VP, Talent Management & Inclusion

Permanent contract|New York|Human Resources

VP, Talent Management & Inclusion

New York, United States Permanent contract Human Resources


As a key contributor on the Americas People Talent & Development Team, the VP, Talent Management & Inclusion will execute leadership development initiatives designed to maximize talent capability and leadership excellence; helping to cultivate an inclusive talent environment in which every person can reach their full potential to fuel our growth. This role will be responsible for the design, development and implementation of world class talent strategies, policies and processes that enhance our people capabilities of the organization. This person will proactively lead succession planning, workforce planning, performance management, talent mobility, talent development, leadership competency and retention. This role will be instrumental in driving Soc Gen Americas Talent strategy while assisting with the advancement of our diversity and inclusion efforts. This position will report into the Chief Diversity Officer, Head of Talent.

  • Drives the design and implementation of talent programs (e.g., succession management, talent movement, leadership development, talent architecture); presents ideas, business insight, and implementation approaches to HR leadership and business partners to increase the visibility of programs; assists in the development of engagement and integration strategies
  • Leads the evaluation, enhancement and re-imagination of the Performance Management process to ensure clarity of expectations, exceptional delivery of high-quality feedback, and meaningful outcomes following performance conversations
  • Enhance and/or re-develop talent calibration tools and best practices, succession plans and targeted development plans for successors and other high potential talent that align with global process and long-term business strategies
  • Design, develop and manage highly effective development initiatives to drive organizational effectiveness and a culture of change management, inclusive leadership, and individualized development to improve the depth and bench of leadership of BU’s
  • Collaborate with HRBPs to understand & assess development needs, perform gap analysis, design and implement development paths that build leadership skills and capabilities; aligned with organizational goals and strategy - including but not limited to psychometric assessments, executive coaching, group and team coaching, mentorship, reverse mentoring, etc.
  • Assist in the Strategic Workforce Planning approach that will align business strategy into meaningful talent actions (build/borrow/buy) to ensure we have the right people in the right role, at the right time. Leverage analytics to measure impact of talent actions.
  • Lead efforts to create a culture of career so that employees can grow, develop and move across the company – leveraging internal mobility as a means to continuously create new opportunities for employees to gain exposure, capabilities, and experience.
  • Build strong relationships and communicate with EXCO and business leaders to align the business strategy and organizational needs with the appropriate leadership development and change management solutions
  • Implement initiatives and programs to help foster a diverse and inclusive workplace such as mentoring, sponsorship, unconscious bias, ally skills, etc.

Profile required

  • Bachelor’s degree, Master’s degree preferred (MBA, Industrial/Organizational Psychology)
  • 7-10 years’ experience in HR roles focusing on Talent Development, Organizational Development, Workforce Planning or Learning & Development
  • Shown success to work cross-functionally, and vertically with Senior Leaders to influence and motivate change, aligning the people strategy with business goals and growth.
  • Deep knowledge of HRBP practices including organization design, compensation, performance management, organizational change, executive relationship building, etc.
  • Solutions-focused, empathetic, and collaborative approach to implementing and improving people programs and processes to support the business.
  • Strong understanding leading research, practices and innovations in DEI and Talent Management, plus the strengths and drawbacks of what has been tried to date
  • Excellent communication skills (written and verbal) able to create a story using data and research
  • A creative thinker that develops solutions focused on the future of work and dynamic needs a culture, and its people
  • An inclusive manager of people who leads with empathy & achieves high-quality results yet ensure their team's engagement and development

Business insight

Our Culture:
At Societe Generale, we live by our 4 core values of commitment, responsibility, team spirit and innovation. We are engaged and demonstrate consideration for others. We act ethically and with courage. We focus our talent and energy on collective success. We experiment and propose new ideas. This way, we maximize our ability to serve client needs and anticipate market changes. Societe Generale is committed to strengthening bonds with colleagues, communities, and the world in which we live, because relationships are at the heart of how we operate.

Diversity & Inclusion: 
Creating a diverse environment is one of our top priorities at Société Générale and we are proud to be an equal opportunity employer. Our dedication to promoting diversity, inclusion, and multiculturalism is reflected in everything we do.
We are committed to equal employment opportunity in all of our business practices, including recruitment, hiring, placement, promotion, transfer, compensation, benefits, selection for company sponsored training and development programs, and all other conditions and terms of employment
For you, this means Societe Generale does not consider or make employment decisions on the basis of age, disability, marital status, partnership status, national origin, sex, gender identity or expression, pregnancy, religion, race, sexual orientation, color, genetic information,
military or veteran status, citizenship status, familial or caregiver status, unemployment status, reproductive health decisions or any other characteristic protected by federal, state, or local law.

Hybrid Work Environment:

Société Générale offers a hybrid work arrangement that provides employees with the flexibility of working both on-site and remotely to balance their lifestyles and personal obligations with in-person interaction and collaboration with their colleagues.
With the increasing number of employees working on-site, Societe Generale continues to support a healthy and safe in-person working environment. The Company has implemented health and safety controls.

We are an equal opportunities employer and we are proud to make diversity a strength for our company. Societe Generale is committed to recognizing and promoting all talents, regardless of their beliefs, age, disability, parental status, ethnic origin, nationality, gender identity, sexual orientation, membership of a political, religious, trade union or minority organisation, or any other characteristic that could be subject to discrimination.

Reference: 22000PKS
Starting date: 2022/11/07
Publication date: 2022/09/15