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What you’ll do:

+ Redesign or build new executive talent management frameworks and tools to support evolving business needs and enhance senior leader experience.

+ Streamline and scale succession planning processes by ensuring clarity on needs, existing talent and capabilities and the steps to close gaps.

+ Build and maintain strategic pipelines through internal and external talent market mapping.

+ Design and implement executive assessments that integrate quantitative analytics with qualitative leadership insights to enable objective, insight-driven decisions for hiring, mobility and development actions.

+ Engage with Senior HRBPs and business leaders to facilitate critical talent processes.

+ Lead and develop a high-performing team fostering cross-functional collaboration across HR COE’s, HRBPs, and business leaders.

+ Partner closely with executive recruiters to ensure alignment across sourcing, assessment, and succession planning strategies.

+ Partner closely with executive development leader and specialists to share insights, recommend evolution of development offers, and ensure effective deployment of succession plans.

What it takes:

Qualifications:

+ Eight years related work experience, with at least three years of Talent Management experience. Supervisory experience preferred.

+ Undergraduate degree or equivalent combination of training and experience. Graduate degree preferred.

Competencies:

+ Strategic thinking & application

+ Stakeholder management

+ Change management

+ Leadership

+ Prioritization

+ Decision making & judgment

Experiences:

+ Experience designing and implementing talent programs and/or strategies.

+ Led work in an HR (talent strategy/priorities) or business area in a complex, highly regulated or global organization.

+ Contributed significantly to solving a critical business problem or delivering a large initiative from strategy to execution.

+ Experience directly and indirectly leading across all levels (senior executives, peers, crew) in a cross functional environment.

Nice to have:

+ Used talent data and insights to inform workforce planning and succession strategies.

+ Built or scaled talent assessment practices to inform talent selection and mobility decisions.

+ Presented enterprise talent strategy and outcomes to executive leadership or governance bodies.

+ Experience leveraging technology and AI in talent processes.

Special Factors

Sponsorship

Vanguard is not offering visa sponsorship for this position.

About Vanguard

At Vanguard, we don't just have a mission—we're on a mission.

To work for the long-term financial wellbeing of our clients. To lead through product and services that transform our clients' lives. To learn and develop our skills as individuals and as a team. From Malvern to Melbourne, our mission drives us forward and inspires us to be our best.

How We Work

Vanguard has implemented a hybrid working model for the majority of our crew members, designed to capture the benefits of enhanced flexibility while enabling in-person learning, collaboration, and connection. We believe our mission-driven and highly collaborative culture is a critical enabler to support long-term client outcomes and enrich the employee experience.