VP Talent Management & Performance

This position is based out our West Knoxville Branch (8721 Kingston Pike in Knoxville). The Final date to receive applications for this opportunity is February 16, 2026.

Role
:
The VP Talent Management & Performance builds a scalable, strategic framework that enables the business to grow and evolve through its people.
The VP Talent Management & Performance is responsible for shaping and driving the vision for how we assess, develop, and grow talent across the organization. This role partners closely with the senior executives and cross functional leaders, HR Business Partners, VP HR and Training leadership to embed talent strategies that directly support the credit union’s long-term goals. This includes performance management, talent reviews, succession planning, leadership development, and organizational capability building.

Essential Functions and Responsibilities
:

• Builds a business-driven talent development strategy that activates internal mobility, capability growth, and leadership readiness as levers for scale.
• Develops and implements scalable frameworks and programs for performance management, talent development, talent reviews, succession planning, and internal mobility.
• Partners with HR, Training and senior leaders to identify high-potential talent, assess capability gaps, and drive strategic workforce planning.
• Oversees and evolves the company’s leadership development approach, from emerging leaders to executives.
• Serves as a trusted advisor to executives, using data and insights to influence and drive adoption of talent strategies.
• Utilizes talent intelligence and analytics that drive visibility into strengths, gaps, mobility opportunities, and strategic workforce needs.
• Leads change initiatives to transition the organization toward a more integrated and centralized approach to talent management.
• Establishes and tracks success metrics tied to employee lifecycle analytics, enablement effectiveness, and time-to-productivity.
• Supports onboarding and manager enablement initiatives with programming and facilitation expertise.
• Performs other job-related duties as assigned.

Experience
:
Ten or more years of experience in enablement, L&D, or organizational development with a focus on employee-facing programs is required.

• Track record of building scalable, data-informed enablement programs with clear behavioral and business outcomes.
• Strong background in change management and project management frameworks and reinforcement strategies.
• Excellent communication, stakeholder management, and cross-functional collaboration skills.
• Familiarity with instructional design best practices and adult learning theory (ADDIE).
• HR Certification preferred.

Education
:
Bachelor’s degree required; advanced degree in Organizational Development, Learning, or in a related field is preferred, or an equivalent combination of education, training, experience, or military experience is required.

Other skills required:

• Ability to design and execute a business-aligned talent strategy that drives internal mobility, capability growth, and leadership readiness.
• Skilled in using talent intelligence and data to identify gaps, forecast needs, and inform strategic decisions.
• Proven ability to lead organizational change initiatives and shift toward integrated talent management practices.
• Expertise in building scalable frameworks for performance management, talent reviews, and succession planning.
• Experience designing and evolving leadership programs across all levels, from emerging leaders to executives.
• Strong executive presence and ability to influence senior leaders using data-driven insights.
• Ability to collaborate effectively with HR, Training, and business leaders to align talent initiatives with organizational goals.
• Skilled in translating strategy into scalable, high-impact programs that drive measurable outcomes.
• Experience supporting onboarding and manager enablement through facilitation and program design.
• Ability to define, monitor, and optimize metrics tied to employee lifecycle, enablement effectiveness, and time-to-productivity.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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