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The Vice President of Talent Management is taking on a function that has historically been focused on onboarding and sales training and enablement, and is charged with transforming it into a full-spectrum, strategic Talent Management organization. This is a meaningful evolution: the team has done important work getting people started and enabling the revenue org, but the company now needs a function that owns the complete arc of talent - how people grow, how performance is developed and differentiated, who is ready for more, and how KnowBe4 builds the leadership capability it will need in the years ahead.

The VP will lead this shift with intention - preserving what works in onboarding and enablement while building net-new capabilities in performance management, hi-potential identification, succession planning, and career development. This is not a lift-and-shift; it requires reorienting the team's charter, retooling its skills and processes, and raising the bar on what the function delivers to the business. The VP will need to bring people along through that change while also moving quickly.

Underpinning this transformation is a commitment to modern, integrated systems and intelligent automation. The VP will consolidate talent workflows within Workday and the LMS, eliminate manual and fragmented processes, and leverage agentic AI - for personalized learning recommendations, performance coaching nudges, skills gap analysis, and succession scoring - to scale the function's impact without adding operational complexity. The result should be a leaner, smarter team that delivers more to employees and managers than the current model allows.

This role serves as a key advisor to executive leadership on talent pipeline health, workforce development strategy, and the organizational capability required to meet KnowBe4's long-term goals.

Responsibilities:

• Define and lead KnowBe4's global Talent Management strategy, integrating learning & development, performance management, succession planning, hi-potential programs, and career development into a cohesive, data-driven function
• Own the end-to-end performance management lifecycle - goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement pathways - ensuring consistency and fairness across all geographies
• Design and execute a global hi-potential identification program, partnering with People Business Partners and senior leaders to build a robust internal talent pipeline; lead succession planning for critical and leadership roles across the organization
• Build and sustain career development frameworks - including career pathing, competency models, and internal mobility programs - that give employees clear growth trajectories and managers the tools to have meaningful development conversations
• Oversee the design and delivery of all manager and employee development programs, including onboarding, leadership development, management effectiveness, compliance training, and functional upskilling, ensuring programs are relevant, measurable, and globally accessible
• Own and optimize the Learning Management System (LMS) and all talent technology platforms; drive full integration with Workday (performance, learning, and succession modules) to create a seamless, unified talent experience and eliminate off-system workarounds
• Champion the adoption of agentic AI and intelligent automation within talent management workflows - including AI-driven learning recommendations, automated performance check-in nudges, skills gap analysis, succession scoring, and personalized development pathways - to scale impact and reduce manual effort
• Audit and rationalize existing talent programs, tools, and processes; eliminate redundancy, standardize fragmented approaches across teams and regions, and establish clear governance and decision rights to reduce operational complexity
• Establish a talent analytics capability that tracks leading and lagging indicators across the talent lifecycle - engagement, time-to-productivity, internal mobility, succession bench strength, and program effectiveness - delivering actionable insights to executive leadership
• Collaborate with People Business Partners, Finance, and senior leadership to align talent programs with business strategy, organizational design changes, and workforce planning priorities
• Represent Talent Management at executive-level meetings; prepare and present materials for leadership team and Board reviews on talent pipeline health, program outcomes, and strategic initiatives
• Lead, develop, and inspire a team of learning, enablement, and talent professionals - providing clear direction, development opportunities, and a culture of continuous improvement and accountability
• Provide genuine recommendations as to the hiring, firing, promotion, and discipline of subordinate employees to which the Company gives significant weight

Minimum Qualifications:

• Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field; Master's degree or MBA preferred
• Minimum 10 years of progressive experience in Talent Management, Learning & Development, or related People functions, with at least 3 years in a senior leadership role
• Demonstrated experience owning or materially contributing to performance management, succession planning, and hi-potential programs at scale
• Deep expertise across the full talent management lifecycle: performance management, succession planning, hi-potential identification, career development, and learning & development
• Hands-on experience with Workday's talent, learning, and performance modules - including configuration, integration, and reporting - and a track record of driving adoption and reducing off-system complexity
• Experience implementing or scaling an LMS (e.g., Cornerstone, Docebo, Workday Learning) across a global workforce, with strong command of content design principles and learning analytics
• Familiarity with agentic AI tools and intelligent automation platforms applied to HR/talent workflows (e.g., AI coaching tools, skills inference engines, automated nudging systems); ability to evaluate, pilot, and scale these technologies responsibly
• Strong analytical skills with the ability to build and present talent dashboards, interpret workforce data, and translate findings into actionable strategies for executive audiences
• Proven ability to simplify complex, multi-layered programs - rationalizing overlapping tools and processes into streamlined, governance-backed frameworks
• Demonstrated success designing career pathing and competency frameworks that drive internal mobility and retention
• Excellent executive presence and communication skills; ability to present complex concepts clearly to diverse audiences from individual contributors to Board members
• Experience leading and developing high-performing teams in a fast-paced, global environment
• Strong cross-functional relationship builder; comfortable partnering with Finance, Legal, IT, and executive leadership
• Manages highly confidential information with professionalism and sound judgment
• Certification in a relevant discipline (e.g., SHRM-SCP, CPLP/CPTD, ICF-credentialed coaching) is a plus
• Experience in a SaaS or technology company a plus