VP Talent Management

KnowBe4•Clearwater, FL

15h

About The Position

KnowBe4 is seeking a transformative Vice President of Talent Management to evolve the existing function, historically focused on onboarding and sales training, into a comprehensive, strategic Talent Management organization. This role will own the complete talent lifecycle, focusing on employee growth, performance development, identifying high-potential individuals, succession planning, and building future leadership capabilities. The VP will lead this strategic shift by preserving effective onboarding and enablement practices while building new capabilities in performance management, hi-potential identification, succession planning, and career development. This transformation requires reorienting the team's charter, upskilling its members, and enhancing the function's deliverables. A key aspect of this role involves modernizing talent workflows through integrated systems like Workday and leveraging intelligent automation, including agentic AI, for personalized learning, performance coaching, skills gap analysis, and succession planning. The goal is to create a more efficient and impactful talent management function that benefits both employees and managers. This position serves as a critical advisor to executive leadership on talent pipeline health, workforce development, and organizational capabilities necessary to achieve KnowBe4's long-term objectives.

Requirements

Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field; Master's degree or MBA preferred
Minimum 10 years of progressive experience in Talent Management, Learning & Development, or related People functions, with at least 3 years in a senior leadership role
Demonstrated experience owning or materially contributing to performance management, succession planning, and hi-potential programs at scale
Deep expertise across the full talent management lifecycle: performance management, succession planning, hi-potential identification, career development, and learning & development
Hands-on experience with Workday's talent, learning, and performance modules — including configuration, integration, and reporting — and a track record of driving adoption and reducing off-system complexity
Experience implementing or scaling an LMS (e.g., Cornerstone, Docebo, Workday Learning) across a global workforce, with strong command of content design principles and learning analytics
Familiarity with agentic AI tools and intelligent automation platforms applied to HR/talent workflows (e.g., AI coaching tools, skills inference engines, automated nudging systems); ability to evaluate, pilot, and scale these technologies responsibly
Strong analytical skills with the ability to build and present talent dashboards, interpret workforce data, and translate findings into actionable strategies for executive audiences
Proven ability to simplify complex, multi-layered programs — rationalizing overlapping tools and processes into streamlined, governance-backed frameworks
Demonstrated success designing career pathing and competency frameworks that drive internal mobility and retention
Excellent executive presence and communication skills; ability to present complex concepts clearly to diverse audiences from individual contributors to Board members
Experience leading and developing high-performing teams in a fast-paced, global environment
Strong cross-functional relationship builder; comfortable partnering with Finance, Legal, IT, and executive leadership
Manages highly confidential information with professionalism and sound judgment

Nice To Haves

Certification in a relevant discipline (e.g., SHRM-SCP, CPLP/CPTD, ICF-credentialed coaching) is a plus
Experience in a SaaS or technology company a plus

Responsibilities

Define and lead KnowBe4's global Talent Management strategy, integrating learning & development, performance management, succession planning, hi-potential programs, and career development into a cohesive, data-driven function
Own the end-to-end performance management lifecycle — goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement pathways — ensuring consistency and fairness across all geographies
Design and execute a global hi-potential identification program, partnering with People Business Partners and senior leaders to build a robust internal talent pipeline; lead succession planning for critical and leadership roles across the organization
Build and sustain career development frameworks — including career pathing, competency models, and internal mobility programs — that give employees clear growth trajectories and managers the tools to have meaningful development conversations
Oversee the design and delivery of all manager and employee development programs, including onboarding, leadership development, management effectiveness, compliance training, and functional upskilling, ensuring programs are relevant, measurable, and globally accessible
Own and optimize the Learning Management System (LMS) and all talent technology platforms; drive full integration with Workday (performance, learning, and succession modules) to create a seamless, unified talent experience and eliminate off-system workarounds
Champion the adoption of agentic AI and intelligent automation within talent management workflows — including AI-driven learning recommendations, automated performance check-in nudges, skills gap analysis, succession scoring, and personalized development pathways — to scale impact and reduce manual effort
Audit and rationalize existing talent programs, tools, and processes; eliminate redundancy, standardize fragmented approaches across teams and regions, and establish clear governance and decision rights to reduce operational complexity
Establish a talent analytics capability that tracks leading and lagging indicators across the talent lifecycle — engagement, time-to-productivity, internal mobility, succession bench strength, and program effectiveness — delivering actionable insights to executive leadership
Collaborate with People Business Partners, Finance, and senior leadership to align talent programs with business strategy, organizational design changes, and workforce planning priorities
Represent Talent Management at executive-level meetings; prepare and present materials for leadership team and Board reviews on talent pipeline health, program outcomes, and strategic initiatives
Lead, develop, and inspire a team of learning, enablement, and talent professionals — providing clear direction, development opportunities, and a culture of continuous improvement and accountability
Provide genuine recommendations as to the hiring, firing, promotion, and discipline of subordinate employees to which the Company gives significant weight