Vice President Talent Enablement

At Allstate, great things happen when our people work together to protect families and their belongings from life's uncertainties. And for more than 90 years our innovative drive has kept us a step ahead of our customers' evolving needs. From advocating for seat belts, air bags and graduated driving laws, to being an industry leader in pricing sophistication, telematics, and, more recently, device and identity protection.

Job Description

The Vice President, Talent Enablement is responsible for building and executing end-to-end talent strategies to acquire and mobilize talent while fostering a culture of continuous learning and development to ensure a robust, self-replenishing pipeline of world-class talent is developed to support the global needs of the enterprise. This role is responsible for the talent strategies that drive employee development, leadership growth, and succession planning.

As an Officer, you won't just deliver results - you drive our culture and shared purpose. At Allstate, we value in person connected experiences not just with your team but also other Allstaters. This may require travel within your local area or to one of our offices on a regular basis.

Key Responsibilities / Essential Function

The Vice President, Talent Enablement serves as a key member of the HR Senior Leadership team. The successful candidate will be a highly visible thought leader who can drive the design, planning, execution and integration of Allstate's Human Resources talent management strategy in support of enterprise priorities. This role has significant impact on shaping Allstate's transformative growth by identifying the skills and capabilities of talent across the enterprise, creating systems to use that knowledge to drive learning, development, assessment, and succession of our talent, and creating talent management systems and tools.

As a member of the HR senior leadership team, the Vice President, Talent Enablement leads through transformational change, enabling an agile HR team, able to identify and respond to the emerging needs of a rapidly changing organization. Above all, she / he will ensure that HR's talent management philosophies and strategies are clearly aligned and grounded in the business strategy.

This position will lead a sizable team of specialists in Learning, Development, and Succession.

Partner with the CHRO and HR Senior Leadership Team (HRSLT) to create and execute against the strategic plan for HR, championing an agenda for HR in support of enterprise objectives. Strong partnership includes COEs, Talent Advisors, and leaders and spans all areas of HR.

Drive accelerated cultural and operational change within HR to become a more collaborative, analytical, and customer-centric HR function.

Lead an integrated talent management function, evangelizing a data driven culture, and driving systems and tools to identify and develop talent to support and inform business decisions and influence outcomes.

Uses appropriate external benchmarks for workforce metrics and key performance indicators that are linked to business results; identifies risks and develops recommendations.

Create and implement a vision for a seamless, integrated Talent Management function to know and grow our talent in support of key business priorities, including proactive, predictive solutions to support transformation.

Develop and lead strong partnerships with the C-Suite and executive stakeholders to enable holistic talent enablement strategies via HR Centers of Excellence (COEs), Talent Advisors (OTAs), and leaders across HR and the organization.

Professional Experience / Qualifications

The successful candidate will have a minimum of 10-15 years of related experience in a large, complex organization, with a reputation for excellence. He / She should have a history of successfully integrating themselves into the existing organization in a diplomatic and productive fashion while being an effective agent for change. This leader will have a reputation as a strategically and business oriented executive who delivers results, has proven leadership skills, and strong business acumen.

This individual must also have the following personal and professional attributes which are consistent with the Allstate's stated values :

Naturally courageous point of view and an analytical approach to problem-solving with speed, without sacrificing creativity.

Confident and decisive leadership style, along with an emphasis on intense collaboration and communication on all levels.

Analytical, leverages data and measurable insights to inform decisions while promoting others to do the same. Fluent in digital strategies and technology advancements.

Authentic, transparent, and honest approach aligned with company values and leadership principles. Customer-first mentality embedded in all decision making.

Strong change agility - thrives in a complex, fast-paced, rapidly evolving environment. Has led through transformation changes, developing a compelling vision and executing against a plan.

Fosters a culture of excellence, accountability, empowerment, and inclusive diversity.

Influential communicator across all levels, internally and externally; able to navigate and productively resolve conflict.

Expertise in HR best practices with the ability to build sustainable long-term strategies.

Lifelong learner, with a passion for developing talent and leadership at all levels.

Education

A bachelor's degree is required; an advanced degree is highly desired.

Skills

Compensation

Compensation offered for this role is $268,600.00 - 327,625.00 annually and is based on experience and qualifications.

The candidate(s) offered this position will be required to submit to a background investigation.

Joining our team isn't just a job - it's an opportunity. One that takes your skills and pushes them to the next level. One that encourages you to challenge the status quo. One where you can shape the future of protection while supporting causes that mean the most to you. Joining our team means being part of something bigger - a winning team making a meaningful impact.

Allstate generally does not sponsor individuals for employment-based visas for this position.

Effective July 1, 2014, under Indiana House Enrolled Act (HEA) 1242, it is against public policy of the State of Indiana and a discriminatory practice for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

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It is the Company's policy to employ the best qualified individuals available for all jobs. Therefore, any discriminatory action taken on account of an employee's ancestry, age, color, disability, genetic information, gender, gender identity, gender expression, sexual and reproductive health decision, marital status, medical condition, military or veteran status, national origin, race (include traits historically associated with race, including, but not limited to, hair texture and protective hairstyles), religion (including religious dress), sex, or sexual orientation that adversely affects an employee's terms or conditions of employment is prohibited. This policy applies to all aspects of the employment relationship, including, but not limited to, hiring, training, salary administration, promotion, job assignment, benefits, discipline, and separation of employment.