Vice President of Talent Management

It's fun to work at a company where people truly believe in what they are doing!

Job Description:

Company Background/Culture

Epiq is a leading legal and compliance services platform integrating people, process, and technology. Through this combination of innovative technology, legal and business expertise, and comprehensive solutions, Epiq drives efficiency in large-scale and increasingly complex tasks. High-performing clients around the world rely on Epiq to streamline the administration of business, settlement administration, legal, and compliance operations to solve immediate challenges and provide scalable ongoing support to transform the enterprise. Learn more at www.epiqglobal.com.

With over 8,000 employees worldwide, Epiq operates in 19 countries and over 80 global locations.

Position Summary

We are seeking a talented and seasoned Vice President of Talent Management to lead the talent management function of our $1.3B legal technology and services company. As a member of the Human Resources leadership team, the VP of Talent Management will be responsible for shaping and executing a talent and culture strategy that supports the on-going growth of our world-class organization.

The ideal candidate will bring a strong track-record of leading high-performing teams in similarly sized or larger organizations, ideally in client-oriented organizations with a sharp focus on utilizing technology and data to advance operational decision making. They must possess deep expertise across talent programs, HR operating models, systems and applications, statistical theory and analysis, and be able to scale programs to support a growing, complex global employee base.

Exceptional leadership skills are a must, as this role will involve developing a high-impact team collaborating closely with key stakeholders across HR as well as business leaders across the enterprise. The successful candidate will combine strategic focus with operational excellence and will serve as a key driver of organizational transformation as we continue to enhance the overall capability and performance of our business.

The Vice President of Talent Management will be responsible for leading and overseeing the following key areas:

• Leadership Development
• Design and scale comprehensive, enterprise-wide leadership development programs to cultivate a robust leadership pipeline.
• Implement supplemental programs and initiatives (e.g., executive coaching) that boost the overall effectiveness of leadership development.
• Learning & Development
• Oversee the creation and delivery of learning strategies that support upskilling, reskilling, and continuous learning.
• Utilize digital learning platforms and data to personalize learning experiences and measure impact.
• Organizational Talent & Succession Planning
• Lead enterprise talent reviews and succession planning processes to ensure leadership continuity.
• Re-shape workforce planning to align with future business needs, integrating scenario planning and skills forecasting.
• Selection & Assessment
• Design and implement advanced selection and assessment methodologies to ensure fair, predictive, and scalable hiring practices.
• Integrate behavioral, cognitive, and technical assessments into the talent acquisition lifecycle.
• Performance Management
• Drive the evolution of performance management systems to support agile goal setting, continuous feedback, and development-focused reviews.
• Equip managers with tools and training to foster high performance and accountability.
• Advanced Analytics, Metrics & Reporting
• Build a robust talent analytics function to deliver actionable insights on workforce trends, program effectiveness, and predictive modeling.
• Develop dashboards and KPIs to inform strategic decisions and track progress against talent goals.
• Employee Engagement
• Lead the design and execution of engagement strategies that enhance employee experience, retention, and productivity.
• Organizational Culture & DEI
• Champion a purpose-driven, inclusive culture that reflects the organization’s values and DEI commitments.
• Embed DEI principles into all talent programs and measure progress through qualitative and quantitative metrics.
• Team Leadership & Talent Development
• Build and lead a high-performing, globally distributed talent management team.
• Foster a culture of agility, accountability, and continuous improvement through coaching, development, and empowerment.
  
  

Professional Experience/Qualifications

Professional Experience

• 15+ years of progressive leadership experience in talent management, organizational development and/or learning and leadership development, with at least 5 years in a senior HR leadership role at a company of comparable scale ($500M+ revenue), preferably in professional services.
• Proven success leading enterprise-wide talent and cultural-based programs and initiatives in complex or global organizations.
• Track record of building and mentoring high-performing, globally distributed teams, including learning and development, talent management and analytics.
• Proven ability to lead cross-functional teams to collaborate with senior leadership.
  
  

Qualifications

• Bachelor's degree in Organization Development, Human Resources, Business Management or a related field required; Master’s degree (MBA or MS in Industrial/Organizational Psychology) strongly preferred.
• Strong familiarity of enterprise HR systems and applications including analytics tools.
• Strong background in statistics, advanced analytics including predictive modeling, metrics and reporting.
• Excellent business acumen and communication skills, with the ability to partner cross-functionally at the C-suite level and influence executive decision-making.
• Demonstrated ability to manage budgets, vendor negotiations, and technology investment planning.
• Strong change leadership skills with a passion for innovation, continuous improvement, and delivering measurable business value through technology.
  
  

Compensation

The VP of Talent Management will be rewarded with a competitive base salary, annual incentive compensation opportunity and equity

Your specific salary will be determined based on several factors:

• Location-based market rate for the role
• Your abilities in relation to the job specification
• Performance during screening and interview
• Pay parity with the wider team in the considered location
  
  

Further details about the package will be provided during the initial screening call with the Talent Acquisition Team.

Click Here To Learn About Epiq's Benefits.

If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!

It is Epiq’s policy to comply with all applicable equal employment opportunity laws by making all employment decisions without unlawful regard or consideration of any individual’s race, religion, ethnicity, color, sex, sexual orientation, gender identity or expressions, transgender status, sexual and other reproductive health decisions, marital status, age, national origin, genetic information, ancestry, citizenship, physical or mental disability, veteran or family status or any other basis protected by applicable national, federal, state, provincial or local law. Epiq’s policy prohibits unlawful discrimination based on any of these impermissible bases, as well as any bases or grounds protected by applicable law in each jurisdiction. In addition Epiq will take affirmative action for minorities, women, covered veterans and individuals with disabilities. If you need assistance or an accommodation during the application process because of a disability, it is available upon request. Epiq is pleased to provide such assistance and no applicant will be penalized as a result of such a request. Pursuant to relevant law, where applicable, Epiq will consider for employment qualified applicants with arrest and conviction records.