VP, Talent Development

Judi Health•Denver, CO

2d•$235,000 - $270,000•Hybrid

About The Position

The VP, Talent Development is a senior leader responsible for building a holistic, enterprise-wide talent development ecosystem that strengthens workforce capability and accelerates business performance. This role owns the strategy and execution across succession planning, career frameworks, competencies, performance management, learning and development (L&D), and manager effectiveness. The successful candidate will be a strategic partner to executives, a trusted advisor to business leaders, and a hands-on operator who translates strategy into scalable programs, measurable outcomes, and a strong talent pipeline.

Requirements

12+ years of progressive experience in Talent Development, Organizational Development, Learning & Development, or related fields; 5+ years leading senior-level teams and enterprise programs.
Demonstrated success in building and scaling succession planning, career frameworks, competency models, and performance management.
Proven ability to design and deliver manager and leadership programs that measurably improve capability and performance.
Strong data fluency: ability to build dashboards, interpret insights, and drive decisions with evidence.
Exceptional stakeholder management and communication skills; comfortable presenting to executive audiences.
Experience integrating talent programs into Talent Acquisition and HR processes.

Nice To Haves

Background in a hybrid, high-growth environment.
Expertise with learning platforms (LMS/LXP), assessment tools, and talent analytics.
Certifications in OD/L&D, coaching, or assessment (e.g., Korn Ferry, Hogan, SHRM-SCP, ATD).
MBA or Master’s in HR/OD/IO Psychology (or equivalent experience).

Responsibilities

Talent Development Strategy & Leadership
Design and lead a comprehensive talent development strategy aligned with the company’s mission, values, and growth priorities.
Serve as a strategic advisor to the executive team on workforce development, organizational capability, and future skills.
Succession Planning
Build and maintain an enterprise-wide succession planning framework for critical roles, including readiness pipelines and targeted development plans.
Partner with business leaders to identify, assess, and prepare future leaders; maintain bench strength reporting.
Career Frameworks & Competencies
Develop and roll out a company-wide career progression framework, including role families, levels, and growth paths.
Define core, leadership, and role-specific competencies for success; maintain governance and regular updates.
Embed competencies into performance reviews, development plans, hiring (structured interviews and assessment criteria), and onboarding.
Performance Management
Overhaul and lead the annual performance review process to ensure clarity, consistency, fairness, and impact.
Introduce manager enablement tools (e.g., calibration guides, feedback frameworks, conversation scripts) to improve performance quality and outcomes.
Learning & Development (L&D)
Oversee the L&D function: leadership development, manager training, technical upskilling, and soft skills programs.
Expand manager capability through a structured curriculum (foundational → advanced), coaching offerings, and learning pathways.
Evaluate and implement innovative learning modalities (blended learning, microlearning, cohort-based programs, self-serve content, academies).
Talent Assessment & Analytics
Establish metrics, dashboards, and reporting to measure program effectiveness (e.g., internal mobility, bench readiness, performance outcomes, manager effectiveness).
Use data to iterate programs, improve adoption, and demonstrate ROI to senior leadership.
Cross-Functional Integration
Partner with HRBPs, Talent Acquisition, DEI, and Business Leaders to ensure talent development is embedded across the employee lifecycle.
Flow competencies into structured interviews, scorecards, and hiring decisions in partnership with Talent Acquisition.
Align programs with engagement, retention, and culture initiatives.
Governance & Change Management
Create governance for frameworks, content, tools, and vendor management; ensure consistency across regions and functions.
Lead change management, communications, and enablement for all talent programs to drive adoption and impact.
HR Data & Analytics
Leverage HR metrics and analytics to assess workforce trends, including engagement, turnover, talent mobility, and hiring effectiveness.
Partner with data and analytics teams to enhance dashboards and reporting capabilities for key HR and business KPIs (e.g., time-to-hire, retention, diversity representation).
Present insights and data-driven recommendations to senior leadership to inform strategic planning, resource allocation, and organizational priorities.
Special Projects
Lead strategic projects that enhance organizational agility, future skills readiness, and leadership bench strength.
Continuously scan market trends and bring best practices into the organization.