Vice President, Talent & Performance Management

Comcast • Philadelphia, PA

2d

About The Position

The Vice President of Talent & Performance Management is accountable for designing, governing, executing, and continuously evolving the enterprise Talent & Performance ecosystem in direct support of business strategies and long‑term growth. This role ensures the organization has the right skills, the right talent, and sustainable pipelines of talent to execute today’s priorities while building future capability. Operating across a complex, multi‑business environment, the role provides enterprise leadership across integrated talent management disciplines, enabling data‑driven talent decisions, simplified and repeatable operating rhythms, and focused investment in critical roles and people. The role serves as a trusted advisor to senior leaders, aligning workforce capability, performance, and development to business outcomes and transforming talent into a strategic levers for growth and execution.

Requirements

• Bachelor’s degree required; advanced degree preferred.
• 15+ years of progressive experience in talent management, performance management, workforce strategy, or related enterprise HR leadership roles.
• Demonstrated success designing, leading, and executing integrated, enterprise‑scale talent systems connecting skills, performance, succession, and development.
• Deep expertise in skills intelligence, workforce segmentation, and talent assessment methodologies.
• Proven experience evolving and executing performance management strategies and tools to improve quality, fairness, accountability, and development impact.
• Strong track record of building robust succession plans and internal talent pipelines for critical roles.
• Experience partnering with senior leaders to translate business strategy into talent priorities and actionable workforce decisions.
• Employees at all levels are expected to: Understand our Operating Principles; make them the guidelines for how you do your job.
• Own the customer experience - think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
• Know your stuff - be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
• Win as a team - make big things happen by working together and being open to new ideas.
• Be an active part of the Net Promoter System - a way of working that brings more employee and customer feedback into the company - by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
• Drive results and growth.
• Support a culture of inclusion in how you work and lead.
• Do what's right for each other, our customers, investors and our communities.

Nice To Haves

• advanced degree preferred

Responsibilities

• Aligns the enterprise Talent & Performance Management strategy with business priorities, workforce strategies, and talent investments; translates strategy into clear, executable priories and operating plans to ensure the organization has the skills, leadership, and pipelines required for sustained performance and growth.
• Owns enterprise‑level talent performance outcomes and insights, establishing clear KPIs and analytics that demonstrate the impact of talent, skills, and performance strategies on business results such as growth, productivity, execution speed, and leadership readiness, and informs enterprise investment and tradeoff decisions.
• Actively monitors, inspects, and intervenes on outcomes, holding leaders accountable and ensuring actions are implemented with speed and rigor.
• Leads the organization’s Skills Intelligence capability, maintaining a future‑facing view of emerging, critical, declining, and retiring skills based on industry trends, competitive insights, and business strategies. Ensures insights are translated into tangible workforce decisions and actions across hiring, development, and deployment.
• Establishes formal skills governance and rationalization processes and drives adoption and compliance across the enterprise; determines which skills are strategically critical and ensures approved skills are consistently integrated into enterprise job architecture, job catalogs, role definitions, and workforce planning.
• Drives the integration of skills intelligence into core talent systems, including workforce planning, performance conversations, learning investments, succession strategies, and internal and external talent pipeline design.
• Designs and executes the enterprise performance management strategy and tools, enabling high‑quality, consistent performance conversations that integrate business outcomes and leader behaviors, ensuring performance is assessed and differentiated by both what is achieved and how it is delivered, while supporting skill development, growth, and career progression.
• Ensures talent and performance systems actively reinforce Comcast Leader Behaviors and culture expectations, translating values and ways of working into observable, measurable leadership outcomes and hold leaders accountable for demonstrating these behaviors through performance decisions and talent actions.
• Leads workforce segmentation and enterprise talent assessments, evaluating roles by strategic value and assessing individual performance, potential, and readiness to prioritize investment in enterprise‑critical and high‑impact talent.
• Oversees succession planning and internal pipeline development, translating workforce segmentation and talent assessment outcomes into actionable succession; ensures development actions are executed, tracked, and yield measurable readiness improvements for critical roles.
• Leads and executes enterprise talent pipeline education strategies, integrating early‑career, high‑potential, and future‑critical role development programs and aligning learning investments to skills intelligence, succession needs, and business priorities.
• Supports the evolution of AI‑enabled and technology‑driven talent capabilities, leveraging automation, advanced analytics, and emerging technologies to improve the speed, quality, and predictive power of workforce, skills, and succession decisions; ensures these capabilities are embedded into day-to-day talent processes and actively used by leaders.
• Establishes, executes, and governs a simplified, repeatable enterprise talent operating rhythm, ensuring that talent, performance, and succession decisions occur with the pace, clarity, and discipline required by the business.
• Leads, inspires, and develops multiple high‑performing teams, fostering a culture of innovation, inclusion, accountability, and performance while operating effectively at enterprise scale.
• Serves as a trusted enterprise advisor to senior leadership, synthesizing complex talent, skills, and succession insights into crisp, decision‑ready recommendations that frame risks, opportunities, and strategic choices for ELT and SLT forums.
• Partners with leaders not only to set direction but to drive execution, resolve barriers, and ensure delivery of agreed talent outcomes.

Benefits

• We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That's why we provide an array of options, expert guidance and always-on tools that are personalized to meet the needs of your reality—to help support you physically, financially and emotionally through the big milestones and in your everyday life. Please visit the benefits summary on our careers site for more details.

What This Job Offers

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