Chief of Talent

The Chief of Talent (CT) is a critical executive leadership role responsible for defining and driving the organization's comprehensive talent strategy. The CT will lead the design and execution of integrated programs across the entire employee lifecycle (Attract, Develop, Retain) to ensure a high-performing, future-ready workforce. A primary focus of this role is on proactive Talent Mapping and implementing robust Succession Planning to ensure continuous organizational strength and leadership continuity in alignment with long-term strategic growth goals.

Key Responsibilities

1. Strategic Talent & Organizational Planning

• Organizational Review and Design: Partner with executive leadership to conduct ongoing reviews of the organizational structure and operating model, ensuring optimal design and resource allocation to meet current and future business needs.
• Strategic Workforce Planning: Develop, implement, and refresh a comprehensive, multi-year workforce plan that forecasts future talent demand and supply, identifying critical roles and emerging skills necessary for market leadership.
• Talent Strategy & Alignment: Create and execute a cohesive talent strategy that is fully integrated with the company's business plan, translating strategic objectives into actionable talent initiatives.

2. Talent Mapping & Pipeline Development

• Lead Talent Mapping: Champion the process of Talent Mapping (both internal and external) to proactively identify, assess, and engage high-potential talent pools for critical and hard-to-fill roles, moving recruitment from reactive to strategic.
• Skills Gap Analysis: Conduct regular, rigorous skills audits and gap analyses across all departments and leadership levels to precisely define capability deficiencies relative to strategic goals.
• Build Talent Bench Strength: Establish and maintain deep talent pipelinesboth internally and externallyto ensure a continuous supply of highly qualified candidates for all key positions.

3. Succession Planning & Leadership Development

• Executive Succession Planning: Design, implement, and manage a structured, transparent Succession Planning framework for all senior executive and business-critical positions, ensuring an effective transition plan for key leaders.
• High-Potential (HiPo) Development: Oversee the identification, assessment, and development of HiPo employees, establishing customized career paths, mentorship, and accelerated learning programs to prepare them for successor roles.
• Learning Strategy: Direct the Learning & Development (L&D) function to create strategic training programs (technical, leadership, and soft skills) that close identified skill gaps and support the progression of internal successors.

4. Talent Acquisition, Performance, and Culture

• Talent Acquisition Strategy: Own the strategy for talent acquisition, employer branding, and candidate experience, ensuring the organization attracts a diverse, world-class talent pool.
• Performance Management: Design and optimize the performance management system to ensure it is effective in driving accountability, linking individual goals to business outcomes, and identifying top performers.
• Retention & Engagement: Develop and launch programs focused on improving employee engagement, well-being, and retention, fostering a high-performance, inclusive, and values-driven culture.

Qualifications and Requirements

• Education: Bachelors degree required. Masters degree (MBA, Human Resources, or Organizational Development) is highly preferred.
• Experience: Minimum 15 to 20+ years of progressive experience in Human Resources and Talent Management, with at least 5 years operating at a senior executive level (VP or C-Suite) in a large, complex, or high-growth organization.
• Deep Expertise: Demonstrated success in designing and implementing strategic Talent Mapping, Succession Planning, and strategic Workforce Planning initiatives.
• Leadership & Influence: Proven ability to build credibility and influence executive leaders, Board members, and cross-functional teams.
• Data-Driven: Proficiency in HR technology, analytics, and reporting to measure talent program effectiveness and drive evidence-based decisions.
• Business Acumen: Strong understanding of business operations, financial metrics, and how talent strategy impacts overall enterprise value.