Job Summary As Global Vice President of People and Culture (P&C), you will be the senior P&C partner for a global portfolio of software businesses. Reporting to the Portfolio Leader, you are responsible for shaping and executing the people strategy that enables growth, talent scalability, and leadership excellence across the portfolio. You will work directly with Portfolio Leader, Group Leaders, Business leaders, and new acquisition leaders to ensure the right people capabilities are in place to support aggressive capital deployment and long‑term value creation.This role is focused on strategic P&C leadership, not operational execution, and is best suited to a business‑oriented, globally experienced P&C professional with a proven ability to design and lead enterprise‑level people programs. Key Responsibilities P&C Leadership

Lead an agile and entrepreneurial global people and culture team in a complex and dynamic environment. Where appropriate, deliver on your key responsibilities through regional P&C business partners that are partnered with BUs.

Strategic Talent & Workforce Planning

Partner with Portfolio and Group leadership to design and implement people strategies aligned with capital deployment and growth goals. Develop strategic workforce planning models to anticipate leadership and capability needs.

Leadership Development & Career Paths

Drive the development of a leadership pipeline across BUs, Groups, and Portfolio-level roles. Oversee career planning and leadership readiness for critical roles.

Learning & Development Strategy

Lead a portfolio-wide L&D strategy, focusing on leadership development, commercial acumen, and change leadership. Select and implement scalable learning technologies to support skill-building across geographies.

Executive Talent Acquisition

Guide and participate in executive recruitment for BU Leaders, Group Managers, and other critical leadership roles. Ensure alignment between hiring strategy and long‑term business needs.

Organizational Design & Capability Building

Provide thought leadership on org design and structural changes to support scale, agility, and M&A integration. Create programs that foster innovation, strategic thinking, and cross‑portfolio collaboration.

Acquisition Integration & People Due Diligence

Lead cultural and people due diligence for M&A targets. Develop strategic integration frameworks for acquired businesses, balancing autonomy with alignment to Portfolio goals.

Compensation & Rewards Strategy

Collaborate with Finance and Group Leaders to create consistent, competitive, and equitable compensation structures across regions. Provide strategic input into incentive design, retention planning, and leadership compensation models.

Culture, Engagement & Retention

Drive programs that enhance employee engagement, retention, and cultural alignment across businesses. Design scalable onboarding and internal mobility programs that reinforce Portfolio identity.

P&C Collaboration & Best Practice Leadership

Act as a central connector across businesses, facilitating knowledge sharing and the adoption of best practices. Lead strategic P&C forums to align across the global P&C network.

What You Will Not Do

Handle day‑to‑day employee relations or local policy enforcement. Own execution of individual recruitment, onboarding, or P&C administrative tasks. Deliver operational P&C services (e.g., employee issue resolution, termination, reduction in workforce, Workday data entry, leave management, recruitment at the BU level).

Requirements

20+ years of progressive P&C experience, including executive‑level partnership and strategy design Track record of designing and delivering talent strategies aligned with business growth Strong understanding of cultural integration, org design, and leadership development best practices Experience supporting geographically dispersed teams in a matrixed, multi‑business environment Demonstrated ability to influence business leaders and drive enterprise‑level change Experience with M&A due diligence and integration preferred Bachelor’s degree required; HR or business‑related advanced degree preferred Fluent in English (other languages a plus)

Key Competencies

Strategic Thinking & Business AcumenThinking like a business owner and investor. Ability to align people strategies with long‑term business objectives, capital planning, and market dynamics. Leadership Development ExpertiseProven ability to design and implement leadership development frameworks that build succession pipelines, enhance capability, and support scalable growth. Executive Coaching & InfluenceSkilled at advising senior leaders and acting as a thought partner on complex people and organizational issues. Organizational Design & Talent ArchitectureStrong understanding of structure, role clarity, and scalable design principles to enable agility and growth. Culture Shaping & Change LeadershipExperience guiding cultural integration, leadership alignment, and employee engagement across diverse organizations. Data‑Driven Decision MakingComfortable leveraging P&C metrics and talent analytics to inform strategy, measure impact, and improve performance. Global & Cross‑Cultural AgilityAbility to operate effectively across geographies, cultures, and autonomous business environments. Collaborative LeadershipNatural connector across business units and P&C teams; facilitates sharing of best practices and capability building.

Worker Type Regular Number of Openings Available 1 #J-18808-Ljbffr