Head of Global Workforce and Talent Strategy

Socure•Carson City, NV

About The Position

Socure is building the identity trust infrastructure for the digital economy — verifying 100% of good identities in real time and stopping fraud before it starts. The mission is big, the problems are complex, and the impact is felt by businesses, governments, and millions of people every day. We hire people who want that level of responsibility. People who move fast, think critically, act like owners, and care deeply about solving customer problems with precision. If you want predictability or narrow scope, this won’t be your place. If you want to help build the future of identity with a team that holds a high bar for itself — keep reading. The Head of Global Workforce and Talent Strategy is a senior role responsible for architecting and executing Socure’s multi-year global talent and workforce strategy. This leader will translate business growth objectives, organizational design, and financial plans into a coherent, data-driven talent roadmap—spanning acquisition, mobility, and retention. The role oversees global workforce planning, talent acquisition (including executive and critical roles), employer brand, and the design of programs to build critical skill & leadership pipelines. The position is pivotal in enabling Socure’s rapid global scale-up, ensuring we have the right talent, capabilities, and operating model to deliver on our mission.

Requirements

15+ years of progressive experience in global talent management, workforce strategy, or related HR leadership roles, with proven multi-functional and international oversight.
Demonstrated success in designing and executing enterprise-wide talent and workforce strategies in high-growth, technology-driven environments.
Advanced expertise in workforce planning, people analytics, org design, talent acquisition, and HR technology (including ATS, HRIS, and performance/learning platforms).
Experience leading large-scale change management, process improvement, and the integration of talent systems and data.
Deep knowledge of executive and critical role hiring, employer branding, and building leadership pipelines (university, early careers)
Strong business acumen and ability to translate business strategy into actionable talent plans with measurable outcomes.
Expertise in designing and operationalizing interview excellence programs, including interviewer training, reporting and process discipline.
Exceptional communication, stakeholder management, and cross-functional partnership skills.
Entrepreneurial mindset, high ownership, and comfort with pace, ambiguity, and high standards.
Bachelor’s degree required; advanced degree (MBA, MS in HR/OD, or related) preferred.

Responsibilities

Define and execute a multi-year global talent and workforce strategy aligned to business growth, organizational design, and financial plans (e.g., markets to enter, capabilities to build, regional footprint).
Translate business strategy into a global talent roadmap across acquisition, mobility, and retention, with clear outcomes and KPIs.
Oversee and lead workforce expansion strategy, leveraging data, AI, and HR technology to build future capabilities at scale.
Oversee or influence global talent acquisition, including executive hiring, critical role pipelines, and employer brand in key markets.
Lead global workforce planning strategy development: location strategy, capability mix, and cost/productivity trade-offs across regions and business units.
Use people analytics and market data to inform decisions on where and how work gets done (e.g., hubs vs. remote, buy/build/borrow talent, automation).
Drive scenario planning around the future of work, org design, talent supply/demand, and skills adjacencies, often in partnership with Finance and Strategy.
Develop and execute strategies for workforce pipeline and stong future bench, internship programs, university partnerships/early careers, industry exposure/brand, internal mobility, and talent hub strategy.
Lead and develop a multifunctional team, Head of Talent Acquisition, workforce strategy/analytics,) and orchestrate a community of practice across HR.
Ensure all recruiting programs and processes are designed to support Socure’s rapid global scale and high-performance culture.
Partner with People Partners on enterprise-wide talent decisions: succession slates, critical role moves, hiring prioritization, workforce investments, and portfolio trade-offs via forums with senior leadership.
Champion a culture of interview excellence, interviewer accountability and cohort management to support rapid scale and selection of top talent.