Senior Manager, Executive Talent Management

Vanguard•Charlotte, NC

34d•Hybrid

About The Position

Vanguard is seeking a strategic leader to evolve our executive talent management approach, including talent identification and assessments, succession planning and sourcing across internal and external markets. This role is about reimagining how we identify, assess, and develop our current and future executives. You'll be at the forefront of designing and delivering innovative processes and frameworks to elevate our executive talent management offer. If you're energized by big-picture thinking, cross functional collaboration, and driving measurable outcomes, this could be your next move.

Requirements

Eight years related work experience, with at least three years of Talent Management experience. Supervisory experience preferred.
Undergraduate degree or equivalent combination of training and experience. Graduate degree preferred.
Strategic thinking & application
Stakeholder management
Change management
Leadership
Prioritization
Decision making & judgment
Experience designing and implementing talent programs and/or strategies.
Led work in an HR (talent strategy/priorities) or business area in a complex, highly regulated or global organization.
Contributed significantly to solving a critical business problem or delivering a large initiative from strategy to execution.
Experience directly and indirectly leading across all levels (senior executives, peers, crew) in a cross functional environment.

Nice To Haves

Used talent data and insights to inform workforce planning and succession strategies.
Built or scaled talent assessment practices to inform talent selection and mobility decisions.
Presented enterprise talent strategy and outcomes to executive leadership or governance bodies.
Experience leveraging technology and AI in talent processes.

Responsibilities

Redesign or build new executive talent management frameworks and tools to support evolving business needs and enhance senior leader experience.
Streamline and scale succession planning processes by ensuring clarity on needs, existing talent and capabilities and the steps to close gaps.
Build and maintain strategic pipelines through internal and external talent market mapping.
Design and implement executive assessments that integrate quantitative analytics with qualitative leadership insights to enable objective, insight-driven decisions for hiring, mobility and development actions.
Engage with Senior HRBPs and business leaders to facilitate critical talent processes.
Lead and develop a high-performing team fostering cross-functional collaboration across HR COE's, HRBPs, and business leaders.
Partner closely with executive recruiters to ensure alignment across sourcing, assessment, and succession planning strategies.
Partner closely with executive development leader and specialists to share insights, recommend evolution of development offers, and ensure effective deployment of succession plans.

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