Global Head of TalentReports to: Chief Human Resources Officer
Hybrid: Office-based (3+ days per week)
WHAT YOU'LL DRIVETalent Strategy & Organizational Leadership- Champion leadership capability as a core talent priority, ensuring Gen's people managers are developed, supported, and equipped to lead in an environment where AI and human work are increasingly intertwined.
- AI Literacy and Skills development: Develop a next gen talent development strategy that support human transformation in an AI first world; ensuring employees can use AI effectively for productivity and that managers are equipped to lead AI/Human teams and integrate AI.
- Architect and own the integrated Talent strategy spanning acquisition, development, reskilling, and readiness, all aligned to Gen's business priorities and AI transformation agenda.
- Serve as a strategic partner and thought leader to the CHRO and the People & Culture leadership team, bringing external perspective, data-backed insight, and bias toward action.
- Build strong partnerships across the P&C leadership team and directly with business leaders to ensure talent initiatives are embedded in how Gen actually works, not sitting off to the side.
- Lead and develop a Head of Talent Acquisition and the full TA and L&D teams, setting clear global programs and direction, building capability, and driving accountability for outcomes across both functions.
Learning, Development & Workforce Readiness- Build and own Gen's leadership capability strategy, designing programs that develop managers at every level to lead effectively in an AI-augmented environment. That means investing in the human skills that AI can't replace; coaching, judgment, communication, and team dynamics, while building fluency in how to integrate AI into how their teams actually work.
- Design and launch an always on learning programs across all people demographics ensuring a mix of structured and agile learning opportunities, and leveraging multiple learning approaches and formats. While flexing for different learning styles and content
- Build and scale a reskilling architecture that helps our workforce adapt to shifting role demands, with a clear focus on human skills (judgment, collaboration, leadership) alongside AI fluency.
- Own manager development programming with intentionality about what managers need now: navigating AI-augmented teams, coaching for growth, and leading with human connection in a hybrid world.
- Evolve and sustain Gen's AI literacy program for onboarding new hires, returning employees, and evolving cohorts keeping pace as AI capabilities evolve.
- Reimagine how work gets designed alongside AI by partnering with the business and strategic HR to redesign workflows, rethink roles, and develop skills that unlock the full potential of human + AI collaboration.
Talent Acquisition- Set the strategic direction for how Gen attracts talent in a competitive, AI-era market, with sharp thinking on employer brand, candidate experience, and sourcing innovation.
- Ensure TA is operating as a true business partner, not an order-taker. That means bringing market intelligence, pipeline strategy, and real partnership to hiring decisions.
- Ensure our recruiters are able to adapt to business changes with pace proactively working to find and attract the best consumer talent in the market to drive business differentiation
- Leverage data, technology, and AI tools to improve speed, quality, and experience across the recruiting lifecycle.
Agile Ways of Working & Operational Excellence- Model and embed agile principles across the Talent function, iterating quickly, prioritizing ruthlessly, and driving continuous improvement.
- Bring product-oriented thinking to program design: start with the user (our employees and managers), build in feedback loops, and treat programs as products that evolve.
- Partner with the broader P&C leadership team on cross-functional priorities, showing up as a connector and collaborator, not a silo.
WHAT YOU BRINGYou're a senior Talent leader who has done this before, or something close enough that the path forward is clear to you. You think in systems, act with urgency, and communicate in a way that builds trust with executives and frontline managers alike. You are agile and thrive in environments of fast paced change with a natural aptitude for problem solving and adaptability.
Experience & Background- 10+ years of progressive HR/Talent leadership experience, with demonstrated ownership of both L&D and Talent Acquisition, or deep exposure to talent programs and former experience of building a bridge between company objectives and then working cross functionally to architect and lead teams to deliver these solutions
- Experience of working with the business to develop solutions that amplify business and human performance to deliver against strategic objectives
- Proven track record leading and developing HR teams in a complex, global, matrixed environment.
- Experience in a technology or technology-adjacent company strongly preferred because you understand the pace, the talent market, and the constant change.
- Meaningful exposure to agile methodologies, product-oriented HR, or organizational design in the context of transformation.
- Experience of M&A, due diligence and integration planning and execution preferred.
Skills & Mindset- You are genuinely excited about AI, not just as a topic, but as a tool you use, a capability you build in others, and a lens through which you evaluate your own work.
- You are a systems thinker who can move between strategy and execution without losing the thread of either.
- You have the executive presence and communication skills to hold your own in a room with the CHRO, business unit leaders, or a skeptical audience.
- You build relationships quickly, build trust durably, and know how to influence without authority.
- You operate with a learner's mindset, comfortable in ambiguity, willing to iterate, and energized rather than overwhelmed by a blank canvas.
- You bring an opinion. You push back thoughtfully. You make the people around you sharper.
