VP Talent Management, L&D and OD&OE

Boardwalk Pipelines, LP Human Resources•Houston, TX

4d•Onsite

About The Position

The Vice President leads a lean Center of Excellence focused on strengthening leadership capability, accelerating organizational effectiveness, and advancing the company’s culture. Reporting to the SVP & CHRO, this role designs and deploys enterprise-wide programs in leadership assessment, development, coaching, and change management to enhance performance, engagement, and talent readiness. The role requires executive presence, strong business acumen, experience working in a fast-paced environment, and the ability to serve as both strategist and hands‑on operator. This leader will oversee the implementation of assessment programs, redesign leadership development offerings, provide executive coaching, and lead a team of two. Success requires deep expertise in leadership development, organizational effectiveness, assessment methodologies, and the use of technology and data to drive talent outcomes. The VP must be a highly collaborative leader who builds strong cross‑functional relationships and integrates seamlessly with the organization’s culture. This individual should bring agility, authenticity, and credibility, along with the ability to navigate complexity and influence at all levels.

Requirements

Minimum 20+ years 20+ years of experience in OD/OE, learning and leadership development, assessments, and coaching; global experience preferred.
Experience in the energy sector, ideally including midstream; bachelor’s degree required, master’s degree preferred; coaching certification required.
Strong executive presence with the ability to partner effectively with C suite leaders and senior stakeholders.
Demonstrated ability to apply sound judgment and design performance management programs that positively impact culture.
Deep experience leading change and partnering with leaders to diagnose and address development needs.
Professional, relationship driven coaching approach with strong facilitation, interpersonal, and communication skills.
Strong technology orientation with the ability to leverage digital solutions for learning and development.
Knowledge of leadership styles, group dynamics, engagement strategies, and high performing team practices.
Strategic thinker with the ability to anticipate trends, navigate ambiguity, and lead across diverse contexts.
High energy, results driven leader with both strategic and operational capabilities and a strong track record of performance.

Nice To Haves

Experience in midstream energy, oil and gas, pipeline operations, or utilities.
Professional certifications in leadership assessments, e.g. Insights, Hogan Assessment, Facilitation.
Experience developing and delivering leadership programs for executives and employees.

Responsibilities

Develop and execute a scalable talent management strategy aligned with business growth and operational expansion.
Lead enterprise succession planning and build leadership bench strength for critical field and corporate roles.
Oversee performance management frameworks aligned to safety, reliability, and financial performance.
Partner with HRBPs and operations leaders on workforce planning for new assets, facilities, and geographic growth.
Collaborate with the Director of Talent Acquisition to align talent strategies with long‑term capability needs and ensure effective onboarding and offboarding programs.
Provide coaching at all levels to enhance leadership effectiveness, team dynamics, and communication.
Manage coaching, instructional design, and learning vendors
Lead 360 assessment processes and create development plans for executives and senior leaders.
Establish coaching and mentoring standards for leaders.
Serve as a strategic advisor to the executive team on leadership capability, organizational risks, and talent priorities.
Align competency assurance and learning standards and programs to the overall boardwalk leadership strategy.
Design and deliver leadership and professional development solutions
Lead in developing content and implementing and managing leadership assessments and development programs.
Design and develop a Boardwalk leadership management training and support programs, correlating it with the Boardwalk values and leaders of the future.
Partner with HR to ensure employees have appropriate and structured learning development and training opportunities, formal development plans, planned job rotation and assignments and other monetary/non-monetary recognition and incentives to fulfill potential and talent planning objectives.
Deliver core training to leadership as well as conduct small team development/facilitation, which will include site visits, employee engagement, town halls and leadership conferences.
Develop and lead ongoing change management that will enable and accelerate the implementation of standardized solutions in leadership development.
Conduct direct research into current and emerging best practices, technologies and vendors.
Responsible for leadership development and learning budget and resource allocation.
Partner with leaders to diagnose organizational needs and implement development solutions and performance improvement initiatives
Support team development, engagement efforts, and assimilation processes for leadership teams.
Develop and execute change management plans to support new programs, processes, and cultural initiatives.
Apply continuous improvement principles, decision‑making frameworks, and accountability practices to support organizational effectiveness.
Design and lead large‑scale leadership conferences and senior‑level forums.
Serve as a trusted OD/OE leader, providing thought leadership and strengthening partnerships across the enterprise.
Model integrity, provide timely feedback, and promote transparent communication.
Build and lead a high‑performing team across Talent Management, L&D, OD, and OE.
Establish governance frameworks, processes, and accountability mechanisms.
Manage department budgets and key vendor relationships.