Human Resources
VP, Talent Management
Who We Are
HMH is an adaptive learning company that helps educators create growth for every student.
Our integrated curriculum, assessment and professional learning solutions use data to paint a
full picture of every learner and recommend how to best support their needs. By partnering
with educators, we create lasting momentum so that all students can reach their full potential.
HMH serves more than 50 million students and 4 million educators in 150 countries. For more
information, visit www.hmhco.com
Expectations of the Role:
Reporting to the Chief People Officer, the VP, Talent Management plays a critical role in
shaping the organization's Talent and Learning Strategy to drive a culture rich in innovation and
learning.
Success in this role requires serving as a strategic culture partner to ensure that the workforce
aligns with the company's mission and values with a forward-thinking and global perspective.
The Vice President of Talent will effectively and seamlessly:
• Act as a strategic partner and Chief of Staff to the CPO, maintaining and
enhancing Talent & Performance Management programs and systems
including partnership with key stakeholders to ensure the TM portfolio of
offerings is strategically aligned, developing and delivering learning
opportunities, using qualitative and quantitative data to identify needs and
communicate L&D ROI, and succession planning.
• Collaborate with senior executives and department leaders to drive
organizational success. Ensure HMH has the right talent, culture, and
leadership capabilities to achieve its strategic goals
Skill Summary and Performance Expectations:
Learning & Development (25%)
• Strategically design HMH’s Learning Framework curriculum to enhance
employee development, including managing key programs like HMH’s
Leadership Academy, SLT and Manager Synch-Up sessions and allemployee learning paths.
• Use data, profile tools and assessment instruments, such as 360-degree
feedback, for selection and development purposes.
• Work across the system with multiple levels of key stakeholders to ensure
the annual development, alignment, and execution of organizational work
plans aligned to DEI initiatives, promoting a workplace that values
inclusivity.
• Partner with HRBPs and senior leaders to develop learning interventions that effectively
address both organizational and team-specific skill gaps.
Talent & Performance Management (25%)
• Oversee full-cycle Performance Management Program, including goal
setting, 360 feedback, ongoing and end of year performance assessments,
and more.
• Collect, analyze and summarize information and data; prepare reports and
present the findings to the appropriate strategic stakeholder(s).
• Provide quarterly reporting and analysis on key metrics. Build & maintain
succession and talent development process.
• Leverages employing data and assessment tools for the purposes of
selection and development, ensuring the best fit for roles and the growth
of talent.
Culture & Employee Engagement (25%)
• Manages the annual Employee Engagement survey, analyzes results, and develops
strategies to enhance employee engagement and satisfaction.
• Co-leads Culture Council Committee to guide culture strategies at HMH.
• Develops and executes world-class strategies to attract, retain, and grow top talent
within HMH.
• Acts as a strategic partner to the CPO on communication strategy.
Diversity, Equity & Inclusion (10%)
• Partner with the Office of Equity and Inclusion on initiatives to improve
DEI training and development.
• Collaborate with key stakeholders to research, design and implement
annual DE&I learning plan, leadership, and organizational levels
utilizing both internal and external resources. Serves at the primary
liaison for all ESG Reporting.
• Conduct the annual diversity survey in partnership with the DEI
Council and the Office of Equity and Inclusion.
CPO | Chief of Staff (10%)
• Create and maintain an HR Key Initiatives Calendar.
• Develop and maintain a People Data Dashboard; work with CPO to
determine key people metrics and data rules.
• Support the management of OKR for HR team; partner with HRBP to HR
team to provide OKR training.
• Support CPO in content development for MOR, QBR and other key
strategic meetings.
Required Background:
• Educational Background: A bachelor’s degree in human resources, Business
Administration, Organizational Psychology, or a related field is required. A master’s
degree or an MBA with a specialization in Human Resources or Organizational
Development is highly preferred.
• Professional Experience: At least 10 years of progressive experience in Human
Resources, with a focus on Talent Management, Organizational Development, and
Leadership. A minimum of 7 years in a senior leadership role, preferably within a
large, complex organization or an integrated system.
• HR Expertise: Comprehensive knowledge of HR functions, including Talent
Acquisition, Management, and Development, with a proven ability to design and
implement effective talent management strategies that align with business goals.
• Leadership Skills: Exceptional leadership and people management skills, with the
ability to inspire, motivate, and guide teams towards achieving strategic objectives.
Experience in coaching senior leaders and developing high-potential talent is
essential.
• Strategic Thinking: Strong strategic planning abilities, with a track record of
developing and executing HR initiatives that have a measurable impact on business
outcomes.
• Analytical Skills: Proficiency in data analysis and the use of HR metrics to drive
decision-making and improve talent management processes.
• Communication Skills: Excellent communication and interpersonal skills, with the
ability to effectively convey complex ideas and influence stakeholders at all levels of
the organization.
• Change Management: Experience leading change management initiatives and
fostering a culture of continuous improvement and innovation.
• Diversity, Equity, & Inclusion: A deep commitment to promoting diversity, equity,
inclusion, and belonging within the workplace, with experience implementing DE&I
programs and initiatives.
Competencies
• Manages Complexity
• Drives Results
• Strong Collaboration Skills
• Values Differences
• Instills Trust
