VP Talent Management

🕒 May 13

🇺🇸 United States – Remote

💵 $240k - $275k / year

⏰ Full Time

🔴 Lead

👩‍👩‍👧‍👦 Human Resources (HR)

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KnowBe4

WebsiteLinkedInAll Job Openings

1001 - 5000 employees

Founded 2010

🔒 Cybersecurity

☁️ SaaS

📚 Education

Cybersecurity • SaaS • Education

KnowBe4 is a leading platform specializing in security awareness training and simulated phishing to help organizations manage the human element of cybersecurity. The KnowBe4 HRM+ platform is used by approximately 70,000 organizations globally to bolster cybersecurity risk management strategies, integrating AI-powered solutions to improve security culture and user behavior. KnowBe4 offers a comprehensive array of products including email security, security coaching, and compliance training, designed to educate and protect against social engineering, phishing, and other cyber threats. Its innovative approach combines real-time security coaching and AI-defense agents to mitigate human risks and reduce vulnerabilities. Trusted by many top cybersecurity companies, KnowBe4 is a significant player in enhancing security awareness and compliance across industries.

📋 Description

• Define and lead KnowBe4's global Talent Management strategy, integrating learning & development, performance management, succession planning, hi-potential programs, and career development into a cohesive, data-driven function • Own the end-to-end performance management lifecycle — goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement pathways — ensuring consistency and fairness across all geographies • Design and execute a global hi-potential identification program, partnering with People Business Partners and senior leaders to build a robust internal talent pipeline; lead succession planning for critical and leadership roles across the organization • Build and sustain career development frameworks — including career pathing, competency models, and internal mobility programs — that give employees clear growth trajectories and managers the tools to have meaningful development conversations • Oversee the design and delivery of all manager and employee development programs, including onboarding, leadership development, management effectiveness, compliance training, and functional upskilling, ensuring programs are relevant, measurable, and globally accessible • Own and optimize the Learning Management System (LMS) and all talent technology platforms; drive full integration with Workday (performance, learning, and succession modules) to create a seamless, unified talent experience and eliminate off-system workarounds • Champion the adoption of agentic AI and intelligent automation within talent management workflows — including AI-driven learning recommendations, automated performance check-in nudges, skills gap analysis, succession scoring, and personalized development pathways — to scale impact and reduce manual effort • Audit and rationalize existing talent programs, tools, and processes; eliminate redundancy, standardize fragmented approaches across teams and regions, and establish clear governance and decision rights to reduce operational complexity • Establish a talent analytics capability that tracks leading and lagging indicators across the talent lifecycle — engagement, time-to-productivity, internal mobility, succession bench strength, and program effectiveness — delivering actionable insights to executive leadership • Collaborate with People Business Partners, Finance, and senior leadership to align talent programs with business strategy, organizational design changes, and workforce planning priorities • Represent Talent Management at executive-level meetings; prepare and present materials for leadership team and Board reviews on talent pipeline health, program outcomes, and strategic initiatives • Lead, develop, and inspire a team of learning, enablement, and talent professionals — providing clear direction, development opportunities, and a culture of continuous improvement and accountability • Provide genuine recommendations as to the hiring, firing, promotion, and discipline of subordinate employees to which the Company gives significant weight

🎯 Requirements

• Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field; Master's degree or MBA preferred • Minimum 10 years of progressive experience in Talent Management, Learning & Development, or related People functions, with at least 3 years in a senior leadership role • Demonstrated experience owning or materially contributing to performance management, succession planning, and hi-potential programs at scale • Deep expertise across the full talent management lifecycle: performance management, succession planning, hi-potential identification, career development, and learning & development • Hands-on experience with Workday's talent, learning, and performance modules — including configuration, integration, and reporting — and a track record of driving adoption and reducing off-system complexity • Experience implementing or scaling an LMS (e.g., Cornerstone, Docebo, Workday Learning) across a global workforce, with strong command of content design principles and learning analytics • Familiarity with agentic AI tools and intelligent automation platforms applied to HR/talent workflows (e.g., AI coaching tools, skills inference engines, automated nudging systems); ability to evaluate, pilot, and scale these technologies responsibly • Strong analytical skills with the ability to build and present talent dashboards, interpret workforce data, and translate findings into actionable strategies for executive audiences • Proven ability to simplify complex, multi-layered programs — rationalizing overlapping tools and processes into streamlined, governance-backed frameworks • Demonstrated success designing career pathing and competency frameworks that drive internal mobility and retention • Excellent executive presence and communication skills; ability to present complex concepts clearly to diverse audiences from individual contributors to Board members • Experience leading and developing high-performing teams in a fast-paced, global environment • Strong cross-functional relationship builder; comfortable partnering with Finance, Legal, IT, and executive leadership • Manages highly confidential information with professionalism and sound judgment • Certification in a relevant discipline (e.g., SHRM-SCP, CPLP/CPTD, ICF-credentialed coaching) is a plus • Experience in a SaaS or technology company a plus.

🏖️ Benefits

• company-wide bonuses based on monthly sales targets • employee referral bonuses • adoption assistance • tuition reimbursement • certification reimbursement • certification completion bonuses