Vice President of Training and Development

PCC Talent Acquisition Portal•Portland, CA

32d•Remote

About The Position

The Vice President, Talent and Training is responsible for shaping and executing an integrated talent strategy that enables the organization to achieve its business objectives through its people. This role provides enterprise leadership across workforce planning, leadership development, talent pipelines, and learning strategy. This leader will drive the design and execution of scalable, high-impact talent systems, including early career pipelines, leadership development programs, enterprise learning, and assessment strategies, to ensure the organization attracts, develops, and retains top talent. The VP will serve as a trusted advisor to senior leadership, bringing insight, structure, and discipline to how the organization identifies, develops, and deploys talent, while fostering a high-performance culture.

Requirements

Strong business acumen with the ability to connect talent strategy to operational and financial outcomes.
Exceptional ability to influence senior leaders and drive alignment across a decentralized, complex organization.
Demonstrated ability to manage multiple projects and relentlessly deliver results in conformance with action plans
Data-driven mindset with experience using metrics to drive decision-making and accountability.
High emotional intelligence and ability to navigate complex organizational dynamics.
Strong executive communication skills, with the ability to tailor messaging to diverse audiences.
15+ years of progressive leadership experience, including roles with primary responsibility for talent, training, or human capital strategy within a manufacturing or industrial environment.
Direct experience with end-to-end ownership of training strategy, including setting priorities, allocating resources, and ensuring execution across diverse programs and stakeholders.
Bachelor’s degree required
Ability to travel up to 30%, including internationally.

Nice To Haves

advanced degree (MBA or MS) preferred.

Responsibilities

Lead enterprise workforce planning and Human Capital Planning (HCP) processes, ensuring alignment with business strategy and growth priorities.
Drive consistent, data-informed talent reviews, succession planning, and high-potential identification across the organization.
Establish clear metrics and governance to improve talent outcomes, including bench strength, internal mobility, and leadership readiness.
Oversee the strategy, design, and execution of enterprise leadership development programs, including rotational programs and high-potential pipelines (e.g., MDP, FDP, IDP, HRDP).
Ensure programs deliver strong outcomes in placement, retention, and readiness for critical roles, particularly within operations and technical functions.
Lead a coordinated approach to early career talent identification through university, internship, and co-op programs, partnering with plants and functions to engage in these pipelines and actively matching high-potential candidates to full-time opportunities across the organization.
Ensure alignment between early career programs and long-term workforce and succession needs.
Define and execute the roadmap for the enterprise learning ecosystem, with primary accountability for the Learning Management System (LMS), driving adoption, usability, and full utilization of platform capabilities.
Ensure the LMS enables a seamless, high-impact learner experience and provides actionable insights to improve engagement and outcomes.
Oversee the design, quality, and effectiveness of enterprise training programs, with a strong focus on front-line supervisor training and career development programs such as GMDP, ODDP, etc.
Establish and scale clear, transparent career pathways across functions, enabling employees to understand growth opportunities, required capabilities, and potential career progression within the organization.
Lead the development and expansion of skilled trades and operator training pipelines, including apprenticeship and on-the-job training programs, to build the next generation of manufacturing talent and address long-term workforce needs.
Drive the development and deployment of leadership and professional skills training, including core leadership expectations, people management, communication, and other critical “soft skills” required for success at all levels of the organization.
Continuously evaluate and evolve program offerings to ensure relevance, rigor, and measurable impact on performance.