Vice President Strategic Workforce Planning Jobs

Job Description

As a VP, Strategic Talent Leader aligned with the GTM (Go-To-Market) function at Renaissance Learning, you will architect and execute an AI-enabled talent strategy that drives business performance and organizational capability, working in conjunction with the Centers of Excellence (CoEs), HR Business Partners (HRBPs)/People Partners (PRMs), andPeople Operationsteams to deliver strategic workforce solutions. This roleleveragesadvanced analytics, artificial intelligence, and predictive modeling to ensure Renaissance Learning's GTM organizationpossessesthe leadership bench strength, critical capabilities, and agile workforce needed to achieve ambitious growthobjectivesin the education technology sector.  

In this role as a VP Strategic Talent Leader, you will:

• Proactivelybuild relationshipsand credibilitywith business leaders toprovidethought leadership on organizational and people-related strategies and execution. 
• Understand the business strategy andidentifyopportunities to increase alignment with the strategy by helping business leadersrecognize,prioritizeand build organizational capabilities, behaviors,structuresand processes. 
• Identifyand review key business performance targets and their related talent implications with business leaders. 
• Lead the talent management and development plans forGTM teamswith a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce, and ensuring succession bench strength. 
• Serve as an AI transformation consultant guiding leaders on the people-side of AI driven change. 
• Diagnose gaps between current and desired organization performance and deploy actions to resolve gaps, including organization redesign, process change,coachingand training, working in conjunction with the COEand People Operations. 
• Analyze workforce trends to model and forecast future labor requirements to support senior leaders in workforce planning and successionmanagement. 
• Work in conjunctionwiththeL&D COE to create development programs for high-potentialleaders.(VP+) Assistbusiness unit leaders to create development programs for high-potential employees. 
• Identifyand drive the sharing of best practices across functions tofacilitatecontinuous improvement. 
• Collaborate betweenthebusiness leaders, Peopleoperations and COEs to ensure HRproducts and deliveryare aligned withbusiness strategies and goals. 
• Align performance management and reward strategies to reinforce the GTM culture. 
• Coach senior leaders to improve leadership abilities, relationships among teams/individuals and interpersonal communications, as well as deliver effective performance feedback.

 For this role as a VP Strategic Talent Leader, you should have:

• Progressive HR experience withdemonstratedleadership in strategic talent management, workforce planning, and HR strategy 
• Provenexpertiseoperatingwithin an integratedCoE, HRBP, and Service Delivery structure 
• Advancedproficiencyin people analytics, AI/ML applications in HR, and data-driven decision-making 
• Strong business acumen withtrack recordof linking talent strategies to measurable business outcomes and revenue impact 
• Deepexpertisein workforce planning, executive succession, leadership development, and performance management 
• Experience with AI-powered HR technologiesincluding talent intelligence platforms, people analytics tools, and HR automation 
• Executive presencewith ability to influence and partner with C-suite and VP+ leaders 

Preferred Qualifications 

• Experience in private equity-backed mid-size organization navigating transformation 
• Background in education technology, SaaS, or subscription-based business models 
• Advanced degree in HR, Organizational Development, Industrial-Organizational Psychology, Business, Data Science, or related field 
• Expertisein skills-based workforce strategies, internal talent marketplaces, and skills frameworksand digital tools 

Key Competencies 

• Strategic thinking and enterprise mindset 
• Data-driven decision making 
• Influencing and executive partnership 
• Change leadership and transformation 
• Systems thinking and operating model integration 
• Talent market and workforce trendsexpertise 
• Comfort operating without fixed alignment 

Success Measures 

• Strength of leadership pipeline and succession coveragefor the top 20 leaders 
• Progress against strategic workforce plans 
• Retention and engagement of critical talent 
• Internal mobility and skills development outcomes 
• Measurable impact of talent initiatives on business performance 

All your information will be kept confidential according to EEO guidelines.  #LI-Remote