(S)VP, Talent Learning, Development, Organizational Development & Design

The (S)VP of Talent Learning, Development, Organizational Development & Design (TLOD) is responsible for driving our enterprise-wide talent and organizational strategy. This role is ideal for a strategic, forward-thinking leader who has successfully navigated complex, global, matrixed environments and partnered with executive leadership to shape and implement talent philosophies that enable business success.
This leader will oversee succession planning, talent identification, and high-potential (HiPo) development, ensuring a structured approach to building leadership pipelines and fostering a culture of continuous growth. Additionally, they will manage the company’s learning platform and global university, providing best-in-class development programs.
This individual is a catalyst for business-led cultural transformation, demonstrating a strong ability to understand, engage with, and champion our people. With a broad, holistic perspective on enterprise talent, they seamlessly integrate talent strategies with business objectives, fostering an inclusive and forward-thinking culture that drives meaningful change.

PRINCIPAL DUTIES AND RESPONSIBILITIES:
Executive Partnership & Stakeholder Engagement
•    Act as a trusted advisor to the Management Board, C-suite, and HR leadership team on talent, organizational health, and workforce strategy.
•    Influence senior leaders in shaping a culture of high performance, inclusivity, and employee engagement.
•    Partner with global and regional HR teams to ensure talent development strategies are effectively localized while maintaining enterprise-wide alignment.

Talent Development & Strategy
•    Define and execute a comprehensive talent development and succession planning strategy to build a strong, diverse, and future-ready leadership pipeline. 
•    Develop a consistent approach to the identification of "ready-now" successors and emerging talent that includes targeted development plans for each leadership level. 
•    Establish a global, structured approach to Organization Talent Reviews (OTRs) to assess, calibrate, and plan for leadership transitions and workforce readiness. 
•    Partner with the Management Board and senior executives to establish and reinforce a cohesive talent philosophy that supports enterprise-wide performance, growth, and workforce agility. 
•    Develop and implement robust HiPo development programs, ensuring high-potential employees receive personalized growth opportunities and career acceleration support. 
•    Utilize data and talent analytics to identify trends, risks, and opportunities in leadership development and workforce planning.

Organizational Development & Design
•    Drive organizational effectiveness through role design and structural enhancements that support business agility and scalability.
•    Lead enterprise-wide change management initiatives to ensure smooth transformation and cultural evolution.
•    Partner with HRBPs to align organizational design with company growth objectives, ensuring optimal structures, processes, and talent capabilities.
•    Embed a culture of continuous growth, agility, and innovation to maintain a competitive edge in a dynamic market.

Learning & Development – Global University & Learning Platform
•    Oversee the implementation of large-scale, organization-wide learning and development projects to support critical FME initiatives such as improving business performance, building organizational capability, and improving the work environment while ensuring compliance with all applicable policies, procedures, and regulatory requirements and guidelines.  
•    Drive innovation in learning methodologies, including digital learning, AI-driven personalization, and immersive learning experiences.
•    Partner with business leaders and functional heads to ensure learning solutions are tailored to evolving market trends and skill requirements.
•    Leverage technology, data, and insights to enhance accessibility, engagement, and effectiveness of learning programs across regions.
•    Foster a learning culture that supports professional development, career progression, and internal mobility at all levels of the organization.

SUPERVISION:
•    Lead global TLOD workforce directly responsible for Director / VP-level leaders. 

EDUCATION:
•    Bachelor’s Degree required; Advanced Degree preferred.

EXPERIENCE AND REQUIRED SKILLS:  
•    15+ years of experience in Talent Development, Succession Planning, Organizational Development, and/or Organizational Design within a large, global, matrixed organization.
•    Proven track record of working directly with executive leadership and Management Boards on shaping and implementing enterprise-wide talent and succession strategies. 
•    Deep expertise in leadership development, HiPo identification, succession planning, and organizational effectiveness. 
•    Experience designing and executing global Organization Talent Reviews (OTRs) and succession frameworks that drive business continuity and leadership readiness. 
•    Strong analytical mindset with experience leveraging data-driven insights to assess leadership gaps and talent risks. 
•    Experience overseeing enterprise learning platforms, corporate universities, or large-scale L&D ecosystems. 
•    Exceptional stakeholder management and influencing skills, with the ability to drive change across diverse geographies and cultures.
•    Strategic thinker with a balance of high-level vision and operational execution. 
•    Adaptive and resilient leader, comfortable operating in a fast-paced, evolving global environment. 
•    Empathetic coach and relator to senior leaders across the company, driving business-led cultural change
•    Strong cultural awareness and ability to engage leaders across diverse markets and business contexts.