Vice President, Talent Strategy & Integration

Talent Strategy & Integration

This role serves as the strategic integrator and execution leader for enterprise Talent Learning and Culture in a complex global financial services environment. Acting as the central point of coordination for all talent-related processes and programs this role ensures the function operates with discipline regulatory rigor and measurable business impact while driving modernization across the talent ecosystem. The ideal candidate will translate enterprise priorities into actionable strategy and ensure the multi-year talent agenda is delivered with consistency and excellence across all markets and business lines.

Key Responsibilities and Duties

Enterprise Talent Strategy & Workforce Enablement

• Serves as the central integrator of the enterprise Talent Learning and Culture strategy across a complex global organizational footprint building and sustaining a cohesive talent ecosystem. Translates business growth priorities human capital plan outputs regulatory expectations and modernization strategy into a multi-year talent function roadmap.
• Ensure alignment of talent strategy with enterprise priorities such as risk management compliance client experience productivity and leadership readiness. Partner with CHROs analytics business leaders to anticipate future skill and capability needs across wealth management asset management insurance banking technology and shared services.

Strategic Planning Execution & Governance

• Lead the planning prioritization and governance of the Talent Learning & Culture portfolio balancing global consistency with local market needs; through the implementation of disciplined operating rhythms including executive reviews risk and dependency management and performance dashboards.
• Prepare high-impact materials for the CEO Executive Committee Board and Risk Committees related to talent health leadership pipeline strength succession and culture.
• Track execution against strategic initiatives proactively identifying risks regulatory implications and mitigation strategies.

Modernization of Talent Learning & Culture

• Drive modernization of talent practices ensuring compliance while improving speed quality and employee experience. Enable integration of Talent Learning Recruiting and Culture into a cohesive operating model with shared data platforms and outcomes.
• Partner with HR Technology Data & Analytics Risk and Legal teams to responsibly deploy AI and advanced analytics in talent assessment learning personalization and recruiting. Serve as point of contact for the talent organization with a focus on creating pathways to BAU by reducing fragmentation and dependency on legacy processes helping the function move from program-based delivery to enterprise capability building.

Leadership Culture & Risk Alignment

• Ensure leadership development performance management and talent decisions reinforce the People Teams strategy and considers the companys risk framework and regulatory expectations. Help TL&C leaders navigate change while maintaining cultural stability and trust across global teams.

Community Continuity & Global Team Effectiveness

• Build intentional community and continuity across global Talent Learning & Culture teams operating across regions time zones and business lines. Design forums governance structures and collaboration mechanisms that promote knowledge sharing consistency and speed of execution.
• Enable senior talent leadership team effectiveness through agenda design decision frameworks follow-through and use of new AI tools.
• Foster a shared identity and enterprise mindset within the Talent Learning & Culture function.

Executive Advisory & Stakeholder Management

• Serve as a trusted advisor to the Chief Talent Officer/CHRO anticipating strategic organizational and reputational issues. Coordinate across senior HR leaders business executives compliance risk and legal partners to ensure alignment and smooth execution of talent products.
• Prepare (and review) decision-ready materials and scenario analyses to support executive awareness and decision-making.
• Represent the Talent Learning & Culture function in enterprise initiatives and cross-functional forums.

Measurement Analytics & Business Impact

• Define and track metrics that demonstrate the business impact of talent learning and culture investments (e.g. leadership readiness productivity retention advisor effectiveness).
• Leverage people analytics external benchmarks and regulatory insights to inform strategy and investment decisions.
• Ensure transparent communication of outcomes risks and ROI to senior leadership.
• Craft clear narratives that link talent and culture initiatives to enterprise strategy risk management and client outcomes.

Educational Requirements

• University (Degree) Preferred

Work Experience

• 10 years Required
• 12 years Preferred

Physical Requirements

• Physical Requirements: Sedentary Work

Career Level
10IC

10 Years of the following skills and experience:

Professional Skills

• A dynamic results-oriented perspective with excellent program management capabilities for complex large-scale initiatives
• Strategic product mindset with ability to leverage stakeholder feedback and reporting
• Strong tolerance for ambiguity while maintaining focus on results
• Adaptability and flexibility in changing business environments
• Experience leading multiple functional areas across business units in a matrix environment with ability to drive accountability for delivering strategic plan
• Strong collaboration skills with ability to develop and maintain effective partnerships across business areas and functions including HR Technology Data & Analytics Risk and Legal and other organizations across the enterprise
• Strong leadership presence and credibility to influence delivery against cross-business dependencies
• Gravitas to stead for Chief Talent Officer

Communication & Influence

• Excellent communication skills (written verbal and presentation) to effectively share information and recommendations to facilitate dialogue with Chief Talent Office to deliver on business management need and to articulate issues dependencies and risks that require escalation and resolution
• Ability to distill complex information into clear concise content for all levels
• Demonstrated skill in navigating complex discussions at any level/influencing senior leadership

Interpersonal Qualities

• Strong relationship building across all organizational levels

Technical Requirements

• Advanced proficiency in Microsoft Office (Word Excel PowerPoint TEAMS)
• Passion for experimenting and experience with AI and Generative AI skills

Anticipated Posting End Date:

Actual base salary may vary based upon but not limited to relevant experience time in role base salary of internal peers prior performance business sector and geographic addition to base salary the competitive compensation package may include depending on the role participation in an incentive program linked to performance (for example annual discretionary incentive programs non-annual sales incentive plans or other non-annual incentive plans).

Company Overview

Every worker deserves a secure retirement. For more than 100 years TIAA has delivered it for millions of people. Founded to help educators retire with dignity today weʼre a market-leading retirement company fueled by world-class asset management. But weʼre not just another legacy financial services firm. Weʼre fighting harder than ever before for our clients and the many Americans who need us.

Our Culture of Impact

At TIAA were on a mission to build on our 100 year legacy of delivering for our clients while evolving to meet tomorrows challenges. We equip our associates with future-focused skills and AI tools that enable us to advance our mission. Together we are fighting to ensure a more secure financial future for all and for generations to come. We are guided by our values: Champion Our People Be Client Obsessed Lead with Integrity Own It and Win As One. They influence every decision we make and how we work together to serve our clients every day. We thrive in a collaborative in-office environment where teams work across organizational boundaries with shared purpose accelerating innovation and delivering meaningful results. Our workplace brings together TIAA and Nuveens entrepreneurial spirit where we work hard and work together to create lasting impact. Here every associate can grow through meaningful learning experiences and development pathwaysbecause when our people succeed our impact on clients lives grows stronger.

Benefits and Total Rewards

The organization is committed to making financial well-being possible for its clients and is equally committed to the well-being of our associates. Thats why we offer a comprehensive Total Rewards package designed to make a positive difference in the lives of our associates and their loved ones. Our benefits include a superior retirement program and highly competitive health wellness and work life offerings that can help you achieve and maintain your best possible physical emotional and financial well-being. To learn more about your benefits please review our Benefits Summary.

Equal Opportunity

We are an Equal Opportunity Employer. TIAA does not discriminate against any candidate or employee on the basis of age race color national origin sex religion veteran status disability sexual orientation gender identity or any other legally protected status.

Our full EEO & Non-Discrimination statement is on our careers home page and you can read more about your rights and view government notices here.

Accessibility Support

TIAA offers support for those who need assistance with our online application process to provide an equal employment opportunity to all job seekers including individuals with disabilities.

If you are a U.S. applicant and desire a reasonable accommodation to complete a job application please use one of the below options to contact our accessibility support team:

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Drug and Smoking Policy

TIAA maintains a drug-free and smoke/free workplace.

Privacy Notices

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