Vice President of Talent Management and Organizational Capability

Reporting to the CHRO, the VP of Talent Management and Organizational Capability will be responsible for leading the strategies and overseeing various strategic talent and operational organization segments across the enterprise, specifically Talent Acquisition, Talent Management, Learning and Development, Performance Management, Culture, Engagement, Diversity, Equity, and Inclusion (DEI), and HR Communications and Change Management, including the supporting teams in these various organization groups.

Accountabilities:

• Effectively design and execute on talent strategy, including performance and talent management; individual, team, and leadership development; total rewards; DEI, succession planning and readiness, among others, to address current and future business needs
• Manage and lead a global team of Talent Acquisition and Talent/OD individuals. Hire critical talent and make tough talent calls, when necessary, to achieve results.
• Manage the design and implementation of talent management tools, policies, process, and approaches
• Oversee talent acquisition strategies (including the build of a global function) and approaches including global recruitment methodologies and onboarding programs
• Responsible for determining outsourcing strategies and unique sourcing approaches to meet business needs
• Design effective onboarding and retention strategies for high performers, high potentials, and key contributors
• Lead effectiveness initiatives in strategy, organizational assessment, change management, team development, diversity and inclusion and employee engagement initiatives
• Primary focal point for enterprise talent initiatives; provide input and a voice for the business; responsible for influencing and educating stakeholders at all levels from the Board and CEO to the local employee through meaningful, simple, thoughtful delivery of materials
• Support the talent decisions and integration involving international expansions and M&A
• Partner with HR operations and business partners to design workflows and implement effective analytics and metrics to influence program direction and monitor business impact and effectiveness
• Manage DEI databases, reporting, and metrics to understand returns on investments and progress to goals
• Internal subject matter expert for talent management best practices as well as current trends and innovative new tools and methods
• Develop performance review methodologies to be applied consistently across the organization including building capability around calibration and differentiation in terms of performance and potential
• Design, develop, and guide the development of global job architecture work related to career ladder build out
• Maintain effective performance management programs inclusive of feedback from senior leaders regarding the process, approach, and expectations of what we are trying to achieve with the program
• Be able to prepare and present talent-related briefings for a variety of audiences throughout the employee and leader population as well as for the executive senior leaders and the Board of Directors when appropriate
• Direct the preparation of information requested or required for compliance with laws within areas of responsibility. Support compliance training initiatives.
• Identify leadership gaps to address training, learning, and education initiatives, and where required, be involved in the creation and/or delivery of adult learning
• Own the strategies tied to broader culture and engagement initiatives in partnership with senior leaders across the company
• Utilize HR systems and technologies to effectively manage and analyze talent profiles and trends
• Lead a core pillar of our Sustainability Program focused on empowering our colleagues and communities. Responsible for leading directly and indirectly resources to mobilize plans and bring results to life for the program.

Skills, competencies, and qualifications:

• Adept at balancing strategic vision and hands-on execution in a lean operating model, driving talent initiatives through clear planning, stakeholder engagement, and personal contribution where needed
• Demonstrated versatility in talent management approaches, adapting proven methodologies to align with the company's unique context, maturity level, and capabilities
• Proven expertise in crafting high-impact executive communications: strategic messaging, visual presentation, and proactive information gathering for C-suite and Board audiences, explaining the vision of the Human Capital Strategy and how Investing in Talent brings the strategy to life
• Driving business-aligned talent strategies by rapidly assimilating company operations, cultivating strong leadership relationships, and nimbly adapting to internal and external shifts to support organizational growth
• Demonstrated ability to translate complex and global business strategies into critical talent & organization effectiveness strategies and initiatives, processes, programs, and presentations
• Ability to innovate and challenge current norms to drive change in the organization and work successfully with people of varying backgrounds and organizational levels
• Ability to operate seamlessly and independently in a growth, ‘build mode’, fast paced environment. Ability to ask the right questions to put recommendations into action quickly.
• Deep understanding and delivery of adult learning techniques
• Ability to build organization design as a capability within the company
• Ability to apply change management principles and practices to projects and stakeholder engagement, enabling a change management foundation and capability within the company
• Ability to communicate vision, solve problems, and execute on goals both in the short, medium, and long term
• Highly flexible and adaptable to changing structures and priorities
• Ability to set and manage expectations across multiple stakeholders both inside and outside the HR organization
• Ability to use analytics and data to support organizational changes and deliver comprehensive metrics to the business in understandable formats
• Ability to multitask, probe, analyze, and problem-solve complex issues with minimal guidance. Critical skill thinking capability with a lens on solving problems.
• Ability to act with a Project Management mindset and disciplined approach to lead others through the phases and deliverables of work and drive high levels of accountability and outcomes
• Knowledge of talent-related employment law, compensation tools, programs and practices
• Customer service focused and ability to travel for business needs
• Proven experience with successful adherence to government compliance
• Minimum of a Bachelor’s degree in HR or related field
• 15+ years focused on talent management and organizational development, utilizing strengths in change management and project management, including experience with leading high-profile projects, excellent execution of strategies, process improvement, culture, system change, team development, meeting facilitation and design, and communications
• 5+ years leading multi-functional talent and OD teams in the design, communication, and implementation of talent growth strategies, performance management, organizational change, and business transformation
• Global, matrix, and technical workforce experience highly preferred
• Experience leading multi-functional talent initiatives, programs, and organizational segments with direct experience with talent acquisition, talent management, culture, operations and HRIS
• Experience with executive search and sourcing hard-to-fill roles
• Experience with a variety of staffing models and approaches required including executive level hiring and with research-based recruitment approaches.
• Familiarity with building capability working in a hybrid, global model
• Highly proficient in Microsoft office applications and current HR systems. Experience in transitioning HCM platforms and the build and design of talent systems preferred. Experience with Workday or similar HCM systems highly preferred.
• Mergers and acquisitions experience

Quaker Houghton is an equal opportunity employer committed to creating a diverse workforce. Quaker Houghton provides equal employment opportunity for all qualified candidates. Quaker Houghton does not discriminate against any candidate for employment based on race, color, religion, sex, gender, gender identity or expression, affectional or sexual orientation, pregnancy, age, creed, ancestry, national origin, citizenship, marital or domestic partnership or civil union status, veteran’s status, physical/mental disability, genetic information, or any other category protected by U.S federal, state, and/or local employment law. Furthermore, Quaker Houghton is committed to providing reasonable accommodations to qualified candidates with physical and/or mental disabilities. Applicants with a disability who need assistance applying for a position may email OneHR@quakerhoughton.com.