Vice President, Talent Strategy & Integration

TIAA•Frisco, TX

17h•Onsite

About The Position

This role serves as the strategic integrator and execution leader for enterprise Talent, Learning, and Culture in a complex, global financial services environment. Acting as the central point of coordination for all talent-related processes and programs, this role ensures the function operates with discipline, regulatory rigor, and measurable business impact while driving modernization across the talent ecosystem. The ideal candidate will translate enterprise priorities into actionable strategy and ensure the multi-year talent agenda is delivered with consistency and excellence across all markets and business lines.

Requirements

10+ years of experience
Advanced proficiency in Microsoft Office (Word, Excel, PowerPoint, TEAMS)
Business Acumen
Change Management
Conflict Management
Consultative Communication
Data-Based Decision Making
HR Business Consultation
Human Capital Strategy
Influence
Problem Solving
Talent Mindset
Trusted HR Advisory

Nice To Haves

12+ years of experience
Passion for experimenting and experience with AI and Generative AI skills

Responsibilities

Serves as the central integrator of the enterprise Talent, Learning, and Culture strategy across a complex, global organizational footprint, building and sustaining a cohesive talent ecosystem.
Translates business growth priorities, human capital plan outputs, regulatory expectations, and modernization strategy into a multi-year talent function roadmap.
Ensure alignment of talent strategy with enterprise priorities such as risk management, compliance, client experience, productivity, and leadership readiness.
Partner with CHROs, analytics, business leaders to anticipate future skill and capability needs across wealth management, asset management, insurance, banking, technology, and shared services.
Lead the planning, prioritization, and governance of the Talent, Learning & Culture portfolio, balancing global consistency with local market needs; through the implementation of disciplined operating rhythms, including executive reviews, risk and dependency management, and performance dashboards.
Prepare high-impact materials for the CEO, Executive Committee, Board, and Risk Committees related to talent health, leadership pipeline strength, succession, and culture.
Track execution against strategic initiatives, proactively identifying risks, regulatory implications, and mitigation strategies.
Drive modernization of talent practices, ensuring compliance while improving speed, quality, and employee experience.
Enable integration of Talent, Learning, Recruiting, and Culture into a cohesive operating model with shared data, platforms, and outcomes.
Partner with HR Technology, Data & Analytics, Risk, and Legal teams to responsibly deploy AI and advanced analytics in talent assessment, learning personalization, and recruiting.
Serve as point of contact for the talent organization with a focus on creating pathways to BAU by reducing fragmentation and dependency on legacy processes, helping the function move from program-based delivery to enterprise capability building.
Ensure leadership development, performance management, and talent decisions reinforce the People Team’s strategy and considers the company’s risk framework and regulatory expectations.
Help T,L&C leaders navigate change while maintaining cultural stability and trust across global teams.
Build intentional community and continuity across global Talent, Learning & Culture teams operating across regions, time zones, and business lines.
Design forums, governance structures, and collaboration mechanisms that promote knowledge sharing, consistency, and speed of execution.
Enable senior talent leadership team effectiveness through agenda design, decision frameworks, follow-through, and use of new AI tools.
Foster a shared identity and enterprise mindset within the Talent, Learning & Culture function.
Serve as a trusted advisor to the Chief Talent Officer/CHRO, anticipating strategic, organizational, and reputational issues.
Coordinate across senior HR leaders, business executives, compliance, risk, and legal partners to ensure alignment and smooth execution of talent products.
Prepare (and review) decision-ready materials and scenario analyses to support executive awareness and decision-making.
Represent the Talent, Learning & Culture function in enterprise initiatives and cross-functional forums.
Define and track metrics that demonstrate the business impact of talent, learning, and culture investments (e.g., leadership readiness, productivity, retention, advisor effectiveness).
Leverage people analytics, external benchmarks, and regulatory insights to inform strategy and investment decisions.
Ensure transparent communication of outcomes, risks, and ROI to senior leadership.
Craft clear narratives that link talent and culture initiatives to enterprise strategy, risk management, and client outcomes.