The Vice President, HR is an executive leader accountable for defining and driving application of talent strategy aligned to executive level business priorities, organizational effectiveness needs, and long-term workforce capabilities. This role shapes the strategic direction for talent and workforce planning, leadership capability, organizational design, and culture evolution across assigned divisions and the enterprise.
As a member of the HR leadership team and a trusted partner to executive leaders, the VP influences multiple business divisions and enterprise decisions by anticipating talent implications, advising on organizational readiness, and advancing integrated, future-ready talent solutions. The role leads multiple levels of HR Business Partners, provides strategic direction, governance, and prioritization across a complex enterprise talent agenda. The VP ensures effective deployment of team capabilities to business complexity and needs.
This role requires deep HR expertise, success leading through experienced HR Business Partners, strong executive influence, enterprise perspective, and the ability to shape and guide large-scale organizational change and workforce transformation.
DUTIES & RESPONSIBILITIES
Talent Strategy and Executive Advisory
Shape and guide the enterprise and assigned division-level (business &/or functional) talent agenda to ensure the organization has the leadership, capabilities, and workforce needed to deliver its strategy and sustain long-term success.
Serve as a trusted advisor to senior executives on leadership, talent, organization, and workforce matters that affect business performance and future readiness.
Set the standard for high-quality talent and organizational counsel across the team, ensuring recommendations are practical, business-focused, and consistent across the enterprise.
Provide guidance on the organization's most complex and high-impact talent decisions, including leadership transitions, organizational changes, and critical capability investments.
Maintain an external perspective on workforce trends, emerging capabilities, and talent risks to help leaders make informed long-term decisions.
Enterprise Talent Prioritization and Governance
Lead talent planning efforts that support succession planning, major business initiatives, strategic investments, and organizational change.
Establish clear decision-making and governance processes to help leaders prioritize talent investments, sequence work effectively, and manage trade-offs across the enterprise.
Ensure alignment between business strategy, workforce priorities, and investments in leadership and capability development.
Organizational Effectiveness and Change Leadership
Lead organizational design efforts to ensure structure, decision rights, leadership layers, and capabilities support business strategy and execution.
Build the consulting, judgment, and change leadership capabilities of the team, with particular emphasis on preparing HR Business Partners to support increasingly complex business environments.
Partner with executive leaders to strengthen organizational readiness, leadership alignment, and adoption during periods of change.
Executive Leadership and Talent Stewardship
Provide thought leadership on leadership effectiveness, workforce trends, organizational health, and evolving talent practices.
Advise executive leaders on succession, leadership pipelines, and the long-term sustainability of critical talent and capabilities.
Lead the creation and stewardship of division-level organization & talent plans.
Influence decisions regarding leadership investments, capability priorities, and culture outcomes that drive enterprise performance.
Team and Functional Leadership
Lead a team responsible for business talent strategy and organizational effectiveness, ensuring capabilities and capacity align with business complexity and strategic priorities.
Coach leaders and team members to effectively navigate ambiguity, competing priorities, and high-stakes decisions.
Recruit, develop, and retain exceptional talent while fostering accountability, collaboration, and a high-performance, high-engagement culture.
Owns the talent development of the HR Business Partners with peer VP, HR.
Model enterprise leadership expectations by setting direction, building alignment, and delivering meaningful outcomes.
Foster an environment focused on continuous improvement, employee engagement, and exceptional service to clients and stakeholders.
Strengthen a culture that reflects the organization's purpose and values while protecting and enhancing its reputation with clients and communities.
HR Functional Leadership
Ensure consistency in role expectations, capability standards, and career progression across HR Business Partner roles.
Build a function known for strong business partnership, sound judgment, enterprise perspective, and disciplined execution.
Partner with peer HR leaders to develop the next generation of HR Business Partner talent and leadership capability.
Contribute to the continued evolution of the HR Business Partner model to meet changing business needs and workforce expectations.
Partner closely with HR centers of expertise, product teams, and operations teams to align enterprise programs with business priorities.
Represent enterprise talent strategy with executive leadership teams and governance bodies.
Translate enterprise trends, talent insights, and organizational patterns into actionable recommendations for senior leaders and the board.
This role requires periodic travel for executive, enterprise planning, and governance meetings.
QUALIFICATIONS & SKILLS
Bachelor’s degree or equivalent experience.
12+ years of senior HR leadership experience with depth in HR business partnering, talent strategy, organizational design, workforce planning, leadership development, organizational effectiveness, or related HR areas of expertise.
8+ years of people leadership experience overseeing senior leaders and high-impact teams.
Demonstrated experience leading and developing senior and advanced individual contributors operating in complex, high-ambiguity environments.
Proven ability to assess, deploy, and optimize talent based on business complexity and strategic need.
Demonstrated ability to influence executive-level leaders and enterprise decisions.
Proven experience leading large, complex teams and enterprise-scale initiatives.
Strong strategic consulting skills, including enterprise diagnosis, synthesis, and executive communication.
Expertise in organizational design, organizational effectiveness methodologies, and large-scale change leadership.
Extensive experience translating enterprise strategy into cohesive, cross-functional talent and organizational solutions.
Strong business acumen and ability to connect talent strategy to enterprise outcomes.
Ability to operate effectively in ambiguous environments while creating clarity and direction.
Preferred Qualifications
Master’s or advanced degree.
Prior executive‑level HR leadership experience.
Ability to allocate talent to highest-value work, aligning team experience and skillsets with business needs.
Proven experience leading or sponsoring enterprise transformations or major operating model shifts impacting multiple business areas.
Experience shaping decisions with enterprise-wide implications.
Demonstrated success building advanced consulting, influence, and judgment capabilities across HR teams.
Experience coaching senior leaders and HR professionals to operate effectively in complex, high-stakes environments.
Background in management consulting, strategy, or organizational design.
Pay Transparency
Thrivent’s long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $247,496.00 - $371,243.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.
Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.
The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 27 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent’s plans/policies are subject to change at any time at Thrivent’s discretion.
Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.
Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to [email protected] or call 800-847-4836 and request Human Resources.
