AVP, P&C Strategic Execution

Revantage, A Blackstone Portfolio Company•Chicago, IL

1d•$160,000 - $190,000•Hybrid

About The Position

The AVP, P&C Strategic Execution is a key partner to the Global CHRO and P&C leadership team, responsible for driving execution discipline across the People & Culture function. This role ensures that strategic initiatives are clearly defined, actively tracked, and progressing against plan — providing transparency into priorities, surfacing risks, and enabling timely decision-making. The role operates as a central integrator across teams, combining strategic advisory support, governance, performance visibility, and cross-functional coordination. It acts as the connective tissue between the CHRO and senior P&C leaders, translating leadership direction into clear execution plans while maintaining the operating rigor that allows the CHRO to focus on highest-value enterprise priorities.

Requirements

Strong execution discipline with the ability to organize and track complex, cross-functional work across concurrent priorities.
Strategic advisory mindset — able to serve as a trusted thought partner to the CHRO, challenge constructively, and support sound decision-making.
Analytical and data-driven approach, with the ability to translate complex information into clear executive insights and recommendations.
Exceptional communication and storytelling capabilities, with experience synthesizing information into concise executive-level presentations.
Strong influence and collaboration skills; able to drive accountability and build alignment without direct authority.
High degree of executive presence, credibility, and discretion in handling sensitive organizational and people matters.
Change management awareness with an ability to support adoption and organizational readiness for major initiatives.
Ability to operate effectively in a global, matrixed environment, balancing competing priorities while maintaining focus on outcomes.
Fluency in leveraging AI tools, automation, and data-driven practices to improve execution and decision-making.
6+ years of progressive experience in strategy, operations, transformation, or HR-related roles, with at least 3 years operating at a senior level in a global organization.
Demonstrated experience supporting or working alongside a C-suite executive, preferably a CHRO.
Proven ability to lead and coordinate work across multiple stakeholder groups, business functions, and geographic regions.
Experience establishing governance frameworks, operating rhythms, and executive reporting for complex, cross-functional initiatives.

Nice To Haves

Background in consulting, business operations, enterprise transformation, or large-scale program management strongly preferred.
Familiarity with HR technology ecosystems, people analytics platforms, and workforce planning tools is an advantage.

Responsibilities

Translate key People & Culture priorities into structured plans with defined milestones, owners, and timelines.
Maintain a centralized view of all major initiatives across the function, including a multi-year P&C strategic roadmap aligned to organizational objectives.
Track progress against deliverables and ensure alignment to stated priorities.
Identify risks, dependencies, and gaps; proactively surface for leadership attention with clear context and recommended actions.
Partner with the CHRO to develop high-quality materials for executive and board-level audiences, including strategic recommendations and business cases.
Design and manage a consistent governance and reporting framework across initiatives, including cadence of reviews, reporting cycles, and decision-making forums.
Coordinate inputs into leadership forums (e.g., GLT/GXLT meetings, board meetings).
Ensure clarity of priorities, status, and next steps ahead of key meetings.
Track follow-ups and ensure actions are documented, owned, and progressed.
Establish consistent reporting standards and performance metrics that provide leadership real-time visibility into project health and organizational impact.
Facilitate coordination across Centers of Excellence, People Operations & Technology, Business Partners, and Transformation initiatives.
Ensure alignment across interdependent projects and reduce duplication or disconnects.
Build strong relationships with senior leaders to influence decisions and drive execution.
Act as the primary integrator across P&C initiatives, translating leadership decisions into clear direction for teams.
Monitor initiative progress to identify emerging risks or execution challenges.
Maintain a live risk register for the P&C function, ensuring issues are categorized by severity and assigned clear owners.
Structure and escalate key issues with clear context and recommended actions.
Track resolution of issues and ensure timely follow-through.
Support governance of Business Partner survey outcomes and associated action plans.
Track progress of actions, ensuring clear ownership, timelines, and milestones.
Develop a structured approach to close-the-loop communications with the business, ensuring survey respondents receive meaningful updates on actions taken.
Partner with leaders to ensure feedback is translated into tangible, measurable actions.
Synthesize data into clear insights to support leadership decision-making and resource prioritization.
Partner with People Analytics to ensure data accuracy, consistency, and meaningful reporting.
Develop executive dashboards that provide visibility into initiative health, outcomes, and risks.
Leverage AI-enabled tools and data-driven practices to improve forecasting, reporting, and organizational effectiveness.
Support tracking of the People & Culture budget across key initiatives and functions.
Provide visibility into spend versus plan and alignment to strategic priorities.
Partner with Finance to support the annual P&C budgeting process and mid-year reforecasting.
Identify trends, risks, and opportunities related to resource allocation to inform prioritization decisions.