VP, Talent & Org Effectiveness

Ancestry

1d•$218,560 - $273,200

About The Position

Ancestry is seeking an executive leader to join its People Leadership Team as Vice President, Talent & Organizational Effectiveness. The role leads the core functions shaping the employee lifecycle, including People Business Partnership, Talent Management, Learning & Development, and Employee Engagement & Belonging. The VP will establish the function’s vision, operating model, and multi-year roadmap, aligning priorities with business needs and organizational capacity. The role will connect business partnership, talent decisions, development and mobility, and employee insights; develop functional leaders; and create a disciplined approach to program design, implementation, adoption, and evaluation. It will also integrate AI into talent and organizational workflows to improve insight, simplify processes, and support decision-making while preserving appropriate human judgment. Ancestry describes its work approach as location flexible: employees may work from a nearby office, from home, or in a hybrid arrangement, subject to location restrictions and roles that require office work. The company is committed to an inclusive and diverse work environment. The position offers a base salary range of $218,560–$273,200, eligibility for bonus and equity, and comprehensive benefits including health, dental, and vision coverage. Actual salary varies by geographic region and experience.

Requirements

At least 15 years of progressive experience in People, talent, or organizational effectiveness roles.
At least 5 years leading multiple relevant functions and developing senior functional leaders.
Demonstrated success building or substantially transforming an integrated talent and organizational effectiveness practice, including its operating model, team capabilities, and measurable delivery.
Demonstrated experience applying AI to talent and organizational practices, moving from experimentation to practical adoption; ability to identify valuable use cases, redesign workflows, and evaluate improvements in decision quality, efficiency, and employee outcomes.
Significant leadership experience across several of the following: People Business Partnership, Talent Management, Learning & Development, leadership development, and employee engagement.
Ability to connect talent and organizational effectiveness disciplines into a coherent strategy.
Strong business and financial acumen, including the ability to prioritize investments, assess tradeoffs, and connect talent initiatives to organizational performance.
Ability to advise and constructively challenge senior executives while building effective cross-functional partnerships.
Ability to translate strategy into implementation, lead through ambiguity, and deliver practical, scalable programs adopted by the business.
Ability to interpret people analytics and employee feedback, make evidence-informed decisions, and communicate findings without overstating what the data supports.

Nice To Haves

Experience in technology, digital consumer, subscription, media, entertainment, or similarly dynamic businesses.
Experience supporting global or distributed organizations.

Responsibilities

Establish the vision, operating model, and multi-year roadmap for Talent & Organizational Effectiveness, aligning priorities with business needs and organizational capacity.
Lead and develop functional leaders across People Business Partnership, Talent Management, Learning & Development, and Employee Engagement & Belonging.
Connect business needs, talent decisions, employee development and mobility, and employee insights to strengthen leadership and organizational effectiveness.
Elevate People Business Partners as trusted advisors on organizational design, workforce planning, leadership effectiveness, and change management.
Lead integrated performance management, talent reviews, succession planning, and capability assessments.
Define and scale learning strategies that build business capabilities, strengthen manager effectiveness, and embed coaching, mentoring, and development in everyday work.
Establish career pathways and internal mobility frameworks that link skills, development, succession planning, and talent movement to business needs.
Drive employee listening, engagement, and belonging strategies that turn feedback into measurable action and reinforce inclusive leadership and organizational culture.
Integrate AI and emerging technologies into talent and organizational workflows, prioritizing use cases such as talent reviews, skills assessment, development planning, internal mobility, and employee listening, with appropriate human oversight.
Collaborate with Talent Acquisition, Total Rewards, People Operations, Finance, Places, and business leaders to align talent strategies, workforce investments, and the employee experience.
Establish scalable operating practices, use people analytics, and measure program effectiveness to prioritize investments, drive adoption, and deliver business outcomes.
Simplify processes and focus investment on initiatives that deliver meaningful value.