VP, Global Talent & Organization Capability

Crocs, Inc.•Westminster, CO

2d•$275,000 - $315,000•Hybrid

About The Position

The VP, Global Talent & Organization Capability is responsible for ensuring Crocs has the talent, leadership capability, and organizational strength required to achieve its business objectives today and in the future. Reporting to the Chief People Officer and based in Broomfield, Colorado, this role leads Global Talent Acquisition (excluding VP+ Executive Recruiting), Talent Management, Performance Management, Workforce Planning, Employee Engagement, and Learning & Development globally. Crocs is a global, multi-brand consumer company operating across corporate offices, retail stores, distribution centers, and partner/distributor markets around the world. This role supports a geographically diverse employee population across North America, EMEA, Asia Pacific, and Latin America and is accountable for building talent and organizational capabilities that support continued growth. A critical component of this role is providing executive leadership and accountability for Global Talent Acquisition, which supports approximately 5,000 hires annually across corporate, retail, and distribution center populations. While day-to-day recruiting operations are led by a Senior Director, Talent Acquisition, this leader remains accountable for hiring outcomes, talent quality, workforce planning alignment, recruiting effectiveness, and overall team performance. This leader will help Crocs continually evolve from good talent to great talent by strengthening talent quality, building deeper bench strength, increasing succession readiness, and ensuring the organization has the leadership and capabilities required to win in the future. Success will come from delivering practical solutions that improve business performance, leveraging technology and AI to increase effectiveness, and building organizational capability that creates a lasting competitive advantage.

Requirements

Bachelor's degree required; advanced degree preferred.
15+ years of progressive leadership experience spanning talent acquisition, talent management, performance management, workforce planning, organizational development, employee engagement, and learning & development.
Significant recruiting leadership experience with demonstrated accountability for large-scale hiring across multiple geographies, functions, and employee populations.
Proven ability to lead or oversee complex recruiting organizations and drive measurable improvements in hiring outcomes, recruiter effectiveness, talent quality, and operational performance.
Demonstrated success translating business strategy into practical talent solutions that improve organizational capability and business performance.
Strong experience leading enterprise-wide succession planning, leadership development, performance management, and organizational effectiveness initiatives.
Experience utilizing assessments, coaching, team effectiveness tools, and other organizational development methodologies to strengthen leadership capability and organizational performance.
Strong understanding of modern talent technologies, AI-enabled solutions, workforce analytics, and digital tools that improve talent outcomes and employee experiences.
Working knowledge of SAP SuccessFactors and experience leveraging technology to drive process simplification, adoption, and business value.
Strong business acumen and the ability to influence leaders through credibility, insight, and results.
Demonstrated track record of simplifying processes and building scalable, practical solutions that leaders and employees will adopt.
Proven success leading high-performing teams in global, matrixed organizations.

Nice To Haves

The successful candidate is a collaborator with high influence and low ego who understands that talent is ultimately a business issue, not an HR issue.
They are equally comfortable discussing succession plans with executives, reviewing recruiting performance, facilitating leadership assessment conversations, or helping a business leader solve a workforce challenge.
They bring enough recruiting depth and credibility to effectively lead and hold a large recruiting organization accountable while also shaping the long-term talent and organization capability agenda.
They know how to diagnose challenges using data, challenge assumptions, simplify complexity, and drive execution.
Most importantly, they are passionate about building stronger organizations through stronger talent.
They understand that the goal is not simply to fill positions or administer talent programs, but to continually improve the quality of talent, leadership, and organizational capability across the company.
They help Crocs build fit-for-future talent and organizational capability by strengthening bench strength, developing future leaders, accelerating readiness for critical roles, and ensuring the company has the talent required to achieve its ambitions both today and tomorrow.

Responsibilities

Develop and execute an integrated global talent strategy that ensures Crocs can attract, develop, engage, and retain the talent required to achieve business objectives.
Continuously raise the quality, readiness, and depth of talent across the organization by strengthening bench strength, improving succession readiness, accelerating development, and helping leaders make effective talent decisions.
Provide executive leadership and accountability for Global Talent Acquisition, partnering closely with the Senior Director of Talent Acquisition to successfully deliver approximately 5,000 hires annually across corporate, retail, and distribution center populations.
Establish clear performance expectations, operating metrics, and accountability across the recruiting organization, continuously improving quality of hire, speed, efficiency, candidate experience, workforce planning alignment, and hiring manager satisfaction.
Own enterprise talent management processes including talent reviews, succession planning, leadership development, high-potential programs, internal mobility, and career growth strategies, with a clear focus on building robust leadership benches and increasing readiness for critical roles.
Lead the company's performance management philosophy and processes, ensuring clear expectations, accountability, differentiated performance outcomes, and ongoing development.
Partner with business leaders and HR Business Partners to identify future workforce and capability needs, leveraging workforce planning, talent insights, assessments, coaching, and organizational diagnostics to proactively build future-ready organizational capability.
Utilize organizational development tools—including assessments, coaching, leadership diagnostics, team effectiveness methodologies, organizational design, and change management approaches—to accelerate talent growth and strengthen organizational effectiveness.
Drive employee engagement strategies that strengthen culture, improve retention, and enhance organizational performance across corporate, retail, distribution center, and partner populations.
Leverage AI, analytics, SuccessFactors, and other talent technologies to improve talent decisions, simplify processes, increase manager effectiveness, and deliver measurable business value.
Build and lead a high-performing global team while fostering a culture of collaboration, accountability, continuous improvement, and execution.