VP, People Strategy & Talent Management

📋 Description

• • As the VP, People Strategy & Talent Management at Limble CMMS, Inc., you will be instrumental in shaping the future of our organization by designing, implementing, and scaling critical talent systems and people practices. This senior People leadership role is pivotal in ensuring Limble attracts, develops, and retains top talent, fostering a high-performance culture that drives our ambitious growth goals. You will be a strategic partner to the Chief People Officer and business leaders, translating business objectives into actionable people strategies.
• • **Talent Attraction Strategy:** You will own the evolution of Limble’s talent attraction strategy, ensuring it is tightly aligned with our aggressive growth objectives. This involves partnering closely with the recruiting team to significantly enhance hiring quality and empower managers with the skills to identify and secure top talent. A key focus will be on elevating the candidate experience and strengthening our employer brand positioning to attract the best and brightest. You will also contribute to strategic workforce planning conversations with business leaders, proactively identifying future talent needs and ensuring we maintain a high level of talent density and hiring discipline across the organization.
• • **Onboarding Design & Effectiveness:** You will be responsible for enhancing and continuously improving Limble’s onboarding experience, with a primary goal of accelerating new hires' time-to-productivity. This includes clearly defining expectations, success metrics, and facilitating cultural integration to ensure new team members feel welcomed, informed, and set up for success from day one. You will collaborate with functional leaders to embed onboarding seamlessly into their team's rhythms and establish robust mechanisms to measure onboarding effectiveness and track early performance indicators, allowing for iterative improvements.
• • **Performance Management Excellence:** You will lead the design, rollout, and ongoing refinement of our performance management processes. This includes defining and reinforcing clear standards for high performance, equipping managers with the skills and tools to provide candid, constructive feedback and effective coaching, and improving consistency in performance reviews and calibration sessions. A critical aspect of this role is guiding underperformance management with clarity, fairness, and a focus on development or appropriate action, ensuring a culture of accountability and continuous improvement.
• • **People Development & Succession Planning:** You will design and implement impactful leadership and employee development programs that foster continuous learning and growth. This includes establishing practical career path guidance and encouraging meaningful growth conversations between managers and their team members. You will lead the critical process of succession planning across key roles within the organization, identifying potential successors and development plans to ensure business continuity and leadership readiness. A significant part of this role involves identifying capability gaps within teams and partnering with leaders to address them, thereby strengthening internal mobility and promotion readiness.
• • **Organizational Effectiveness & Business Partnership:** You will serve as a strategic partner to senior leaders, providing expert guidance on organizational design and team effectiveness. This includes supporting workforce planning initiatives and conducting capability assessments to ensure our organizational structure and talent align with strategic priorities. You will coach leaders on crucial aspects of feedback delivery, accountability, and team performance management, embedding talent and performance systems into the fabric of day-to-day operations to drive sustained success.
• • **Employee Relations Leadership:** You will provide executive-level guidance and oversight on all employee relations matters, ensuring fair, consistent, and legally sound handling of issues. This involves coaching managers through complex performance and conduct situations, strengthening early intervention practices to mitigate risk and minimize disruption, and partnering with People Operations to ensure clarity and compliance with company policies. Your expertise will be vital in maintaining a positive and productive work environment for all employees.
• • This role requires a pragmatic, execution-focused individual who thrives in dynamic environments, capable of creating structure and clarity amidst ambiguity. You will be a key architect of Limble’s people infrastructure, directly impacting our ability to scale and achieve our mission of empowering the unsung heroes who support the world.