Corporate Vice President - Talent & Performance Lead
New York Life Insurance
Location Designation: Hybrid
When you join New York Life, you’re joining a company that values career development, collaboration, innovation, and inclusiveness. We want employees to feel proud about being part of a company that is committed to doing the right thing. You’ll have the opportunity to grow your career while developing personally and professionally through various resources and programs. New York Life is a relationship-based company and appreciates how both virtual and in-person interactions support our culture.
The Talent Management & Employee Listening team is part of New York Life’s broader Talent Management team and responsible for executing core enterprise-wide talent processes such as performance management, succession planning, and talent reviews, as well as organization-wide surveys/listening efforts in support of employee engagement. The team works with Leaders, HR Business Partners (HRBPs) and other HR Centers of Excellence to ensure we are building and executing a strong processes and programs that drive our talent strategy forward.
- The CVP, Talent & Performance Lead is a new role we are hiring in order to enhance our subject matter expertise in the talent and performance space and will play a pivotal role during a transformative phase for New York Life. Using stakeholder feedback, data, and your understanding of external best practices, you will be responsible for the successful redesign and delivery of core, enterprise-wide talent processes, including performance management, talent reviews, succession planning, and executive promotions. This role partners closely with HRBPs, Operations, Communications, and L&D to ensure all stakeholders have the information, tools, and support required to ensure processes run efficiently, effectively, and deliver maximum value to the business. A focus on enhancing employee and user experience, simplification, and utilizing analytics to better assess and understand the impact and needs for our talent and performance CoE is critical.
- Implement new design and process improvements to performance management process based on multi-year plan to update and elevate our performance approach.
- Serve as the process owner for the design and delivery of the performance management cycle, including creating and overseeing all employee and manager communications, training plan, working with our HRIS team on the SuccessFactors system configuration and preparation, and stakeholder management.
- Evaluate, and re-design an enhanced talent review and succession planning process to assess high potential talent across the organization, ensure a strong, diverse pipeline, and enable successful transitions in critical leadership roles.
- Oversee the twice-annual executive promotion process, partnering with key HR and business stakeholders on candidate nomination, assessment, and approval. Identify opportunities to streamline and improve this process.
- Drive operational excellence and ensure the integration of talent management processes, aligning systems, practices, and tools that enable a first-class, value-added manager and employee experience.
- Leverage external best principles and internal trends/insights to coach, support, and prepare HR Business Partners for talent and performance management conversations with their business clients. Build team capability internally to ensure broader expertise and understanding in the space.
- Prepare executive and board presentation materials, summarizing key talent management KPIs (e.g., pipeline readiness, pay-for-performance distributions, etc.) and using cross-sectional data to highlight key insights in an easy-to-understand and engaging way.
- Orient and train managers on talent and performance philosophy, calibration tools, and best practices to equitably assess performance and potential across the company. Hold office hours and other tactics to provide in the moment support as and when needed.
- Develop frameworks and execute initiatives that promote a culture of continuous feedback and development to maximize employee potential and growth.
- Collaborate with the company’s DEI Center to implement practices that drive transparency, equity, and inclusion efforts in our talent management programs.
Required Education, Experience, and Other Characteristics:
- Extensive experience working in a talent management CoE in progressive organization or in transformative roles.
- Strong project management skills with the ability to troubleshoot and escalate when issues or roadblocks occur.
- Ability to work autonomously and lead work to completion.
- Ability to coordinate and influence various stakeholders with excellent communication skills.
- Strong training design and facilitation skills with experience designing/delivering engaging training and content.
- Analytical skills and ability to translate data into insights.
- Desire to continuously solicit and apply stakeholder feedback for improvement and innovation.
- Passionate about the talent and performance space – reads, researches and stays current in trends and innovations in the area, and is willing to speak internally and externally on behalf of NYL.
Salary range: $115,000-$175,000
Overtime eligible: Exempt
Discretionary bonus eligible: Yes
Sales bonus eligible: No
Click here to learn more about our benefits. Starting salary is dependent upon several factors including previous work experience, specific industry experience, and/or skills required.
Recognized as one of Fortune’s World’s Most Admired Companies, New York Life is committed to improving local communities through a culture of employee giving and volunteerism, supported by the Foundation. We're proud that due to our mutuality, we operate in the best interests of our policy owners. We invite you to bring your talents to New York Life, so we can continue to help families and businesses “Be Good At Life.” To learn more, please visit LinkedIn, our Newsroom and the page of www.NewYorkLife.com.
Job Requisition ID: 89288