VP, Human Resources – HR Business Partners and Talent Management

The Vice President of Human Resources – Talent Solutions is a key strategic leader responsible for shaping and executing enterprise-wide HR strategies across Human Resources Business Partner functions, Talent Management, Enterprise HR Strategy, and HR Data & Analytics. This role drives organizational performance by aligning people strategies with business objectives, fostering a culture of inclusion and excellence, and leveraging data insights to inform strategic workforce decisions.

This leader will join a high-performing, mission-driven HR team committed to delivering exceptional partnership to the business and upholding the highest standards of professionalism, ethics, and integrity.

Essential Duties & Responsibilities

• Serve as a strategic advisor to senior leadership on organizational design, change management, workforce planning, and leadership effectiveness.
• Build trusted relationships with business units to ensure HR strategies and programs are aligned with operational and strategic goals.
• Oversee employee relations, conflict resolution, and performance management processes to support a positive, equitable, and high-performing workplace.
• Champion initiatives that advance employee experience, inclusion, culture, and overall organizational health.

• Design and lead enterprise talent development strategies, including leadership development, succession planning, high-potential programs, and career progression frameworks.
• Oversee the performance management lifecycle, ensuring systems and processes support meaningful goal-setting, continuous feedback, and accountability.
• Develop and execute strategies to retain high-performing and mission-critical talent through learning, development, mentorship, and recognition programs.
• Promote a culture of learning by overseeing the creation and delivery of training, development resources, and capability-building programs.

• Partner with Culture/Communications teams to design engagement strategies, listening mechanisms, and action planning.
• Oversee or collaborate on enterprise Inclusion strategy and lead initiatives that strengthen agilon’s mission-driven, values-aligned culture and employee experience.

• Leverage HR metrics and analytics to monitor workforce trends, including engagement, turnover, talent mobility, and hiring effectiveness.
• Partner with data and analytics teams to design and enhance dashboards and reporting capabilities for key HR and business KPIs (e.g., time-to-hire, retention, diversity representation).
• Present insights and data-driven recommendations to senior leadership to inform strategic planning, resource allocation, and organizational priorities.

Required Qualifications:

• 15+ years of progressive experience in HR, Talent Management, or Employee Experience roles.
• Proven expertise in HR business partnering, talent acquisition, talent management, and HR analytics.
• Strong understanding of Artificial Intelligence tools, HR systems, and data visualization tools (e.g., Workday or similar platforms).
• Exceptional leadership and communication skills, with the ability to influence and collaborate across all levels of the organization.
• Strategic thinker with a data-driven mindset and the ability to translate insights into actionable HR strategies.
• Knowledge of employment laws, regulations, and compliance requirements.

Education:

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field.
• Master’s degree in Industrial/Organizational Psychology, HR, OD, or related field is preferred.
• SHRM-SCP certification is preferred.

Knowledge, Skills and Abilities:

• Deep understanding of talent management practices and organizational development.
• Familiarity with modern employee engagement strategies and onboarding best practices
• Strong leadership and people development skills.
• Excellent written and verbal communication skills.
• High level of project and program management capability.
• Analytical skills with the ability to interpret data and translate it into actionable insights.
• Skilled in change management and process improvement.
• Ability to influence and partner with stakeholders across all levels of the organization.
• Ability to design and implement scalable, sustainable talent programs.
• Ability to balance strategic thinking with hands-on execution.

Salary range shown is a guideline. Individual compensation packages can vary based on factors unique to each candidate, such as skill set, experience, and qualifications.