As our VP, Talent & Organizational Development, you’ll help drive Concora Credit’s Mission to enable customers to Do More with Credit – every single day.

The impact you’ll have at Concora Credit:

The VP, Talent & Organizational Development, will report to the COO to build and run Concora Credit's enterprise talent strategy — from entry-level roles through identifying and developing director-and-above leaders on an upward trajectory to succession planning for the company's most critical roles. This is a hands-on, build-and-run mandate: the successful candidate will design new programs from scratch, not inherit a mature function, and will personally operate at the intersection of org design, organizational development, succession planning, and executive coaching. The role is a strategy owner and orchestrator, working cross-functionally and in collaboration with Talent Acquisition, the broader HR team, and the Senior Leadership Team, who are the key partners in establishing and executing these strategies. This role is not recruiting or training but focused on talent architecture.

As our VP, Talent & Organizational Development, you will:

• Own and drive Concora Credit's multi-year enterprise talent and leadership strategy, reporting to the COO and in close partnership with the SVP of HR — not a plan handed off for others to execute, but one this role personally builds and runs.
• Design and operationalize the company's “talent architecture” model across three stages: Build Early Experience (college cohorts and rotational programs), Gain Exposure (structured cross-functional exposure and always-on scouting for strategic roles), and Grow Integration (ongoing coaching and formal preparation before — not after — a promotion into broader enterprise scope).
• Set and track the KPIs that determine whether the leadership strategy is working, and report progress against the finalization timeline (programs finalized Q1 2027; every senior leader engaged in talent and leadership growth by 2027).
• Act as the connective layer across the organization: set the enterprise talent and leadership agenda and partner with Talent Acquisition and the broader HR team on execution, keeping strategy and delivery aligned as the function grows.
• Partner with the COO, SVP, HR, and business leaders on organizational structure, role design, and span-of-control decisions as the company scales.
• Lead or support enterprise-wide change management and cultural-alignment work tied to organizational redesign, new leadership models, or major initiatives.
• Build and maintain the reporting and dashboards that track every talent and leadership-development activity — program participation, bench-strength coverage, trajectory distribution, retention/attrition in critical roles, and progress against the finalization timeline.
• Report regularly to the COO and CEO on program health, leadership pipeline coverage, and where the company remains exposed on succession or critical-role risk.

These duties must be performed with or without reasonable accommodation.

We know experience comes in many forms and that many skills are transferable. If your experience is close to what we're looking for, consider applying. Diversity has made us the entrepreneurial and innovative company that we are today.

Requirements:

• 12–15+ years of progressive experience in talent management, leadership development, succession planning, or organizational development, including direct ownership and accountability for enterprise-wide programs — not execution support for someone else's strategy.
• A demonstrated track record designing, building, and running talent and leadership programs from scratch inside a growing, evolving company — this is a build role, not a maintain role.
• Direct experience across the full mix this role requires: organizational design, organizational development, succession planning, and executive coaching. Candidates who have only done one or two of these will struggle with the scope.
• A track record advising and coaching senior executives directly — comfortable facilitating candid, sometimes difficult, talent conversations with a CEO, COO, or SLT.
• Working knowledge of adult learning principles, leadership competency frameworks, and talent assessment/diagnostic tools.
• Strong analytical skills — able to define metrics, build dashboards, and use data (not just anecdote) to decide where the company should focus its talent investment.
• Strong consulting and influence skills; able to shape enterprise strategy as a peer to the executive team, not just execute what's handed down.

• Bachelor's degree in HR, Organizational Development, Psychology, Business, or a related field; advanced degree preferred.
• Relevant certification (e.g., SHRM-SCP, SPHR, or equivalent executive coaching credential) preferred, not required.

What’s In It For You:

• Medical, Dental and Vision insurance for you and your family
• Relax and recharge with Paid Time Off (PTO)
• 6 company-observed paid holidays, plus 3 paid floating holidays
• 401k (after 90 days) plus employer match up to 4%
• Pet Insurance for your furry family members
• Wellness perks including onsite fitness equipment at both locations, EAP, and access to the Headspace App
• We invest in your future through Tuition Reimbursement
• Save on taxes with Flexible Spending Accounts
• Peace of mind with Life and AD&D Insurance
• Protect yourself with company-paid Long-Term Disability and voluntary Short-Term Disability