Head of Talent

Gen Digital Inc. • Mountain View, CA

1d • $230,000 - $250,000 • Hybrid

About The Position

Gen is at an inflection point. One year into our AI-first journey, we're not just responding to disruption—we're embracing it and reimagining how we attract, develop, and grow talent for the future. We're looking for an agile, forward-thinking Talent leader to help build what's next. As Head of Talent, you will define and drive Gen's talent strategy across Talent Acquisition and Growth & Development, leading them as a unified capability with a clear ambition: attract exceptional people and continuously invest in their growth. As a key member of the People & Culture Leadership Team, you'll serve as a strategic partner to the CHRO and Executive Leadership Team, working closely with HR leaders and Product Experience teams to shape how Gen builds workforce capability in an AI-native world. This is a rare opportunity to lead through transformation—bringing the vision, operating model, and execution discipline needed to elevate both functions from strong foundations to world-class impact.

Requirements

• 10+ years of progressive HR/Talent leadership experience, with demonstrated ownership of both L&D and Talent Acquisition, or deep exposure to talent programs and former experience of building a bridge between company objectives and then working cross functionally to architect and lead teams to deliver these solutions
• Experience of working with the business to develop solutions that amplify business and human performance to deliver against strategic objectives
• Proven track record leading and developing HR teams in a complex, global, matrixed environment.
• Experience in a technology or technology-adjacent company strongly preferred because you understand the pace, the talent market, and the constant change.
• Meaningful exposure to agile methodologies, product-oriented HR, or organizational design in the context of transformation.
• Experience of M&A, due diligence and integration planning and execution preferred.
• You are genuinely excited about AI, not just as a topic, but as a tool you use, a capability you build in others, and a lens through which you evaluate your own work.
• You are a systems thinker who can move between strategy and execution without losing the thread of either.
• You have the executive presence and communication skills to hold your own in a room with the CHRO, business unit leaders, or a skeptical audience.
• You build relationships quickly, build trust durably, and know how to influence without authority.
• You operate with a learner's mindset, comfortable in ambiguity, willing to iterate, and energized rather than overwhelmed by a blank canvas.
• You bring an opinion. You push back thoughtfully. You make the people around you sharper.

Responsibilities

• Champion leadership capability as a core talent priority, ensuring Gen's people managers are developed, supported, and equipped to lead in an environment where AI and human work are increasingly intertwined.
• Develop a next gen talent development strategy that support human transformation in an AI first world; ensuring employees can use AI effectively for productivity and that managers are equipped to lead AI/Human teams and integrate AI.
• Architect and own the integrated Talent strategy spanning acquisition, development, reskilling, and readiness, all aligned to Gen's business priorities and AI transformation agenda.
• Serve as a strategic partner and thought leader to the CHRO and the People & Culture leadership team, bringing external perspective, data-backed insight, and bias toward action.
• Build strong partnerships across the P&C leadership team and directly with business leaders to ensure talent initiatives are embedded in how Gen actually works, not sitting off to the side.
• Lead and develop a Head of Talent Acquisition and the full TA and L&D teams, setting clear global programs and direction, building capability, and driving accountability for outcomes across both functions.
• Build and own Gen's leadership capability strategy, designing programs that develop managers at every level to lead effectively in an AI-augmented environment. That means investing in the human skills that AI can't replace; coaching, judgment, communication, and team dynamics, while building fluency in how to integrate AI into how their teams actually work.
• Design and launch an always on learning programs across all people demographics ensuring a mix of structured and agile learning opportunities, and leveraging multiple learning approaches and formats. While flexing for different learning styles and content
• Build and scale a reskilling architecture that helps our workforce adapt to shifting role demands, with a clear focus on human skills (judgment, collaboration, leadership) alongside AI fluency.
• Own manager development programming with intentionality about what managers need now: navigating AI-augmented teams, coaching for growth, and leading with human connection in a hybrid world.
• Evolve and sustain Gen's AI literacy program for onboarding new hires, returning employees, and evolving cohorts keeping pace as AI capabilities evolve.
• Reimagine how work gets designed alongside AI by partnering with the business and strategic HR to redesign workflows, rethink roles, and develop skills that unlock the full potential of human + AI collaboration.
• Set the strategic direction for how Gen attracts talent in a competitive, AI-era market, with sharp thinking on employer brand, candidate experience, and sourcing innovation.
• Ensure TA is operating as a true business partner, not an order-taker. That means bringing market intelligence, pipeline strategy, and real partnership to hiring decisions.
• Ensure our recruiters are able to adapt to business changes with pace proactively working to find and attract the best consumer talent in the market to drive business differentiation
• Leverage data, technology, and AI tools to improve speed, quality, and experience across the recruiting lifecycle.
• Model and embed agile principles across the Talent function, iterating quickly, prioritizing ruthlessly, and driving continuous improvement.
• Bring product-oriented thinking to program design: start with the user (our employees and managers), build in feedback loops, and treat programs as products that evolve.
• Partner with the broader P&C leadership team on cross-functional priorities, showing up as a connector and collaborator, not a silo.

Benefits

• We protect and empower people online, and we believe the best way to do that is to invest deeply in the people who build our products and serve our customers.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed