Head of Talent, Culture, & Capability

Role OverviewHALO is evolving its people-centered foundation into a broader workforce system where people, AI, and agentic capabilities work together to drive execution, performance, and growth.The Head of Talent, Culture & Capability is responsible for designing, operating, and continuously improving the enterprise workforce capability system across talent acquisition, onboarding, development, performance, and advancement. This role will use technology to best blend strategic workforce transformation with strong operational leadership.Reporting to the Chief People Officer, this role is responsible for building scalable systems centrally and ensuring they are executed consistently through enterprise platforms and Workforce Pods. This person will be accountable for leading teams, maintaining effective processes, driving service delivery, and ensuring consistent execution against business needs and service expectations. This role operates as part of a collective leadership team, with shared accountability for enabling business performance through an integrated, scalable Workforce & Performance system.Key ResponsibilitiesEnterprise Workforce Capability StrategyDefine and lead a technology based forward-looking workforce strategy that integrates human talent and agentic systems.Translate business priorities into integrated workforce system requirements, operating plans, and execution roadmaps.Evolve workforce planning from static cycles to continuous, real-time, AI-informed decision-making.Ensure the workforce model enables both high performance and execution discipline and a differentiated, human-centered culture.Balance long-term system design with practical delivery requirements, ensuring strategies are operationalized through clear processes, ownership, milestones, and measures of success.Talent Acquisition & Workforce DesignEnsure HALO attracts talent who thrive in a creative, high-performance, and technology-forward environment.Set clear expectations, priorities, and performance standards for the Talent Acquisition team, ensuring consistent execution against hiring plans, service levels, and stakeholder commitments.Build onboarding experiences that prepare teams to operate effectively in a hybrid workforce environment.Ensure seamless execution of workforce entry through partnership with Workforce Business Partners and Pods.Own the day-to-day effectiveness of recruiting and onboarding processes, including workflow management, issue resolution, escalation handling, and continuous improvement of speed, quality, and candidate and hiring manager experience.Human & Agentic Capability DevelopmentBuild and execute systems that develop leadership capability, technical and functional expertise, and fluency in working with AI and agentic systems.Define how agentic capabilities are introduced, trained, refined, supported, and improved over time.Ensure both people and agentic systems continuously improve through learning loops, feedback systems, and performance insights.Enable employees to operate in a model where AI and agents are collaborators, not just tools.Establish clear development processes, program ownership, role clarity, and operating cadences so capability-building efforts are sustained, adopted, and consistently delivered across the enterprise.Performance System Evolution (Human + Agentic)Redesign performance management from retrospective evaluation to predictive, forward-looking systems.Incorporate real-time data into workforce decision-making.Define how performance is measured across individuals, teams, and integrated human + agentic systems.Enable leaders to make faster, higher-quality decisions based on continuous performance signals.Own the practical execution of performance processes and annual or quarterly talent rhythms, ensuring timelines are met, expectations are clear, outputs are high quality, and leaders are supported through completion.Culture & Ways of WorkingDefine and reinforce a culture that is creative and human-centered, high-performing and accountable, and adaptive and technology-forward.Shape a work environment where people are energized and encouraged to work with all technology platforms.Encourage innovation and experimentation while keeping human connection, belonging, and purpose central.Ensure culture evolves alongside changes in workforce composition and technology.Embed culture through consistent manager practices, team expectations, communication routines, and leadership behaviors—not just program design—so the desired ways of working show up in day-to-day execution.Workforce System Ownership & IntegrationOwn, build, and execute the workforce capability system across talent acquisition, onboarding, learning and development, and performance in partnership with Workforce Business Partners, Workforce Centers of Expertise, and cross-functional teams.Define how agentic capabilities are placed within teams, workflows, and pods.Partner with Workforce Operations to embed real-time data, AI-driven insights, and scalable platforms and systems.Continuously evolve the system to improve execution speed, productivity, employee experience, and engagement.Maintain the processes, governance, documentation, and controls required to keep the system operating effectively after implementation.Monitor service delivery, throughput, adoption, cycle times, and SLA or operating metrics where appropriate, and lead corrective actions when performance falls short.Drive cross-functional issue resolution, remove blockers for the team, and ensure escalations are handled quickly and effectively.Build a disciplined operating cadence including priorities, dashboards, reviews, and follow-through so workforce programs are not only designed well but executed consistently.Team Leadership & Operational ExecutionLead, coach, and manage teams responsible for delivering talent, culture, and capability programs, ensuring strong performance, accountability, and alignment to business priorities.Lead the Talent Acquisition and Talent Management teams and redesign hiring and workforce design to determine how work is best performed across people, AI, and agentic capabilities.Translate strategy into day-to-day team priorities, resource plans, work allocation, and delivery expectations.Establish and maintain repeatable processes and playbooks that improve consistency, scalability, and quality across the function.Set and track goals, KPIs, and SLAs where appropriate, and use data to manage performance, identify gaps, and drive continuous improvement.Ensure the team delivers work on time, with high quality and strong stakeholder service, while adapting quickly to changing business needs.RequirementsExperience12+ years in talent, workforce strategy, business leadership, or related roles.Demonstrated experience leading enterprise talent, capability, or workforce transformation initiatives.Experience in environments undergoing digital, AI, or operating model transformation.Track record of partnering with senior leaders to drive business-aligned outcomes.Experience leading talent acquisition, onboarding, development, and performance systems at scale.Experience managing teams and leading execution through defined operating rhythms, service expectations, and cross-functional delivery models.HALO is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We insist on an environment of mutual respect where equal employment opportunities are available to all applicants without regard to race, color, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), national origin, age, physical and mental disability, marital status, sexual orientation, gender identity, gender expression, genetic information (including characteristics and testing), military and veteran status, and any other characteristic protected by applicable law. Inclusion is a core value at HALO and we seek to recruit, develop and retain the most talented people.