Vice President of Talent

VICE PRESIDENT OF TALENT

Primary Purpose

The Vice President of Talent will have overall responsibility for further developing and executing a strategic, long-term talent management program for THG. This is a new position with the charter to continue elevating the employee experience, intentionally designed to drive sustainable busines value.

THG possesses many components of a strong talent management program, and a fully integrated, developed, and implemented program is needed to deliver an employee experience that will drive value for our people and the business. The VP of Talent will be responsible for working with our operating companies and corporate functions to define what success looks like across THG, refine existing capabilities, identify opportunities for growth, and work with leadership to build a robust talent management organization. Focus areas include, but are not limited to, performance management, workforce planning, career development, talent acquisition, leadership development and partnering with the HR Shared Services team to align the process, technology, and data infrastructure to enable success of the overall HR transformation effort.

This role is situated at The Heritage Group, the parent company level, and will have influence, but not authority on talent strategies and execution throughout the organization. The VP of Talent must be experienced, strategic, collaborative and have the desire and ability to build deep trust with executives, HR leaders and people at all levels of the organization. They will lead/champion talent management work across the family of companies and manage a strong team to develop the processes, programs and measurements businesses need as they build a sustainable pipeline of great talent for the entire organization and tremendous career opportunities and growth for our employees across THG.

This role is located in Indianapolis, IN and will report to the Executive Vice President of People + Culture.

Essential Functions

• Fosters deep, trusted partnership with the business and HR leadership team ensuring our talent strategies and programs are a key success factor to achieving the short and long-term business goals.
• Leads the process, bringing expertise, experience and leadership, to build on the long-term talent management strategy and serves as an expert resource to the HR community throughout THG.

• Leads a process with talent team across THG to objectively assess our talent management practices and calibrate with industry and academic best practices in alignment with our recently developed talent management framework. Works with stakeholders on the following:

• • Align on definitions, a framework and program goals for consistent and integrated performance management across THG that honors the historical practices, needs and cultures of our businesses while also creating consistency in best practices and structure where possible and valuable. The performance management must ensure clear expectations and feedback for employees and management across THG.

• Work with business stakeholders to design inclusive talent strategies to attract, develop and retain a diverse and multi-generational workforce.

1. Collaborate across the businesses to develop a strategic organizational workforce planning tool to ensure that the talent needs of today are met and to predict and meet those of the future.
2. Create robust talent acquisition partnerships and practices that can be leveraged across THG to ensure an external pipeline of well-qualified candidates for today and the future.
3. Lead, improve and expand upon existing talent programs. Work with business stakeholders to think long-term and build strategic pipelines of diverse talent through forward-thinking internal education and development opportunities. The goal of this work is to ensure our businesses have the right people, in the right roles at the right time.

• Lead an internal and external talent assessment process to support company leadership in identifying top talent, evaluating current staff for new roles, identifying high leadership potential, comparing talent within the organization and across benchmarks and understanding talent strengths and gaps.

• • Develop a succession planning framework and tools for HR leaders to use in concert with business strategic planning.
• Consult with business stakeholders to understand development and training needs. Manage the head of learning and development programs to ensure the right people across the organization have access to the right development opportunities to meet performance expectations for today and the future.
• Lead effort to define DEI vision, build strategy, and implement actions to enhance employee experience across THG in coordination with business leaders in ways that increase inclusion and improve business decision making.
• Work closely with rewards and compensation team to ensure that talent management practices align with pay per performance, incentives, and share insights with HRBPs/executive leadership.
• Collaborate with business stakeholders to manage the creation of common definitions and assessment mechanisms to measure the effectiveness of our talent management practices, including the development and implementation of a method to measure ROI and report on progress/outcomes.

• Advise HR and executive leadership on organization design as needed.
• Counsel business stakeholders through acquisition-related work as necessary to ensure talent management structure, tools and systems are considered.

• Other possible responsibilities may include a talent engagement survey and/or process of small pulse surveys to understand the connection people have to the impact of their work, team and company.

Travel:

Willingness to travel 20% of the time of which some may be overnight.

Knowledge and Abilities:

The ideal candidate will have a passion for the talent development and management function and have 10+ years of relevant experience in building and leading the talent function. They must have deep knowledge of and experience with best-in-class Talent Management practices. Must be an inspirational agent for change that is able to think strategically and be hands-on, ready to execute. Must have excellent verbal and written communication skills, with the ability to resolve interpersonal conflicts. Additional abilities include:

• Collaborative leadership style with the ability to work and influence effectively in a team environment.
• Intellectually and emotionally strong enough to actively participate and offer critical review, yet modest and mature enough to recognize the need for partnership with the team
• Successfully dealt with ambiguity in a highly matrixed, and at times siloed environment
• Must possess deep business acumen to build partnerships with business operations leaders and to work effectively with leadership teams
• Effective communicator, keenly skilled in questioning, challenging and inquiring with diplomacy
• Passion for people development, including frontline to executive leadership career development, and talent as a mechanism for business growth
• Strategic and creative, problem solver, ability to deal with ambiguity and uncertainty
• Successful track record in project management leading cross-functional project teams, communicating the objective, timeline, deliverables, results, etc.
• Must enjoy working with people that are down-to-earth/hardworking and ensure all feel valued and empowered in their role
• Experience in using technology as a business enabler and driver
• Analytical and Six Sigma and/or Project management skills
• Some exposure to M&A due diligence relative to talent assessment and to both ERP and BPR is a plus

Required Education and Experience:

Bachelor's degree in Business Administration, OD/Leadership, Human Resources or related field required with a minimum of 10 years of related experience or talent, employee relations, recruitment, or human resources. Advanced degree preferred. 5+ years of managing others preferred.

Proven track record of HR business partnering across a range of core HR disciplines (Talent Management, Learning & Development, Talent Acquisition, HR operations, total rewards, employee relations/labor relations, Change Management).

Work Environment

This role routinely uses standard office equipment such as computers, phones, photocopiers, and other office-related equipment. Willingness to work in an office setting or in a hybrid model.

Other Duties

Heritage believes that each employee makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities. Therefore, this position description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent nor the company to just the work identified. It is our expectation that each employee will offer his/her services wherever and whenever necessary to ensure the success of our endeavors.

Any offer of employment is conditioned upon the successful completion of a drug screen.

About The Heritage Group

Founded in 1930, The Heritage Group (THG) is a fourth-generation family-owned business managing a diverse portfolio of companies specializing in heavy construction and materials, environmental services, and specialty chemicals. Companies within the THG portfolio include Heritage Environmental Services, Heritage Construction + Materials, and Monument Chemical. With more than 5,000 employees and 30 operating companies worldwide, THG aims to create a safer, more enriching, and sustainable world by harnessing the power of family.

The Heritage Group welcomes the diverse backgrounds, experiences, and perspectives of all to work together to accomplish our goals

EOE/Disability/Veteran

Current Openings for Vice President of Talent Jobs at The Heritage Group