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Human Resource Association

VP, Organizational & Talent Development

  • April 29, 2021 8:08 PM
    Message # 10407083
    Heather Jones (Administrator)

    VP, Organizational & Talent Development

    First Command Financial Services

    Position Summary The Vice President of Leadership and Talent Development is a strategic innovator and architect of First Command’s organization development who will continue to drive First Command to be a top company for leadership and talent development. This person will lead the design, development, and implementation of leadership and high-potential development programs across all First Command. The role will be responsible for building on the First Command philosophy and framework for talent development across the enterprise, envisioning and executing our development platform of training programs and critical leader experiences. Building upon an established framework and set of development programs, the role involves organizational diagnosis, instructional design, advising, coaching, facilitating, and delivering development solutions for leaders and individuals at all levels, both directly and in partnership with the leadership development team and our broader HR team. This is a dynamic, forward thinking role where your experience and strategic expertise around talent development and transformational change will help build a culture that drives organizational engagement, development and high performance.

    Working collaboratively with HR leaders, executive leaders, and business leaders, this individual will continue to evolve the roadmap for leadership criteria, learning, development, and delivery across the entire company; making sure that all we do aligns with our culture. Leading a team of four, this group creates, selects, and delivers training and coaching solutions and to all levels of the organization. The team is also responsible for development planning, program selection, delivery, and formalized coaching solutions of our Field Leaders in partnership with Field Force Training and provides support to the organization around development planning, development solutions, training programs, and other activities or programs needed to ensure the workforce has the skills, knowledge, and capabilities critical to achieve business goals and objectives as well as have a bench of employees ready to take on broader roles. This position supports the transformation of the company culture through change management processes and tools resulting in a better aligned culture.


    • Develop the roadmap for building functional excellence within the organization • 
    • Create and implement a strategic organizational and talent development framework to deliver best-in-class scalable and modern solutions for continuous performance development and talent identification. • 
    • Lead all leadership development efforts during times of rapid organizational change and Agile transformation • Partner with Service Leader to drive service culture • 
    • Support the talent management and succession planning process by enhancing the development process for high potentials • 
    • Continuously review current leadership development programs and talent development processes and determine areas for improvement and gaps in the offerings and processes. Provide proactive identification of talent solutions, and clear direction on leadership learning and curriculum development that aligns with First Command’s leadership competencies, core values, and CX focus. 
    • Continue to implement and innovate programs and mechanisms that enable coaching, assessment, small group learning, and foster development company wide. • 
    • Lead the design and implementation of the Company’s Management and Leadership Development program(s) ranging from the individual contributor, emerging leader, supervisor, manager, leader and executive, in both the Home Office and the Field. • 
    • P&L responsibility for Home Office and Field leadership development and coaching. • In partnership with the HRBP’s support the talent management and succession planning process by enhancing the development process for high potentials. Identify common development needs from talent management process and create tools and programs to address them. • 
    • Continually refine the approach to development of high potentials through a blended learning experience and using the appropriate digital technologies while managing financial resources appropriately. • 
    • Continue and innovate rigorous assessment strategy to promote insights for individual development. • 
    • Develop and deliver a development driven coaching program to support the development of Field Leaders and Advisors. • 
    • Implement and improve upon the process for application of training delivered to inspire employee-driven development and ensure concepts are practiced and applied. • 
    • Support the agile process by anticipating learning needs, solutions and delivery mechanisms • Provide coaching to leaders as needed. • 
    • Develop partnership and act as a trusted advisor to key stakeholders and management advising them on talent development • 
    • Work effectively with field leadership to ensure consistency of process and provide tools to enable fields leadership development efforts • 
    • Support any change management efforts by providing tools and coaching to leaders. • 
    • Stay current and maintain a solid understanding of change and learning resources and trends • Effectively lead and develop Leadership Development and Field Coaching team, staying up to date with innovative industry practices and learning transfer techniques. • 
    • Serve as a trusted advisor the Head of Human Resources and Leadership Development, the HR Business Partners and the ELT
    • Education 
    • Bachelor’s Degree (required) MA in Organizational Development, Leadership, Communications preferred 
    • Coach certification at the PCC or MCC level preferred  Certified Facilitator or Certified Master of The Leadership Challenge preferred 
    • Advanced certifications in assessments, leadership programs a plus.  
    • Work Experience 
    • 10 years’ experience in learning and development or equivalent organizational transformational experience for a mid to large sized company 
    • Minimum 5 years of experience directly managing a team delivering leadership and management programs 
    • Experience with Organizational Development, Change Management, Talent Management, Leadership Development best practices 
    • Experience/certifications with Situational Leadership and Partners in Leadership a plus 
    • Experience creating, developing, and facilitating leadership seminars and programs 
    • Breadth of experience in other industries, companies and/or best practices 
    •  Knowledge, Skills and Abilities
    • Deep knowledge of current and future industry best practices and trends 
    • Cultural fit 
    • Results oriented 
    •  Both leadership development program design and instructional design expertise 
    • Executive coaching expertise at senior leadership levels 
    • High energy, self-starter, and comfortable managing a team working on projects dealing with complex, sensitive, and confidential issues 
    • Highly skilled, energizing, and creative facilitator 
    • Strong interpersonal skills and the ability to build relationships with and influence people at all levels of the organization 
    • Strong analytical and problem-solving skills 
    • Strategic orientation; big picture thinking and skilled at outside-in thinking 
    • Willingness to continue personal learning journey and certifications 
    • Highly polished and professional with excellent communication and presentation skills 
    • Consummate team player 
    • Solid understanding of organizational and leadership development theory 
    • Ability to maintain a high level of confidentiality 
    • Strong networker to stay abreast of the most current thinking 
    • Ability to challenge executive leaders

    To apply:

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