Vice President Talent Management

Our Story

J.Crew gets you dressed every day, for every occasion.

Since 1983, we've been creating classics that feel familiar and refreshingly new, crafted with unbeatable quality and distinctive point of view-it's no wonder we've been in your closet for four decades and counting.

Today, we continue to do the classics our way, inspiring not only how you shop but how you define your personal style.

Our commitment runs deeper than just making great clothes-we're proud of our role in getting you dressed with confidence, character, and celebrating a distinctly American sensibility that makes us who we are.

Our dedication to Diversity, Equity, Belonging & Sustainability has been celebrated with industry recognition, reflecting our commitment to fostering an inclusive and sustainable workplace.

Position Overview

J.Crew Group seeks an accomplished Vice President of Talent Management to define and lead the enterprise-wide talent and organizational strategy. Reporting directly to the Chief Human Resources Officer, this role will serve as a key strategic partner to executive leadership - driving associate performance, engagement, and organizational health across J.Crew, J.Crew Factory, and Madewell.

This role will lead innovative talent development strategies, learning & leadership programs, succession planning, organizational design, and cultural transformation initiatives across our brands. The VP will play a key role in shaping a forward-thinking organization while fostering an inclusive culture of continuous learning and mobility.

Talent Strategy & Succession Management

• Serve as a trusted advisor to executive leadership on talent strategy, organizational health, culture, and leadership development.
• Lead enterprise talent strategy, including succession planning, workforce planning, and high-potential development for future-ready leadership pipelines.
• Drive and streamline performance review cycles and development plans across all levels, ensuring proactive identification and growth of critical talent.
• Integrate talent management practices with strategic business priorities, ensuring J.Crew Group's workforce is agile, skilled, and prepared for the company's continued evolution.
• Build robust succession plans for critical roles and develop emerging leaders through tailored coaching.
• Leverage analytics in partnership with HRIS to identify future capability needs, guide talent investment, and shape leadership readiness.
• Partner with business leaders to ensure consistent yet individually relevant talent practices across corporate, store, distribution, and customer care environments.

Organizational Development & Design

• Influence senior leaders and provide them with tools to foster a high-performance, inclusive, and growth-oriented culture that aligns with overarching business strategy.
• Enhance organizational effectiveness through structure optimization, workforce planning, and role design that supports scalability and innovation.
• Lead change management and cultural transformation initiatives that align the company's organizational structure with its strategic goals.
• Advise senior leaders on organization design principles, ensuring agile operating models that drive collaboration and performance.

Learning & Development (L&D)

• Architect the enterprise learning and development strategy, delivering innovative, scalable, and human-centered programs that drive growth and engagement.
• Design and oversee engaging training, skill building (upskilling/reskilling), and career pathing programs that build capability across levels-from store leaders to senior executives.
• Partner with leaders to embed a culture of learning, mobility, and career growth, linking development to performance and retention.

Performance & Engagement

• Develop and lead performance management strategy to focus on continuous feedback, accountability, and development plans.
• Leverage engagement surveys and sentiment analyses to shape culture initiatives that drive inclusion, belonging, and empowerment.
• Partner with Total Rewards and HR Business Partners to ensure performance outcomes are linked with reward, recognition, and advancement.
• Champion innovative employee programming with a focus on boosting morale, recognition, and retention across the organization.

Data, Analytics & HR Technology

• Harness analytics and HR technology (Workday HCM) to inform talent decision-making, measure culture programming ROI, and forecast workforce needs.
• Create talent dashboards and metrics that tie directly to business performance and organizational goals.
• Leverage insights to continuously improve training programs, leadership pipelines, and succession readiness.

Core Competencies

This role requires demonstrated excellence in the following leadership competencies.

• Strategic & Innovative Mindset: Anticipates future organizational needs and designs forward-thinking talent solutions.
• Influences & Inspires: Builds trust and credibility with the executive leadership team and key stakeholders to drive adoption of talent and…