The Vice President, Talent Development is responsible for shaping and executing a transformative leadership, learning and performance management strategy to enhance associate performance, engagement, and career growth. This role partners with HR and executive leaders to drive initiatives in leadership development, performance management, and scalable learning solutions that align with Inmar’s values and strategic goals. Utilizing data-driven insights, this leader ensures continuous improvement and measures program impact on business outcomes. They oversee budget and resource management, leveraging technology to maximize program effectiveness. This position requires a seasoned leader with expertise in talent strategy, analytics, and cross-functional collaboration.

Position Summary:

The Vice President, Talent & Leadership Development is responsible for creating and leading a transformative leadership, learning and development strategy that enhances associate capabilities, engagement, and performance across all levels. This role will establish a vision for talent growth that aligns with Inmar’s values: Power of We, Developing People, Continuous Improvement, Growth Mindset, and Promises Made, Promises Kept. Working closely with HR and executive leadership, this role will integrate data-driven people insights, foster a culture of learning, and support Inmar’s commitment to excellence through leadership development, learning, and performance management programs that drive business impact and associate growth.

Strategic Leadership (40%)

Vision and Strategy: Set and communicate a forward-looking vision for talent development including leadership development, learning, and performance management that enables a high performance organization and sets a new standard for engagement metrics. 

Program Strategy: Lead the strategy and roadmap of scalable learning and performance management initiatives that align with our beliefs, standards, and values and support succession planning, career progression, skill development, and mentorship. 

Collaboration with Leadership: Partner with HR, business leaders, and executive stakeholders to assess emerging talent needs, shaping a learning strategy to achieve strategic business goals.

People Management: Inspire and empower team members to learn and improve, consistently raise the way of working standards and enhance the culture. 

Program Development & Execution (40%)

Innovative Learning Solutions: Oversee the design and deployment of engaging, multi-modal learning programs that include e-learning, instructor-led training, and peer-to-peer coaching to develop all levels of associates.

Leadership Development: Oversee the design and deployment of robust leadership programs that ensure readiness for future growth, nurturing associates’ development while upholding Inmar’s commitment to developing people. 

Performance Management: Oversee the design and deployment of career pathing and coaching/reviews tools that enable succession planning, clear expectations and performance improvement. 

Stakeholder Partnerships: Work closely with internal and external partners to enhance the quality of learning resources, stay current on industry best practices and technology, and implement solutions that deliver measurable outcomes.

People Analytics and Insights (15%)

Data-Driven Decision Making: Oversee the implementation of a data analytics strategy that links learning outcomes to business performance, driving continuous improvement in program effectiveness.

Insight Communication: Translate complex analytics into business-relevant insights for leadership, ensuring that growth mindset and learning culture are supported through evidence-based initiatives.

Measurement and Impact: Regularly report on learning program impact, associate growth, and talent outcomes to ensure programs continuously evolve to meet business and associate needs.

Administrative & Budgetary Oversight (5%)

Resource Management: Oversee the budget for talent development, maximizing ROI through efficient use of resources, vendor management, and strategic investments.

Technology and Tools: Ensure that learning technologies and analytics platforms are effectively utilized to support the team and enhance learning impact.

Required Qualifications

Education: Bachelor’s degree in Human Resources, Organizational Development, or related field; Master’s degree preferred.

Experience: 10+ years in talent development, learning strategy, or related HR function, with at least 5 years in a leadership role.

Expertise in Analytics: Proven experience in people analytics and talent strategy, with a focus on using data to drive talent outcomes.

Leadership Abilities: Demonstrated ability to lead diverse teams and collaborate cross-functionally to create impactful, scalable learning solutions.

Key Competencies

Visionary Leadership: Ability to inspire and lead a team toward a shared vision for talent development

Strategic Problem Solving: Skilled in using qualitative and quantitative data to identify innovative solutions that address complex talent needs

Influential Communication: Strong communicator with the ability to build buy-in across all levels

Change Agility: Adapts readily to evolving needs, proactively adjusting strategies to address new challenges.

Analytical Insight: Expert in people analytics, translating data into insights that drive meaningful improvements in talent development.

While performing the duties of this job, the associate is:  

Regularly required to use hands to finger, handle or feel objects, tools or controls, and reach with hands or arms.

Regularly required to talk or hear and read instructions on a computer monitor and/or printed on paper.

Occasionally required to stand, kneel or stoop, and lift and/or move up to 5 pounds.

Regularly required to view items at an extremely close range and must be able to adjust and readjust focus.

Occasionally required to remain in a stationary position.

We are an Equal Opportunity Employer, including disability/vets.