VP, Strategic Talent Leader - GTM

Job Description

As a VP, Strategic Talent Leader aligned with the GTM (Go-To-Market) function at Renaissance Learning, you will architect and execute an AI-enabled talent strategy that drives business performance and organizational capability, working in conjunction with the Centers of Excellence (CoEs), HR Business Partners (HRBPs)/People Partners (PRMs), and People Operations teams to deliver strategic workforce solutions. This role leverages advanced analytics, artificial intelligence, and predictive modeling to ensure Renaissance Learning's GTM organization possesses the leadership bench strength, critical capabilities, and agile workforce needed to achieve ambitious growth objectives in the education technology sector.

In this role as a VP Strategic Talent Leader, you will:

• Proactively build relationships and credibility with business leaders to provide thought leadership on organizational and people-related strategies and execution.
• Understand the business strategy and identify opportunities to increase alignment with the strategy by helping business leaders recognize, prioritize and build organizational capabilities, behaviors, structures and processes.
• Identify and review key business performance targets and their related talent implications with business leaders.
• Lead the talent management and development plans for GTM teams with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce, and ensuring succession bench strength.
• Serve as an AI transformation consultant guiding leaders on the people-side of AI-driven change.
• Diagnose gaps between current and desired organization performance and deploy actions to resolve gaps, including organization redesign, process change, coaching and training, working in conjunction with the COE and People Operations.
• Analyze workforce trends to model and forecast future labor requirements to support senior leaders in workforce planning and succession management.
• Work in conjunction with the L&D COE to create development programs for high-potential leaders. (VP+) Assist business unit leaders to create development programs for high-potential employees.
• Identify and drive the sharing of best practices across functions to facilitate continuous improvement.
• Collaborate between the business leaders, People operations and COEs to ensure HR products and delivery are aligned with business strategies and goals.
• Align performance management and reward strategies to reinforce the GTM culture.
• Coach senior leaders to improve leadership abilities, relationships among teams/individuals and interpersonal communications, as well as deliver effective performance feedback.

For this role as a VP Strategic Talent Leader, you should have:

• Progressive HR experience with demonstrated leadership in strategic talent management, workforce planning, and HR strategy
• Proven expertise operating within an integrated CoE, HRBP, and Service Delivery structure
• Advanced proficiency in people analytics, AI/ML applications in HR, and data-driven decision-making
• Strong business acumen with track record of linking talent strategies to measurable business outcomes and revenue impact
• Deep expertise in workforce planning, executive succession, leadership development, and performance management
• Experience with AI-powered HR technologies including talent intelligence platforms, people analytics tools, and HR automation
• Executive presence with ability to influence and partner with C-suite and VP+ leaders

Preferred Qualifications

• Experience in private equity-backed mid-size organization navigating transformation
• Background in education technology, SaaS, or subscription-based business models
• Advanced degree in HR, Organizational Development, Industrial-Organizational Psychology, Business, Data Science, or related field
• Expertise in skills-based workforce strategies, internal talent marketplaces, and skills frameworks and digital tools

Key Competencies

• Strategic thinking and enterprise mindset
• Data-driven decision making
• Influencing and executive partnership
• Change leadership and transformation
• Systems thinking and operating model integration
• Talent market and workforce trends expertise
• Comfort operating without fixed alignment

Success Measures

• Strength of leadership pipeline and succession coverage for the top 20 leaders
• Progress against strategic workforce plans
• Retention and engagement of critical talent
• Internal mobility and skills development outcomes
• Measurable impact of talent initiatives on business performance