VP Talent Management (Remote)

KnowBe4 is the global leader in Human Risk Management, trusted by over 70,000 organizations worldwide to secure their employees and AI agents for over 15 years. We're pioneering a new era of security. AI-powered since 2016. And market-leading since day one.Our HRM+ combines continuous risk intelligence, advanced technical defenses, and personalized training to help organizations build strong security cultures. We help organizations understand, measure, and reduce human risk across their entire workforce, defending against, deepfakes, and emerging AI-powered threats.We believe that protecting organizations from cyberthreats and creating a positive environmental impact go hand in hand. True resilience is collective, it requires us to protect our people, our data, and our planet.The Vice President of Talent Management is taking on a function that has historically been focused on onboarding and sales training and enablement, and is charged with transforming it into a full-spectrum, strategic Talent Management organization. This is a meaningful evolution: the team has done important work getting people started and enabling the revenue org, but the company now needs a function that owns the complete arc of talent — how people grow, how performance is developed and differentiated, who is ready for more, and how KnowBe4 builds the leadership capability it will need in the years ahead.The VP will lead this shift with intention — preserving what works in onboarding and enablement while building net-new capabilities in performance management, hi-potential identification, succession planning, and career development. This is not a lift-and-shift; it requires reorienting the team's charter, retooling its skills and processes, and raising the bar on what the function delivers to the business. The VP will need to bring people along through that change while also moving quickly.Underpinning this transformation is a commitment to modern, integrated systems and intelligent automation. The VP will consolidate talent workflows within Workday and the LMS, eliminate manual and fragmented processes, and leverage agentic AI — for personalized learning recommendations, performance coaching nudges, skills gap analysis, and succession scoring — to scale the function's impact without adding operational complexity. The result should be a leaner, smarter team that delivers more to employees and managers than the current model allows.This role serves as a key advisor to executive leadership on talent pipeline health, workforce development strategy, and the organizational capability required to meet KnowBe4's long-term goals.ResponsibilitiesDefine and lead KnowBe4's global Talent Management strategy, integrating learning & development, performance management, succession planning, hi-potential programs, and career development into a cohesive, data-driven functionOwn the end-to-end performance management lifecycle — goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement pathways — ensuring consistency and fairness across all geographiesDesign and execute a global hi-potential identification program, partnering with People Business Partners and senior leaders to build a robust internal talent pipeline; lead succession planning for critical and leadership roles across the organizationBuild and sustain career development frameworks — including career pathing, competency models, and internal mobility programs — that give employees clear growth trajectories and managers the tools to have meaningful development conversationsOversee the design and delivery of all manager and employee development programs, including onboarding, leadership development, management effectiveness, compliance training, and functional upskilling, ensuring programs are relevant, measurable, and globally accessibleOwn and optimize the Learning Management System (LMS) and all talent technology platforms; drive full integration with Workday (performance, learning, and succession modules) to create a seamless, unified talent experience and eliminate off-system workaroundsChampion the adoption of agentic AI and intelligent automation within talent management workflows — including AI-driven learning recommendations, automated performance check-in nudges, skills gap analysis, succession scoring, and personalized development pathways — to scale impact and reduce manual effortAudit and rationalize existing talent programs, tools, and processes; eliminate redundancy, standardize fragmented approaches across teams and regions, and establish clear governance and decision rights to reduce operational complexityEstablish a talent analytics capability that tracks leading and lagging indicators across the talent lifecycle — engagement, time-to-productivity, internal mobility, succession bench strength, and program effectiveness — delivering actionable insights to executive leadershipCollaborate with People Business Partners, Finance, and senior leadership to align talent programs with business strategy, organizational design changes, and workforce planning prioritiesRepresent Talent Management at executive-level meetings; prepare and present materials for leadership team and Board reviews on talent pipeline health, program outcomes, and strategic initiativesLead, develop, and inspire a team of learning, enablement, and talent professionals — providing clear direction, development opportunities, and a culture of continuous improvement and accountabilityProvide genuine recommendations as to the hiring, firing, promotion, and discipline of subordinate employees to which the Company gives significant weightMinimum QualificationsBachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field; Master's degree or MBA preferredMinimum 10 years of progressive experience in Talent Management, Learning & Development, or related People functions, with at least 3 years in a senior leadership roleDemonstrated experience owning or materially contributing to performance management, succession planning, and hi-potential programs at scaleDeep expertise across the full talent management lifecycle: performance management, succession planning, hi-potential identification, career development, and learning & developmentHands-on experience with Workday's talent, learning, and performance modules — including configuration, integration, and reporting — and a track record of driving adoption and reducing off-system complexityExperience implementing or scaling an LMS (e.g., Cornerstone, Docebo, Workday Learning) across a global workforce, with strong command of content design principles and learning analyticsFamiliarity with agentic AI tools and intelligent automation platforms applied to HR/talent workflows (e.g., AI coaching tools, skills inference engines, automated nudging systems); ability to evaluate, pilot, and scale these technologies responsiblyStrong analytical skills with the ability to build and present talent dashboards, interpret workforce data, and translate findings into actionable strategies for executive audiencesProven ability to simplify complex, multi-layered programs — rationalizing overlapping tools and processes into streamlined, governance-backed frameworksDemonstrated success designing career pathing and competency frameworks that drive internal mobility and retentionExcellent executive presence and communication skills; ability to present complex concepts clearly to diverse audiences from individual contributors to Board membersExperience leading and developing high-performing teams in a fast-paced, global environmentStrong cross-functional relationship builder; comfortable partnering with Finance, Legal, IT, and executive leadershipManages highly confidential information with professionalism and sound judgmentCertification in a relevant discipline (e.g., SHRM-SCP, CPLP/CPTD, ICF-credentialed coaching) is a plusExperience in a SaaS or technology company a plusThe base pay for this position ranges from $240,000 - $275,000, which will vary depending on how well an applicant's skills and experience align with the job description listed above.Application deadline: 6/13/2026. This is our good-faith estimate of the date the application window is anticipated to close. KnowBe4 reviews applications on a rolling basis and reserves the right to close the application window early if a qualified candidate for the position is identified.Our Fantastic BenefitsWe offer company-wide bonuses based on monthly sales targets, employee referral bonuses, adoption assistance, tuition reimbursement, certification reimbursement, and certification completion bonuses - all in a modern, high-tech, and fun work environment. For more details about our benefits in each office location, please visit www.knowbe4.com/careers/benefits.Note: An applicant assessment and background check may be part of your hiring procedure.Individuals seeking employment at KnowBe4 are considered without prejudice to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, sexual orientation or any other characteristic protected under applicable federal, state, or local law. If you require reasonable accommodation in completing this application, interviewing, completing any pre-employment testing, or otherwise participating in the employee selection process, please visit www.knowbe4.com/careers/request-accommodation.No recruitment agencies, please.