Vice President of Talent Management and Agentic Learning

The Vice President of Talent Management and Agentic Learning will lead our strategic workforce initiatives, develop cutting‑edge talent programs, and shape the future of our organization in an increasingly AI‑driven world. This critical leadership role is responsible for workforce development and planning, talent acquisition forecasting, succession planning, leadership development, employee engagement, onboarding, and both HR and business‑centric training and development programs. The VP will leverage AI and automation to advance these initiatives, ensuring our organization attracts, develops, and retains top talent while fostering a culture of continuous learning and innovation. As a senior HR leader, the VP will bring a holistic approach to human resources based on their experience as a HR business partner, integrating their expertise to effectively align people strategies with business goals. The ideal candidate will have a comprehensive background in human resources, with deep expertise in talent management, workforce planning, and organizational development. They will also possess a forward‑thinking mindset, an appreciation for the transformative potential of AI and automation, and a passion for creating impactful programs that empower employees and position the organization for long‑term growth.

Key Responsibilities

• Talent Strategy Execute an enterprise‑wide talent strategy that integrates leadership development, succession planning, employee engagement, and continuous learning to drive organizational growth and agility.
• Advance a culture of accountability through performance enablement.
• Lead the strategic use of predictive analytics and executive partnerships to identify talent needs, develop tailored growth plans, and close leadership capability gaps to build a strong pipeline of future leaders.
• Serve as a thought leader and advisor to senior executives, providing data‑driven insights and strategic recommendations to enhance talent outcomes and workforce capabilities.
• Drive innovation in learning and development by introducing cutting‑edge approaches such as AI‑powered personalized learning, microlearning, and advanced analytics to deliver impactful, dynamic, and efficient training solutions.
• Promote a culture of continuous development and empowerment by integrating agentic learning principles and enabling employees to take ownership of their career growth through modern, user‑friendly learning platforms.
• Provide strategic oversight for leadership development programs and enterprise‑wide training initiatives, including compliance training, ensuring alignment with business priorities, scalability, and measurable impact on organizational success.
• Lead initiatives to foster a culture of engagement, leveraging AI and data analytics to design targeted strategies that improve employee experience and retention.
• Oversee the design and execution of onboarding programs that align with the organization’s strategic objectives, accelerating new hire productivity and integration into the company culture.
• Establish and govern frameworks to optimize training delivery across the organization, reducing administrative and operational burden while ensuring compliance and maximizing workforce efficiency.
• Champion AI enablement by leading enterprise‑wide reskilling and upskilling programs that build digital fluency and prepare employees to adopt AI tools, fostering adaptability and an AI‑ready workforce.
• Workforce Planning Design and implement a comprehensive workforce planning strategy to ensure the organization has the right talent to meet current and future business needs.
• Utilize AI‑driven tools and analytics to forecast talent needs, identify skills gaps, and develop strategies to address them.
• Partner with recruitment teams to create AI‑powered talent acquisition strategies that identify, attract, and hire top talent.
• Forecast hiring needs based on business growth, market trends, and workforce analytics.
• Drive organizational agility by aligning workforce plans with evolving business goals.
• Strategic HR Leadership Build strong relationships with business leaders to understand their objectives and challenges, aligning Talent Management strategies to meet organizational goals.
• Serve as a trusted advisor to senior leaders, providing guidance on workforce planning and talent strategies that drive business outcomes.
• Collaborate with cross‑functional teams to lead organizational change initiatives, fostering a culture of innovation and resilience.
• Leverage AI and data analytics to inform HR decision‑making, optimize processes, and measure program impact.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; Master’s degree preferred.
• 18+ years of experience in HR leadership roles, including HR executive leadership with a focus in talent management, workforce planning, and employee development.
• Proven experience in workforce enablement, including designing, executing AI adoption strategies, and leading enterprise‑wide reskilling and upskilling programs.
• Strong understanding of workforce trends, including the impact of technology on the future of work.
• Demonstrated ability to design and execute large‑scale talent programs that align with business objectives.
• Exceptional leadership, communication, and relationship‑building skills.
• Experience working in dynamic, fast‑paced environments and managing change effectively.

Why Join Us?

As the Vice President of Talent Management and Agentic Learning, you will play a pivotal role in shaping the future of our workforce and driving innovation in how we attract, develop, and retain talent. You will have the opportunity to lead transformative initiatives, work with cutting‑edge AI technologies, and make a lasting impact on our organization and its people. If you are a strategic leader with a passion for talent development and a vision for the future of work, we invite you to join our team.

Salary & Benefits

Estimated Starting Salary Range: $266,310.55 – $366,177.01. Compensation varies depending on factors such as key skills, relevant work experience, and education/training/certifications. SNC offers annual incentive pay based upon performance that is commensurate with the level of the position. SNC offers a generous benefit package, including medical, dental, and vision plans, a 401(k) with 150% match up to 6%, life insurance, three weeks paid time off, tuition reimbursement, and more.

IMPORTANT NOTICE

This position requires the ability to obtain and maintain a Secret U.S. Security Clearance. U.S. Citizenship status is required as this position needs an active U.S. Security Clearance for employment. Non‑U.S. citizens may not be eligible to obtain a security clearance. The Department of Defense Consolidated Adjudications Facility (DoD CAF), a federal government agency, handles the adjudicative aspects of the security clearance eligibility process for industry applicants. Adjudicative factors which affect the outcome of the eligibility determination include, but are not limited to, allegiance to the U.S., foreign influence, foreign preference, criminal conduct, security violations and illegal drug use. Learn more about the background check process for Security Clearances.

SNC is an Equal Opportunity Employer committed to an environment free of discrimination. Employment decisions are made based on merit without regard to race, color, age, religion, sex, national origin, disability, status as a protected veteran or other characteristics protected by law.