Vice President, Talent Management

For over forty years, Harbour Vest has been home to a committed team of professionals with an entrepreneurial spirit and a desire to deliver impactful solutions to our clients and investing partners. As our global firm grows, we continue to add individuals who seek a collaborative, open-door culture that values diversity and innovative thinking.

For over forty years, Harbour Vest has been home to a committed team of professionals with an entrepreneurial spirit and a desire to deliver impactful solutions to our clients and investing partners. As our global firm grows, we continue to add individuals who seek a collaborative, open-door culture that values diversity and innovative thinking. In our collegial environment that’s marked by low turnover and high energy, you’ll be inspired to grow and thrive.

Here, you will be encouraged to build on your strengths and acquire new skills and experiences. We are committed to fostering an environment of inclusion that promotes mutual respect among all employees. Understanding and valuing these differences optimizes the potential of both the individual and the firm. Harbour Vest is an equal opportunity employer. This position will be a hybrid work arrangement.

You will receive 18 remote workdays per quarter to use at your discretion, subject to manager approval. For example, you may choose to work in the office 4 days per week and take one remote day weekly (typically 13 weeks per quarter), leaving 5 additional remote days to be used as needed. Reporting to the SVP, Head of Talent Development, the VP, Talent Management leads enterprise talent initiatives to improve succession readiness, talent planning, executive development, and organizational capacity across Harbour Vest's global offices.

This position provides global support and collaborates closely with HRBPs, senior business leaders, and HR colleagues to drive comprehensive executive talent reviews, turn succession insights into actionable development plans, and back strategic people initiatives that boost leadership efficiency, culture, and organizational success.

The ideal candidate is someone who is:

• A strategic and practical talent leader who can connect business priorities to succession, readiness, and executive development actions.
• Highly credible with executive leadership and comfortable facilitating candid discussions on leadership capability, risk, and potential.
• Experienced in designing and running executive talent processes with strong governance, follow-through, and attention to detail.
• Data-driven and able to synthesize talent insights into recommendations, dashboards, and executive-ready materials.
• Skilled at translating talent review outcomes into targeted development actions such as stretch assignments, coaching, sponsorship, and mobility.
• Discreet, and highly trusted when managing sensitive executive talent information.
• Able to navigate ambiguity and influence across the organization to advance complex, enterprise-wide people and culture initiatives.

• Lead enterprise succession planning and talent review processes for critical roles, including selected C-suite and senior leadership populations, ensuring clear standards for performance, potential, and readiness.
• Partner with HRBPs and senior leaders to assess bench strength, identify succession risk, and develop actionable plans to improve leadership pipeline health for key roles and functions.
• Build and drive executive talent routines, including talent review materials, calibration discussions, readiness assessments, timelines, governance, and follow-up actions.
• Translate succession and talent planning insights into targeted development strategies for senior leaders and successors, including coaching, stretch assignments, exposure opportunities, and role transition support.
• Work closely with Harbour Vest University, and HRBPs to align executive development investments with enterprise priorities. Focus on role-critical capabilities and emerging leadership needs. Support the build of new solutions.
• Collaborate with senior leaders and HR colleagues to advance strategic talent and organizational initiatives throughout the firm, including culture alignment, leadership effectiveness, organizational capability, and other enterprise transformation priorities.
• Build and maintain talent metrics, dashboards, and executive-level reporting on succession readiness, pipeline strength, development actions, and key talent risks.
• And other…