Global Vice President of People and Culture

Job SummaryAs 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.Job DescriptionKey ResponsibilitiesP&C LeadershipLead 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 PlanningPartner 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 PathsDrive the development of a leadership pipeline across BUs, Groups, and Portfolio-level roles.Oversee career planning and leadership readiness for critical roles.Learning & Development StrategyLead 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 AcquisitionGuide 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 BuildingProvide 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 DiligenceLead 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 StrategyCollaborate 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 & RetentionDrive 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 LeadershipAct 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 DoHandle 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).Requirements20+ years of progressive P&C experience, including executive-level partnership and strategy designTrack record of designing and delivering talent strategies aligned with business growthStrong understanding of cultural integration, org design, and leadership development best practicesExperience supporting geographically dispersed teams in a matrixed, multi-business environmentDemonstrated ability to influence business leaders and drive enterprise-level changeExperience with M&A due diligence and integration preferredBachelor’s degree required; HR or business-related advanced degree preferredFluent in English (other languages a plus)Key CompetenciesStrategic Thinking & Business Acumen Thinking like a business owner and investor. Ability to align people strategies with long-term business objectives, capital planning, and market dynamics.Leadership Development Expertise Proven ability to design and implement leadership development frameworks that build succession pipelines, enhance capability, and support scalable growth.Executive Coaching & Influence Skilled at advising senior leaders and acting as a thought partner on complex people and organizational issues.Organizational Design & Talent Architecture Strong understanding of structure, role clarity, and scalable design principles to enable agility and growth.Culture Shaping & Change Leadership Experience guiding cultural integration, leadership alignment, and employee engagement across diverse organizations.Data-Driven Decision Making Comfortable leveraging P&C metrics and talent analytics to inform strategy, measure impact, and improve performance.Global & Cross-Cultural Agility Ability to operate effectively across geographies, cultures, and autonomous business environments.Collaborative Leadership Natural connector across business units and P&C teams; facilitates sharing of best practices and capability building.Worker TypeRegularNumber Of Openings Available1