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Vp Talent Jobs (NOW HIRING)

Miqdigital

SVP, Talent

New York, NY · On-site

Role: SVP of Talent Business Partnership - The Americas Location: New York, NY What you'll do MiQ is a global programmatic media partner, helping brands and agencies make smarter marketing decisions ...

MiQ

SVP, Talent

New York, NY · On-site

Role: SVP of Talent Business Partnership - The Americas Location: New York, NY What you'll do MiQ is a global programmatic media partner, helping brands and agencies make smarter marketing decisions ...

Hasbro

VP Talent Acquisition

Boston, MA

About the Role Hasbro is looking for a Vice President of Global Talent Acquisition to serve as an enterprise leader responsible for defining and advancing Hasbro's global talent and workforce ...

KnowBe4

VP Talent Management

Clearwater, FL

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 ...

KnowBe4

VP Talent Management

Clearwater, FL · On-site

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 ...

CLEAR - Corporate

VP, Talent

New York, NY

$250K - $315K/yr

The VP, Talent will lead CLEAR's hiring strategy and execution, ensuring we attract, hire, and retain exceptional talent at scale. This role will partner closely with business and People leaders to ...

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All JobsVp Talent Jobs

Vp Talent information

See salary details

$79K

$170.9K

$251.5K

How much do vp talent jobs pay per year?

As of Jun 13, 2026, the average yearly pay for vp talent in the United States is $170,891.00, according to ZipRecruiter salary data. Most workers in this role earn between $123,500.00 and $199,000.00 per year, depending on experience, location, and employer.

What is the highest paid VP position?

The highest paid VP position is typically the Vice President of Sales, Marketing, or Finance, depending on the industry and company size. Executive-level VPs in large corporations can earn total compensation packages exceeding several million dollars annually, including base salary, bonuses, and stock options. Compensation varies based on experience, company performance, and geographic location.

What does a VP of talent acquisition make?

A VP of talent acquisition typically earns a salary ranging from $120,000 to $250,000 annually, depending on the company size, industry, and location. They often receive bonuses and stock options, especially in larger organizations, and require strong leadership, strategic planning, and recruitment skills.

What does a VP of Talent do?

A VP of Talent is responsible for overseeing an organization’s talent acquisition, development, and retention strategies. They lead the recruitment process for key roles, design programs to cultivate employee skills, and ensure the company attracts and keeps top talent. Additionally, they work closely with senior leadership to align talent initiatives with business objectives, foster a positive workplace culture, and support diversity, equity, and inclusion efforts. Their role is crucial in building a high-performing workforce that drives organizational success.

What are the key skills and qualifications needed to thrive as a VP of Talent, and why are they important?

To thrive as a VP of Talent, you need deep expertise in talent acquisition, workforce planning, and organizational development, typically supported by a degree in human resources or a related field. Familiarity with HRIS platforms, applicant tracking systems (ATS), and professional certifications like SHRM-SCP or SPHR is highly beneficial. Exceptional leadership, strategic thinking, and strong interpersonal skills help drive culture and manage change across all levels of the organization. These skills ensure effective talent strategies that attract, develop, and retain top performers, fueling company growth and competitiveness.

What is the difference between Vp Talent vs Talent Acquisition Manager?

AspectVp TalentTalent Acquisition Manager
Required CredentialsBachelor's degree, HR certifications, leadership experienceBachelor's degree, HR certifications, recruiting experience
Work EnvironmentStrategic leadership, executive collaborationOperational recruiting, candidate sourcing
Employer & Industry UsageLarge corporations, HR leadership teamsMid-sized to large companies, recruiting departments
Common Search & ComparisonYesYes

The Vp Talent typically holds a strategic leadership role overseeing talent acquisition and HR strategies at an executive level, while a Talent Acquisition Manager focuses on managing recruiting processes and hiring operations. The Vp Talent is more involved in high-level planning and organizational talent strategies, whereas the Talent Acquisition Manager handles day-to-day recruitment activities.

How does a VP of Talent typically collaborate with department leaders to align talent strategy with organizational goals?

A VP of Talent works closely with department heads to understand their team needs, future growth plans, and key business objectives. This collaboration ensures that hiring strategies, talent development programs, and succession planning align with the organization's overall goals. Regular meetings, strategic planning sessions, and cross-functional projects are common ways the VP of Talent partners with leaders to address workforce gaps, optimize team structures, and foster a culture that attracts and retains top talent.

What month is the hardest to get a job?

For a VP of Talent or similar senior recruiting roles, the hardest months to secure a job are typically during major holiday periods like December and late summer in August, when hiring slows due to vacations and company budgets. These periods often see fewer job openings and slower hiring processes, making it more challenging to find opportunities.

What are the 5 C's of talent?

The 5 C's of talent—Competence, Commitment, Character, Compatibility, and Culture fit—are key qualities that a VP of Talent evaluates when assessing candidates or developing talent strategies. These factors help ensure the right skills, motivation, and values align with organizational needs and culture. Focusing on these areas supports effective talent acquisition and retention efforts.
More about Vp Talent jobs
What cities are hiring for Vp Talent jobs? Cities with the most Vp Talent job openings:
What are the most commonly searched types of Talent jobs? The most popular types of Talent jobs are:
What states have the most Vp Talent jobs? States with the most job openings for Vp Talent jobs include:
Vp Talent jobs near you
Infographic showing various Vp Talent job openings in the United States as of June 2026, with employment types broken down into 100% Full Time. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $170,891 per year, or $82.2 per hour.
Vice President, Talent Management

Vice President, Talent Management

Mineralys Therapeutics

Remote

Full-time

Medical, Dental, Vision, Retirement

Posted 21 days ago

Job description

"Mineralys Therapeutics is a clinical-stage biopharmaceutical company focused on developing medicines to target hypertension and related comorbidities such as chronic kidney disease (CKD), obstructive sleep apnea (OSA) and other diseases driven by dysregulated aldosterone. Its initial product candidate, lorundrostat, is a proprietary, orally administered, highly selective aldosterone synthase inhibitor. Mineralys is headquartered in Radnor, Pennsylvania. For more information, please visit https://mineralystx.com. Follow Mineralys on LinkedIn, Twitter and Bluesky"
Mineralys is a fully remote company.
Vice President, Talent Management
Position Summary
The Vice President, Talent Management is a transformational leader who will design, build and lead a best-in-class, full-lifecycle talent organization at a pivotal moment in our company's history. As we transition from a development-stage company to a commercial enterprise, this leader will serve as the architect of our talent strategy - ensuring we attract, develop, engage and retain the exceptional people needed to bring life-changing therapies to patients.
This is a role for a builder - someone who thrives in ambiguity, can construct scalable systems from the ground up and brings the vision, energy and operational excellence to transform talent into a true competitive advantage. The VP, Talent will be a trusted advisor to the organization and a champion of our culture and values across every dimension of the employee experience.
Mineralys operates a hub-based remote model, with organizational anchors in Philadelphia, Boston and Boulder. This leader must be equally fluent in building distributed workforce practices and leveraging our hubs as cultural and community touchpoints.
Key Responsibilities
Talent Strategy & Leadership
  • Develop and execute a comprehensive talent strategy aligned to the company's commercial launch priorities and long-range business plan
  • Serve as a thought partner and advisor to the executive leadership team on all matters related to people, organizational design and workforce planning
  • Lead a high-performing talent team, establishing clear roles, accountabilities and a culture of excellence within the function
  • Establish talent metrics, KPIs and dashboards that provide data-driven insights to inform business decisions and demonstrate ROI of talent investments

Talent Acquisition & Employer Brand
  • Architect and lead a proactive, full-cycle talent acquisition function capable of scaling rapidly to support commercial launch hiring across commercial, medical affairs, market access and G&A functions
  • Champion and amplify a compelling employer brand that distinguishes Mineralys in a competitive biotech talent market
  • Develop a hub-anchored sourcing strategy centered around our Philadelphia, Boston and Boulder locations, while drawing from the broader national talent pool for roles suited to fully distributed workforce
  • Develop strategic sourcing pipelines and partnerships with executive search firms to access top-tier talent across all three hub markets and beyond

Onboarding & Integration
  • Design a remote-first onboarding experience that intentionally builds cultural connection, peer relationships and role clarity in the absence of daily physical presence - including digital welcome journeys and manager-led integration rituals
  • Establish role-specific onboarding tracks, with particular rigor for commercial field, medical and leadership hires, that reflect the complexity and compliance requirements of a commercial-stage biopharmaceutical organization
  • Implement 30/60/90-day check-in frameworks and early-tenure engagement touchpoints to identify and address integration risks

Performance Management & Talent Development
  • Oversee the design of a modern performance management philosophy balances accountability with growth, grounded in regular feedback, meaningful coaching conversations and a shared commitment to continuous development
  • Oversee a leadership development infrastructure including competency frameworks, succession planning and high-potential identification that grows our leaders from within
  • Partner with functional heads to identify capability gaps and design targeted learning and development interventions, including both internal programs and curated external resources
  • Oversee the establishment of career pathing frameworks across functions to create visibility into growth opportunities and improve retention of high performers

Employee Experience & Culture
  • Own the end-to-end employee experience with a relentless focus on creating an environment where talented people choose to do their best work
  • Serve as a steward and amplifier of company culture - partnering with leadership to articulate, reinforce and evolve cultural norms as the organization grows
  • Architect a remote employee experience that proactively addresses the unique challenges of distributed work - including digital fatigue, social isolation and access to leadership visibility - through purposeful virtual engagement programming and inclusive communication practices
  • Establish remote-specific recognition practices and virtual moments of connection that build belonging and reinforce culture regardless of where employees are located
  • Design and administer engagement surveys, pulse checks and listening mechanisms that generate actionable insight; ensure leaders are equipped and accountable to act on feedback
  • Build recognition and rewards programs - both formal and informal - that celebrate achievement, reinforce values and create a culture of appreciation

Workforce Planning & Organizational Effectiveness
  • Partner with the HR Business Partner, Finance, and functional leaders to develop dynamic workforce plans that balance near-term hiring urgency with long-term organizational design discipline
  • Advise on organizational structure decisions, span-of-control optimization and role design as the company scales through launch and beyond
  • Develop and manage headcount and talent acquisition budgets with financial rigor and strategic prioritization

Remote Work Infrastructure & Policy
  • Establish and govern Mineralys' hub-based remote work policies, ensuring clarity, consistency and equity across all employee populations
  • Design frameworks that define when and how hub presence is expected or encouraged, balancing flexibility with the cultural and collaborative benefits of in-person connection

Total Rewards Partnership
  • Collaborate closely with the Total Rewards function to ensure compensation, equity and benefits programs are competitive, equitable and aligned to talent attraction and retention goals
  • Conduct regular competitive benchmarking against the biotech/biopharma peer set and make recommendations to maintain market competitiveness

Compliance & Risk Management
  • Ensure all talent practices comply with applicable employment laws and regulations
  • Manage the regulatory complexity of a hub-based remote, multi-state workforce including state-by-state employer registration, varying leave and wage laws, pay transparency mandates and remote work policy governance
  • Establish compliant, auditable processes for documentation, background screening, licensure verification and records management

Qualifications
Required
  • 15+ years of progressive HR/talent leadership experience, with at least 7 years in a senior leadership role
  • Demonstrated experience building or significantly scaling a talent function within a life sciences, biotech, or biopharma organization
  • Experience supporting or leading talent strategy through a major organizational inflection point
  • Proven track record of designing and implementing talent acquisition functions that successfully hired across commercial, scientific and operational functions under time pressure
  • Deep expertise across the full talent lifecycle: acquisition, onboarding, performance management, development, engagement and retention
  • Demonstrated experience building or leading a hub-based remote or fully distributed workforce, with a track record of maintaining high engagement, performance and retention in a virtual environment
  • Data-driven mindset with proficiency in HRIS platforms and people analytics tools
  • Exceptional communication skills - written and verbal - with the ability to inspire and align diverse audiences
  • Bachelor's degree required; advanced degree in Human Resources, Organizational Psychology, Business Administration, or related field preferred
  • Familiarity with field force hiring (sales, MSLs, market access) and the compliance considerations unique to pharmaceutical commercial organizations

Preferred
  • Background in organizational design and change management within a distributed workforce model
  • Familiarity with the Philadelphia, Boston, and/or Boulder biotech talent markets
  • SHRM-SCP, SPHR, or equivalent certification

Travel
  • This position requires up to 20% travel. Frequently travel is outside the local area and overnight.

This position is eligible for standard Company benefits including medical, dental, vision, time off and 401K, as well as participating in Mineralys incentive plans are contingent on achievement of personal and company performance. Actual compensation may vary from posted hiring range based on geographic location, work experience, education, and/or skill level.
US Salary Range: $240,000 - $270,000
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