VP Talent Management, L&D and OD&OE

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Boardwalk is a limited partnership operating in the midstream portion of the natural gas and natural gas liquids industry, providing transportation and storage services for our customers. Our 14,000 miles of pipeline and storage assets provide diverse market connectivity to producers and end-users who need reliable sources of natural gas for power generation, home heating or petrochemical feedstocks. We have the experience, knowledge, and flexibility to design service offerings and create system enhancements tailored to our customers’ needs throughout the 13 states in which we operate. As an organization focused on sustainability, we are committed to protecting the environment while delivering this energy source. This commitment is made to our customers, employees, and the communities in which we operate. We incorporate environmental stewardship, safety, and compliance into our day-to-day operations and seek to strengthen and support the communities we serve. Additional information about the company can be found online at www.bwpipelines.com.

We are currently looking for a VP Talent Management, L&D and OD&OE for our Houston, TX office.

POSITION DESCRIPTION:

The Vice President leads a lean Center of Excellence focused on strengthening leadership capability, accelerating organizational effectiveness, and advancing the company’s culture. Reporting to the SVP & CHRO, this role designs and deploys enterprise-wide programs in leadership assessment, development, coaching, and change management to enhance performance, engagement, and talent readiness.

The role requires executive presence, strong business acumen, experience working in a fast-paced environment, and the ability to serve as both strategist and hands on operator. This leader will oversee the implementation of assessment programs, redesign leadership development offerings, provide executive coaching, and lead a team of two. Success requires deep expertise in leadership development, organizational effectiveness, assessment methodologies, and the use of technology and data to drive talent outcomes.

The VP must be a highly collaborative leader who builds strong cross functional relationships and integrates seamlessly with the organization’s culture. This individual should bring agility, authenticity, and credibility, along with the ability to navigate complexity and influence at all levels.

KEY RESPONSIBILITIES:

Talent Management Strategy
• Develop and execute a scalable talent management strategy aligned with business growth and operational expansion.
• Lead enterprise succession planning and build leadership bench strength for critical field and corporate roles.
• Oversee performance management frameworks aligned to safety, reliability, and financial performance.
• Partner with HRBPs and operations leaders on workforce planning for new assets, facilities, and geographic growth.
• Collaborate with the Director of Talent Acquisition to align talent strategies with long term capability needs and ensure effective onboarding and offboarding programs.

Executive Advisory and Leadership Coaching
• Provide coaching at all levels to enhance leadership effectiveness, team dynamics, and communication.
• Manage coaching, instructional design, and learning vendors
• Lead 360 assessment processes and create development plans for executives and senior leaders.
• Establish coaching and mentoring standards for leaders.
• Serve as a strategic advisor to the executive team on leadership capability, organizational risks, and talent priorities.

Learning and Development
• Align competency assurance and learning standards and programs to the overall boardwalk leadership strategy.
• Design and deliver leadership and professional development solutions
• Lead in developing content and implementing and managing leadership assessments and development programs.
• Design and develop a Boardwalk leadership management training and support programs, correlating it with the Boardwalk values and leaders of the future.
• Partner with HR to ensure employees have appropriate and structured learning development and training opportunities, formal development plans, planned job rotation and assignments and other monetary/non-monetary recognition and incentives to fulfill potential and talent planning objectives.
• Deliver core training to leadership as well as conduct small team development/facilitation, which will include site visits, employee engagement, town halls and leadership conferences.
• Develop and lead ongoing change management that will enable and accelerate the implementation of standardized solutions in leadership development.
• Conduct direct research