VP Talent Management

📋 Description

• Define and spearhead KnowBe4's global Talent Management strategy, integrating learning & development, performance management, succession planning, high-potential programs, and career development into a cohesive, data-driven function.

• Own the comprehensive performance management lifecycle — including goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement pathways — ensuring consistency and fairness across all regions.

• Design and implement a global high-potential identification program, collaborating with People Business Partners and senior leaders to build a robust internal talent pipeline; lead succession planning for critical and leadership roles throughout the organization.

• Develop and maintain career development frameworks — encompassing career pathing, competency models, and internal mobility programs — that provide employees with clear growth trajectories and equip managers with the tools to engage in meaningful development conversations.

• Oversee the design and delivery of all manager and employee development initiatives, including onboarding, leadership development, management effectiveness, compliance training, and functional upskilling, ensuring programs are relevant, measurable, and globally accessible.

• Manage and enhance the Learning Management System (LMS) and all talent technology platforms; drive full integration with Workday (performance, learning, and succession modules) to create a seamless, unified talent experience and eliminate off-system workarounds.

• Advocate for the adoption of agentic AI and intelligent automation within talent management workflows — including AI-driven learning recommendations, automated performance check-in nudges, skills gap analysis, succession scoring, and personalized development pathways — to scale impact and minimize manual efforts.

• Audit and streamline existing talent programs, tools, and processes; eliminate redundancies, standardize fragmented approaches across teams and regions, and establish clear governance and decision rights to reduce operational complexity.

• Establish a talent analytics capability that monitors leading and lagging indicators across the talent lifecycle — including engagement, time-to-productivity, internal mobility, succession bench strength, and program effectiveness — delivering actionable insights to executive leadership.

• Collaborate with People Business Partners, Finance, and senior leadership to align talent programs with business strategy, organizational design changes, and workforce planning priorities.

• Represent Talent Management at executive-level meetings; prepare and present materials for leadership team and Board reviews on talent pipeline health, program outcomes, and strategic initiatives.

• Lead, develop, and inspire a team of learning, enablement, and talent professionals — providing clear direction, development opportunities, and fostering a culture of continuous improvement and accountability.

• Offer genuine recommendations regarding the hiring, firing, promotion, and discipline of subordinate employees to which the Company gives significant weight.

⛳️ Requirements

• Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field; a Master's degree or MBA is preferred.

• Minimum of 10 years of progressive experience in Talent Management, Learning & Development, or related People functions, with at least 3 years in a senior leadership position.

• Proven experience owning or significantly contributing to performance management, succession planning, and high-potential programs at scale.

• In-depth expertise across the entire talent management lifecycle: performance management, succession planning, high-potential identification, career development, and learning & development.

• Hands-on experience with Workday's talent, learning, and performance modules — including configuration, integration, and reporting — coupled with a track record of driving adoption and minimizing off-system complexity.

• Experience in implementing or scaling an LMS (e.g., Cornerstone, Docebo, Workday Learning) across a global workforce, with a strong command of content design principles and learning analytics.

• Familiarity with agentic AI tools and intelligent automation platforms applied to HR/talent workflows (e.g., AI coaching tools, skills inference engines, automated nudging systems); ability to evaluate, pilot, and scale these technologies responsibly.

• Strong analytical skills with the capability to build and present talent dashboards, interpret workforce data, and translate findings into actionable strategies for executive audiences.

• Proven ability to simplify complex, multi-layered programs — rationalizing overlapping tools and processes into streamlined, governance-backed frameworks.

• Demonstrated success in designing career pathing and competency frameworks that promote internal mobility and retention.

• Excellent executive presence and communication skills; capable of articulating complex concepts clearly to diverse audiences, from individual contributors to Board members.

• Experience leading and developing high-performing teams in a fast-paced, global environment.

• Strong cross-functional relationship builder; comfortable collaborating with Finance, Legal, IT, and executive leadership.

• Manages highly confidential information with professionalism and sound judgment.

• Certification in a relevant discipline (e.g., SHRM-SCP, CPLP/CPTD, ICF-credentialed coaching) is a plus.

• Experience in a SaaS or technology company is an advantage.

🏝️ Benefits

• Company-wide bonuses based on monthly sales targets.

• Employee referral bonuses.

• Adoption assistance.

• Tuition reimbursement.

• Certification reimbursement.

• Certification completion bonuses.