Job Description VP Talent & Culture

Some people go to work. 

At RingCentral, you’ll change the way the world works.

RingCentral is the global leader in cloud-based communications and collaboration software. We are fundamentally changing the nature of human interaction—giving people the freedom to connect powerfully and personally from anywhere, at any time, on any device. 

We’re a $1.5 billion company that’s growing at 30+% annually 

We’re currently looking for: 

VP Talent & Culture

The VP of Talent & Culture brings together and integrates everything that the HR group does for the company in talent management, talent development, culture, and communications to enable talent to succeed and out-perform competitors within a highly desirable and high-performing culture. This leader reports to the Chief People Officer and will interface extensively with the entire c-suite and a wide range of cross-functional partners. The person in this role can be based almost anywhere in the U.S. (where RingCentral has legal entities) but must be able to travel when needed to the Belmont, CA headquarters as well as globally to major company sites.

To succeed in this role you must have experience in:

• This leader oversees a team that develops and operates the following products & services for all employees at RingCentral globally: performance management process and tools, leadership & management development programs, general employee skill development (technical skills in software development, sales, law, etc. currently out of scope), diversity equity & inclusion and ERG support, employee engagement measurement, talent analytics, culture shaping efforts, employee communications.

• Total headcount in this direct team is 10 and expected to grow to 15 in the next 12-18 months. In addition to the direct team, there are resources with other functional “home base” reporting relationships that are assigned to and accountable to this team, including employee communications, ERG tactical support, learning management systems operation, HRIS support, shared analytics resources. The virtual aspects of this structure may evolve over time. This team also uses vendors to develop and deliver some of the products & services.

• Total investment in these products, services and the people that build and operate them is several million dollars – but is not well tracked and one of the needs for improvement.

• Initial organization structure: (remove this org chart in go-to-market job description)

Mission:

1) Strategy Development

• People function as point person for company strategic planning process. Develop workforce/organization/culture elements that are integral to company-level strategy

• Help clarify, communicate, and engage employees in company strategy through communication efforts

• Develop and deliver people analytics to senior leadership to inform planning (and to Board of Directors as needed)

2) Annual Operating Plan Execution

• Evolve and utilize performance management process as a tool for effective goal alignment and driving strategy/AOP execution

• Build, deliver and operate employee skill development solutions to enhance performance and AOP execution

• Develop and deliver people analytics & insights to inform leaders in execution of their annual plans

3) Continue to evolve culture to make it attractive, engaging, high performance differentiator

• Core contributor to company Purpose definition and implementation plan

• Build and implement roadmap for broader company culture evolution, including next generation of company values

• Establish strong diversity, equity & inclusion as a core element of culture, build and implement roadmap to achieve

4) Grow High Performing Leaders

• Steward of the VP+ population. Forecast needs, assess talent, and define gaps. Develop and deliver tools to lead effectively. Individualized development planning and investments.

• Deliver and operate ongoing succession planning process for critical VP+ roles, including reviews for Board of Directors

• External executive hiring – partner with TA on best practices, effective candidate assessment

•  Develop, deliver, and operate solutions to increase manager through Director people management effectiveness.

Desired Qualifications:

• Applied Functional Expertise: This leader will have significant training and experience in the science and best tools for analyzing and shaping corporate culture, employee engagement, adult learning and leadership development, performance management and improvement, organization effectiveness, change management. This leader will have demonstrated application of this expertise to designing and deploying in-scope solutions that drove a high-performance organization.

• Resource management: Has successfully managed Director-level leaders with teams under them – knows how to personally develop other leaders. Has successfully managed teams of at least 10 people, has managed larger virtual teams. Has significant vendor selection/contracting/management experience.

• Company experiences: Has demonstrated ability to develop in-scope solutions for a global workforce, with an especially deep understanding of technologists and enterprise salesforce. Ideally has experience in an enterprise software company of at least $1 billion in revenue, and experience supporting double-digit revenue growth at large scale.

• C-level experience: Has partnered extensively with c-level executives at companies over $1 billion in revenue. Ideally has interacted with the compensation & talent committee of the Board of Directors and/or prepared materials for review by these stakeholders.

5. Leadership skills and personal attributes required to perform the role successfully

• Business Acumen: The leader must be, first and foremost, a general business person with strong business acumen. That business acumen will include the ability to see from the “outside in” to understand how winning in the marketplace translates back to business plans and integral human capital solutions and day-to-day challenges of the workforce. This person will also appreciate HR as a business within a business – developing and selling human capital products & services – which are designed to help the company win.

• Executive Partnership: This leader will have the personal qualities and professional experience necessary to quickly gain credibility across the organization and with executive management. This leader has built effective, influential partnerships with executive level leadership – as well as strong cross-functional relationship building skills. Strong, proactive feedback and coaching skills are a must.

• Vision to Action: This leader will have the ability to thoroughly and analytically assess high-level talent and culture issues/gaps, articulate a full system vision for success, build and manage a dynamic roadmap towards the vision, develop and implement the products/solutions required on the roadmap, and manage implementation through to successful outcomes.

• Motivational Alignment with our Environment: We are in a highly competitive and dynamic business. Our Board and executive team have aggressive goals for continued double-digit growth and profitability of our business. Our company has grown rapidly and while the culture has many positives, the operational environment has not yet caught up to our scale. Must be able to navigate through an environment of rapid change in competitive ecosystem, business strategy and operating processes. This leader must sift through multiple opportunities and challenges to set and maintain clear direction.

6. Formal education or certification requirements

• A Bachelor’s degree in Human Resources, I/O Psychology, Management, or a related field is required. A master’s degree in organization development or I/O psychology or related field is highly preferred.

What we offer: 

RingCentral offers all the work/life benefits you could ever want, (and none of the micromanagement.) 

• Comprehensive medical, dental, vision, disability, life insurance

• Health Savings Account (HSA), Flexible Spending Account (FSAs) and Commuter Benefits

• 401K match and ESPP

• Flexible PTO

• Wellness programs including 1:1 wellness coaching through TaskHuman and meditation guidance through Headspace

• Paid parental leave and new parent gift boxes

• Pet insurance

• Employee Assistance Program (EAP) with counseling sessions available 24/7

• Rocket Lawyer services that provide legal advice, document creation and estate planning

• Employee bonus referral program

RingCentral is the #1 global cloud-based communications provider because we’re not just selling solutions; we’re changing the nature of communications. That’s why we’re the largest and fastest-growing pure-play provider in our space, with a market capitalization of over $18 billion, 30%+ annual growth and a $1.5 billion annual revenue run-rate. 

RingCentral’s work culture is the backbone of our success. And don’t just take our word for it: we are recognized as a Best Place to Work by Glassdoor, the Top Work Culture by Comparably and hold local BPTW awards in every major location. Bottom line: We are committed to hiring and retaining great people because we know you power our success. RingCentral offers on-site, remote and hybrid work options optimized for the ways we work and live now.

About RingCentral

RingCentral, Inc. (NYSE: RNG) is a leading provider of business cloud communications and contact center solutions based on its powerful Message Video Phone™ (MVP™) global platform. More flexible and cost effective than legacy on-premises PBX and video conferencing systems that it replaces, RingCentral® empowers modern mobile and distributed workforces to communicate, collaborate, and connect via any mode, any device, and any location. RingCentral is headquartered in Belmont, California, and has offices around the world.

RingCentral is an equal opportunity employer that truly values diversity. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.