VP Strategic Talent Leader

About Renaissance

When you join Renaissance®, you join a global leader in pre-K–12 education technology! Renaissance’s solutions help educators analyze, customize, and plan personalized learning paths for students, allowing time for what matters—creating energizing learning experiences in the classroom. Our fiercely passionate employees and educational partners have helped drive phenomenal student growth, with Renaissance solutions being used in over one-third of US schools and in more than 100 countries worldwide.

Every day, we are connected to our mission by exemplifying our values: trust each other, win together, strive for the best, own our actions, and grow and evolve.

Job Description

As a VP, Strategic Talent Leader aligned with the GTM (Go-To-Market) function at Renaissance Learning, you will architect and execute an AI-enabled talent strategy that drives business performance and organizational capability, working in conjunction with the Centers of Excellence (CoEs), HR Business Partners (HRBPs)/People Partners (PRMs), and People Operations teams to deliver strategic workforce solutions. This role leverages advanced analytics, artificial intelligence, and predictive modeling to ensure Renaissance Learning's GTM organization possesses the leadership bench strength, critical capabilities, and agile workforce needed to achieve ambitious growth objectives in the education technology sector.    

In this role as a VP Strategic Talent Leader, you will:

Proactively build relationships and credibility with business leaders to provide thought leadership on organizational and people-related strategies and execution.   

Understand the business strategy and identify opportunities to increase alignment with the strategy by helping business leaders recognize, prioritize and build organizational capabilities, behaviors, structures and processes.   

Identify and review key business performance targets and their related talent implications with business leaders.   

Lead the talent management and development plans for GTM teams with a focus on enhancing the quality of leaders and managers, building skills and capabilities of the workforce, and ensuring succession bench strength.   

Serve as an AI transformation consultant guiding leaders on the people-side of AI driven change.   

Diagnose gaps between current and desired organization performance and deploy actions to resolve gaps, including organization redesign, process change, coaching and training, working in conjunction with the COE and People Operations.   

Analyze workforce trends to model and forecast future labor requirements to support senior leaders in workforce planning and succession management.    

Work in conjunction with the L&D COE to create development programs for high-potential leaders. (VP+) Assist business unit leaders to create development programs for high-potential employees.   

Identify and drive the sharing of best practices across functions to facilitate continuous improvement.   

Collaborate between the business leaders, People operations and COEs to ensure HR products and delivery are aligned with business strategies and goals.  

Align performance management and reward strategies to reinforce the GTM culture.   

Coach senior leaders to improve leadership abilities, relationships among teams/individuals and interpersonal communications, as well as deliver effective performance feedback.

  For this role as a VP Strategic Talent Leader, you should have:

Progressive HR experience with demonstrated leadership in strategic talent management, workforce planning, and HR strategy   

Proven expertise operating within an integrated CoE, HRBP, and Service Delivery structure   

Advanced proficiency in people analytics, AI/ML applications in HR, and data-driven decision-making   

Strong business acumen with track record of linking talent strategies to measurable business outcomes and revenue impact   

Deep expertise in workforce planning, executive succession, leadership development, and performance management   

Experience with AI-powered HR technologies including talent intelligence platforms, people analytics tools, and HR automation   

Executive presence with ability to influence and partner with C-suite and VP+ leaders   

Preferred Qualifications   

Experience in private equity-backed mid-size organization navigating transformation   

Background in education technology, SaaS, or subscription-based business models   

Advanced degree in HR, Organizational Development, Industrial-Organizational Psychology, Business, Data Science, or related field   

Expertise in skills-based workforce strategies, internal talent marketplaces, and skills frameworks and digital tools   

Key Competencies    

Strategic thinking and enterprise mindset    

Data-driven decision making    

Influencing and executive partnership    

Change leadership and transformation    

Systems thinking and operating model integration    

Talent market and workforce trends expertise   

Comfort operating without fixed alignment   

Success Measures    

Strength of leadership pipeline and succession coverage for the top 20 leaders  

Progress against strategic workforce plans   

Retention and engagement of critical talent    

Internal mobility and skills development outcomes     

Measurable impact of talent initiatives on business performance      

Additional Information

All your information will be kept confidential according to EEO guidelines.  #LI-Remote

  The below compensation range is based on national market data and may vary by experience and location. 

Salary Range $213,400 — $266,800 USD

Benefits for eligible US employees include:

World Class Health Benefits: Medical, Prescription, Dental, Vision, Telehealth

Health Savings and Flexible Spending Accounts

401(k) and Roth 401(k) with company match

Paid Vacation and Sick Time Off

12 Paid Holidays

Parental Leave (20 total weeks with 14 weeks paid) & Milk Stork program

Tuition Reimbursement

Life & Disability Insurance

Well-being and Employee Assistance Programs

Benefits listed apply to eligible U.S. employees in accordance with Renaissance’s benefits eligibility criteria. Contractor and other non‑employee roles are not eligible for Renaissance employee benefits.

Frequently cited statistics show that some women, underrepresented individuals, protected veterans and individuals with disabilities may only apply to roles if they meet 100% of the qualifications. At Renaissance, we encourage all applications. Roles evolve over time, especially with innovation, and you may be just the person we need for the future!

Equal Opportunity Employer 

Renaissance is an equal opportunity employer and does not discriminate with respect to any term, condition or privilege of employment based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, military or veteran status, marital status, or status of an individual in any group or class protected by applicable federal, state, or local law.

For California Residents, please see our Privacy Notice for California Job Candidates here . 

Reasonable Accommodations 

Renaissance also provides reasonable accommodations for qualified individuals with disabilities in accordance with the Americans with Disabilities Act and applicable state and local laws. If accommodation is needed to participate in the job application or interview process, please contact  Talent Acquisition .

Employment Authorization 

Applicants must be authorized to work for any employer in the United States. We are unable to sponsor or take over sponsorship of an employment Visa at this time.

For more information about Renaissance, visit:  https://www.renaissance.com