• Strengthen the employee experience across key moments that matter, from onboarding through growth, development, and change
• Help ensure employees feel connected to the company’s purpose, clear on expectations, and supported to do great work

Lead internal communications

• Own the company’s internal communications strategy and approach, ensuring employees are informed, aligned, and connected to business priorities
• Build communication rhythms and channels that improve transparency, trust, and execution during periods of growth, transformation, and change
• Partner with ex