SVP, Talent

Overview

Publicis Media’s Talent team is seeking a Senior Vice President to serve as a senior talent leader and strategic partner across a broad portfolio of client groups within the Publicis Media Practices divisions. This leader will help shape and execute the people strategy, advise senior business leaders, and support a population of 700+ employees. Working in close partnership with practice leadership and the broader Talent organization, the SVP will translate business priorities into practical talent strategies that strengthen leadership effectiveness, workforce planning, culture, performance, engagement, and organizational health.

• Serve as a strategic advisor to senior business leaders on talent, culture, organizational effectiveness, leadership, and workforce-related priorities.
• Help define and lead talent strategies that support business growth, operating priorities, organizational agility, and employee engagement across assigned client groups.
• Provide counsel on organization design, succession planning, leadership effectiveness, performance management, workforce planning, employee relations, and change management.
• Partner with finance and business leaders to align talent decisions with commercial priorities, operating plans, financial performance, and growth objectives.
• Identify and address organizational health, morale, culture, and leadership effectiveness issues that may affect business performance, retention, or employee experience.
• Support compensation planning and decision-making with a strong understanding of compensation philosophy, market competitiveness, pay equity, governance, and implementation in a matrixed environment.
• Translate business strategy into actionable people plans that strengthen leadership capability, retain critical talent, enable growth, and support evolving organizational needs.
• Assess workforce needs across organization design, staffing, performance, succession, development, communications, and change readiness.
• Develop clear action plans with defined priorities, owners, milestones, and measurable outcomes.
• Ensure disciplined execution of key Talent deliverables within a complex, matrixed professional services organization, with accountability for quality, timeliness, adoption, and business partnership.
• Identify and support leadership development, capability-building, and learning initiatives that accelerate talent readiness and strengthen the leadership pipeline.
• Evolve continuing education and development programs to meet business needs, strengthen manager capability, and support talent competitiveness.
• Lead resolution of complex, sensitive, or high-impact HR matters with sound judgment, discretion, and strong partnership.
• Advise leadership on practical interventions, decision points, and risk mitigation strategies related to talent, culture, performance, and organizational effectiveness.
• Facilitate leadership discussions and present data-driven insights on employee listening, performance management, engagement, inclusion, leadership effectiveness, and talent priorities.
• Use HR metrics, analytics, workforce insights, and external talent trends to inform recommendations and improve programs, processes, and organizational practices.
• Drive improvements to Talent communications, operating rhythms, and best practices to increase consistency, clarity, efficiency, and employee experience.
• Promote the responsible use of AI and technology to improve operational efficiency, manager effectiveness, employee experience, and scalable Talent support.
• Lead and develop a multi-state Talent team, ensuring high-quality, cohesive, and proactive support for business leaders and employee populations across assigned verticals.
• Operate effectively across multiple business verticals and competing priorities while maintaining focus, judgment, accountability, and delivery excellence.

• Strong executive presence, sound judgment, coaching capability, high emotional intelligence, and the ability to navigate complex and sensitive people matters with discretion and credibility.
• Proven track record leading talent strategies, large‑scale initiatives, and complex change…