Lead Executive Recruiter
Guardian Life
Vice President, Talent and Learning
TASC
full-time
Posted on:
Origin: • 🇺🇸 United States • New York, Virginia
Visit company websiteSalary
💰 $194,000 - $311,000 per year
Job Level
Lead
About the role
- Accountable for developing and delivering an end to people strategy to enable Mastercard to attract, engage, develop and retain the talent needed in support of Services and IMC strategic priorities and business enablers
- Understand the unique needs of Services and IMC talent and work across the talent lifecycle to create and implement strategies and plans that support attracting, retaining, developing, engaging, rewarding, and advancing the growth and development of top-tier professionals in this business unit and function
- Develop and execute an integrated talent strategy in partnership with key people & capability partners (i.e. Total Rewards, Learning, Talent, Leadership development, etc.) and business leaders
- Lead succession and talent planning, and leadership development/ effectiveness efforts for the most senior leaders/ teams in the BU
- Lead the BUs talent rhythms (i.e. quarterly check ins, annual processes) and provide thought leadership and consulting support to the PBPs and business around the delivery of enterprise-wide talent processes/ programs
- Drive change management in support of evolving the operating model, ways of working and culture
- Contribute to and active member of 2 critical leadership teams - Services P&CLT and Global Talent and OE COE Leadership Team
Requirements
- Knowledgeable of global people practices, inclusive of talent processes
- Understanding of the unique job functions in Services (i.e. consulting) is a plus
- Demonstrated ability to effectively manage and lead in a highly complex matrix, global and fast moving organization
- Demonstrated ability to build strong and trusting relationships across a wide range of HR and senior business leaders globally across organizational divisions
- Demonstrated ability of acting as a strategic advisor to HR and the business, and partnering with the business and acting as a bridge between the business and the talent function/ CO
- Influencing skills – ability to influence colleagues across people and capability function and business units
- Ability to balance big picture thinking and execution with a record of driving meaningful change and collaborating effectively with executives and the business to design and execute innovative and operational initiatives
- Business acumen: effectively partnering with business leaders by understanding their needs; and translating them into a tech forward people strategy
- Model a pragmatic and business oriented mindset – by developing solutions in support of business opportunities
- Must be considered a credible expert by executive management, business unit leadership teams, People and Capability Partners, Global Subject Matter Experts and key stakeholders across the company
