VP, Talent & Organizational Development

Overview As our VP Talent & Organizational Development youll help drive Concora Credits Mission to enable customers to Do More with Credit every single day. The impact youll have at Concora Credit: The VP Talent & Organizational Development will report to the COO to build and run Concora Credits enterprise talent strategy from entry-level roles through identifying and developing director-and-above leaders on an upward trajectory to succession planning for the companys most critical roles. This is a hands-on build-and-run mandate: the successful candidate will design new programs from scratch not inherit a mature function and will personally operate at the intersection of org design organizational development succession planning and executive coaching. The role is a strategy owner and orchestrator working cross-functionally and in collaboration with Talent Acquisition the broader HR team and the Senior Leadership Team who are the key partners in establishing and executing these strategies. This role is not recruiting or training but focused on talent architecture. We hire people not positions. Thats because at Concora Credit we put people first including our customers partners and Team Members. Concora Credit is guided by a single purpose: to help non-prime customers do more with credit. Today we have helped millions of customers access credit. Our industry leadership resilience and willingness to adapt ensure we can help our partners responsibly say yes to millions more. As a company grounded in entrepreneurship were looking to expand our team and are looking for people who foster innovation strive to make an impact and want to Do More! Were an established company with over 20 years of experience but now were taking things to the next level. Were seeking someone who wants to impact the business and play a pivotal role in leading the charge for change. Responsibilities As our VP Talent & Organizational Development you will: Own and drive Concora Credits multi-year enterprise talent and leadership strategy reporting to the COO and in close partnership with the SVP of HR not a plan handed off for others to execute but one this role personally builds and runs. Design and operationalize the companys talent architecture model across three stages: Build Early Experience (college cohorts and rotational programs) Gain Exposure (structured cross-functional exposure and always-on scouting for strategic roles) and Grow Integration (ongoing coaching and formal preparation before not after a promotion into broader enterprise scope). Set and track the KPIs that determine whether the leadership strategy is working and report progress against the finalization timeline (programs finalized Q1 2027; every senior leader engaged in talent and leadership growth by 2027). Act as the connective layer across the organization: set the enterprise talent and leadership agenda and partner with Talent Acquisition and the broader HR team on execution keeping strategy and delivery aligned as the function grows. Partner with the COO SVP HR and business leaders on organizational structure role design and span-of-control decisions as the company scales. Lead or support enterprise-wide change management and cultural-alignment work tied to organizational redesign new leadership models or major initiatives. Build and maintain the reporting and dashboards that track every talent and leadership-development activity program participation bench-strength coverage trajectory distribution retention/attrition in critical roles and progress against the finalization timeline. Report regularly to the COO and CEO on program health leadership pipeline coverage and where the company remains exposed on succession or critical-role risk. These duties must be performed with or without reasonable accommodation. We know experience comes in many forms and that many skills are transferable. If your experience is close to what were looking for consider applying. Diversity has made us the entrepreneurial and innovative company that we are today. Qualifications Requirements: 1215 years of progressive experience in talent management leadership development succession planning or organizational development including direct ownership and accountability for enterprise-wide programs not execution support for someone elses strategy. A demonstrated track record designing building and running talent and leadership programs from scratch inside a growing evolving company this is a build role not a maintain role. Direct experience across the full mix this role requires: organizational design organizational development succession planning and executive coaching. Candidates who have only done one or two of these will struggle with the scope. A track record advising and coaching senior executives directly comfortable facilitating candid sometimes difficult talent conversations with a CEO COO or SLT. Working knowledge of adult learning principles leadership competency frameworks and talent assessment/diagnostic tools. Strong analytical skills able to define metrics build dashboards and use data (not just anecdote) to decide where the company should focus its talent investment. Strong consulting and influence skills; able to shape enterprise strategy as a peer to the executive team not just execute whats handed down. Education: Bachelors degree in HR Organizational Development Psychology Business or a related field; advanced degree preferred. Relevant certification (e.g. SHRM-SCP SPHR or equivalent executive coaching credential) preferred not required. Whats In It For You: Medical Dental and Vision insurance for you and your family Relax and recharge with Paid Time Off (PTO) 6 company-observed paid holidays plus 3 paid floating holidays 401k (after 90 days) plus employer match up to 4% Pet Insurance for your furry family members Wellness perks including onsite fitness equipment at both locations EAP and access to the Headspace App We invest in your future through Tuition Reimbursement Save on taxes with Flexible Spending Accounts Peace of mind with Life and AD&D Insurance Protect yourself with company-paid Long-Term Disability and voluntary Short-Term Disability Concora Credit provides equal employment opportunities to all Team Members and applicants for employment and prohibits discrimination and harassment of any type without regard to race color religion age sex national origin disability status genetics protected veteran status sexual orientation gender identity or expression or any other characteristic protected by federal state or local laws. Employment-based visa sponsorship is not available for this role. Concora Credit is an equal opportunity employer (EEO). Please see the Concora Credit Privacy Policy for more information on how Concora Credit processes your personal information during the recruitment process and if applicable based on your location how you can exercise your privacy rights. If you have questions about this privacy notice or need to contact us in connection with your personal data including any requests to exercise your legal rights referred to at the end of this notice please contact
As our VP Talent & Organizational Development you will: Own and drive Concora Credits multi-year enterprise talent and leadership strategy reporting to the COO and in close partnership with the SVP of HR not a plan handed off for others to execute but one this role personally builds and runs. Design and operationalize the companys talent architecture model across three stages: Build Early Experience (college cohorts and rotational programs) Gain Exposure (structured cross-functional exposure and always-on scouting for strategic roles) and Grow Integration (ongoing coaching and formal preparation before not after a promotion into broader enterprise scope). Set and track the KPIs that determine whether the leadership strategy is working and report progress against the finalization timeline (programs finalized Q1 2027; every senior leader engaged in talent and leadership growth by 2027). Act as the connective layer across the organization: set the enterprise talent and leadership agenda and partner with Talent Acquisition and the broader HR team on execution keeping strategy and delivery aligned as the function grows. Partner with the COO SVP HR and business leaders on organizational structure role design and span-of-control decisions as the company scales. Lead or support enterprise-wide change management and cultural-alignment work tied to organizational redesign new leadership models or major initiatives. Build and maintain the reporting and dashboards that track every talent and leadership-development activity program participation bench-strength coverage trajectory distribution retention/attrition in critical roles and progress against the finalization timeline. Report regularly to the COO and CEO on program health leadership pipeline coverage and where the company remains exposed on succession or critical-role risk. These duties must be performed with or without reasonable accommodation. We know experience comes in many forms and that many skills are transferable. If your experience is close to what were looking for consider applying. Diversity has made us the entrepreneurial and innovative company that we are today.
Requirements: 1215 years of progressive experience in talent management leadership development succession planning or organizational development including direct ownership and accountability for enterprise-wide programs not execution support for someone elses strategy. A demonstrated track record designing building and running talent and leadership programs from scratch inside a growing evolving company this is a build role not a maintain role. Direct experience across the full mix this role requires: organizational design organizational development succession planning and executive coaching. Candidates who have only done one or two of these will struggle with the scope. A track record advising and coaching senior executives directly comfortable facilitating candid sometimes difficult talent conversations with a CEO COO or SLT. Working knowledge of adult learning principles leadership competency frameworks and talent assessment/diagnostic tools. Strong analytical skills able to define metrics build dashboards and use data (not just anecdote) to decide where the company should focus its talent investment. Strong consulting and influence skills; able to shape enterprise strategy as a peer to the executive team not just execute whats handed down. Education: Bachelors degree in HR Organizational Development Psychology Business or a related field; advanced degree preferred. Relevant certification (e.g. SHRM-SCP SPHR or equivalent executive coaching credential) preferred not required. Whats In It For You: Medical Dental and Vision insurance for you and your family Relax and recharge with Paid Time Off (PTO) 6 company-observed paid holidays plus 3 paid floating holidays 401k (after 90 days) plus employer match up to 4% Pet Insurance for your furry family members Wellness perks including onsite fitness equipment at both locations EAP and access to the Headspace App We invest in your future through Tuition Reimbursement Save on taxes with Flexible Spending Accounts Peace of mind with Life and AD&D Insurance Protect yourself with company-paid Long-Term Disability and voluntary Short-Term Disability Concora Credit provides equal employment opportunities to all Team Members and applicants for employment and prohibits discrimination and harassment of any type without regard to race color religion age sex national origin disability status genetics protected veteran status sexual orientation gender identity or expression or any other characteristic protected by federal state or local laws. Employment-based visa sponsorship is not available for this role. Concora Credit is an equal opportunity employer (EEO). Please see the Concora Credit Privacy Policy for more information on how Concora Credit processes your personal information during the recruitment process and if applicable based on your location how you can exercise your privacy rights. If you have questions about this privacy notice or need to contact us in connection with your personal data including any requests to exercise your legal rights referred to at the end of this notice please contact