Vice President, Talent & Capability

Valmont Industries, Inc. • Omaha, NE

7d • Onsite

About The Position

This role is the enterprise leader accountable for Valmont’s end-to-end talent system, including talent acquisition for critical roles, performance and potential assessment, leadership and executive development, succession planning, and talent mobility. The role ensures talent is managed as an integrated enterprise system aligned to business strategy and long-term value creation, replacing fragmented, standalone programs with a disciplined, unified approach, while ensuring the organization builds the critical capabilities and skills required to execute Valmont’s strategy. The role partners closely with the CEO, CPO, and Executive Leadership Team to ensure Valmont has the right leaders, in the right roles, at the right time, with strong bench strength to support current performance and future growth.

Requirements

• Bachelor’s degree in HR, Business, Organizational Development, or related field (Master’s preferred).
• 12+ years of progressive HR leadership experience, including enterprise talent management, leadership development, and/or executive talent acquisition.
• Proven ability to design and lead integrated, end-to-end talent systems (performance, potential, succession, development) in complex, global organizations.
• Demonstrated success influencing senior executives and aligning talent strategies to business outcomes.
• Strong business acumen with the ability to translate strategy into talent priorities and measurable results.
• Experience using data and analytics to drive disciplined talent decisions.
• Executive presence with the ability to challenge, influence, and build trust at senior levels.

Nice To Haves

• Advanced degree (MBA or Master’s in HR, OD, or related field).
• Experience supporting Board or executive-level talent and succession discussions.
• Proven track record of leading enterprise talent transformation or modernization efforts.
• Experience in global, matrixed organizations with cross-enterprise talent mobility.
• Expertise in talent analytics, assessment, or executive development methodologies.

Responsibilities

• Develop and lead an enterprise-wide talent strategy spanning acquisition, performance, potential, development, succession, and internal mobility.
• Translate Valmont’s business strategy and transformation priorities into future leadership and critical capability and skill requirements across the enterprise.
• Establish talent as a core, ongoing enterprise discussion with the CEO and Executive Leadership Team to create an intentional focus on talent strategies.
• Provide enterprise oversight of executive and critical role talent acquisition.
• Ensure external hiring strategies are aligned to future capability needs and complement internal development and succession plans.
• Integrate workforce and capability planning with succession, development, and hiring decisions.
• Own the enterprise performance management process, including the framework for assessing performance and potential across leadership levels.
• Ensure leaders establish clearly defined expectations for all employees and facilitate calibration consistently across the organization.
• Enable technology and tools to support leaders in making disciplined, data-informed talent decisions.
• Lead Valmont’s talent philosophy and development approach across leadership levels.
• Partner with leaders to design and implement development approaches that are role-based, practical, and aligned to business outcomes.
• Integrate assessments, coaching, and experiential learning into targeted development paths.
• Lead enterprise succession planning for executive, senior leadership, and identified critical roles.
• Ensure successors are assessed, developed, and tested through meaningful experiences to ready them for career progression.
• Provide clear visibility into leadership pipeline health, including aptitude, capability, readiness, and risk.
• Establish mechanisms to enable internal movement, stretch assignments, and cross-enterprise experiences.
• Promote enterprise talent flow across businesses, functions, and geographies.
• Increase visibility and reinforce shared ownership and availability of enterprise talent.
• Establish clear talent governance, decision rights, and operating cadence for all leaders to follow.
• Develop talent dashboards and analytics that provide insight and decision support.
• Support the CEO and CPO in Board and HR Committee discussions related to talent, succession, and leadership risk.

Benefits

• Healthcare (medical, prescription drugs, dental and vision)
• 401k retirement plan with company match
• Paid time off
• Employer paid life insurance
• Employer paid short-term and long-term disability including maternity leave
• Work Life Support
• Tuition Reimbursement up to $5,250 per year
• Voluntary programs like tobacco cessation, Type 2 diabetes reversal, one-on-one health coaching, mortgage services and more

What This Job Offers

• Job Type: Full-time
• Career Level: Executive