KnowBe4
Human Risk Management
VPTalentManagement
Neural analysis suggests this role is
optimal for Senior candidates.
“VP Talent Management at KnowBe4. Skills: Talent Management strategy, performance management, succession planning, career development, leadership development, talent analytics, AI and intelligent automation in talent management. Define and lead KnowBe4's global Talent Management strategy. Build and sustain career development frameworks”
What You'll Achieve.
transforming it into a full-spectrum, strategic Talent Management organization; building net-new capabilities in performance management, hi-potential identification, succession planning, and career development; reorienting the team's charter, retooling its skills and processes, and raising the bar on what the function delivers to the business; consolidate talent workflows within Workday and the LMS, eliminate manual and fragmented processes, and leverage agentic AI; scale the function's impact without adding operational complexity; a leaner, smarter team that delivers more to employees and managers than the current model allows; key advisor to executive leadership on talent pipeline health, workforce development strategy, and the organizational capability required to meet KnowBe4's long-term goals; ensuring programs are relevant, measurable, and globally accessible; create a seamless, unified talent experience and eliminate off-system workarounds; reduce manual effort; eliminate redundancy, standardize fragmented approaches across teams and regions, and establish clear governance and decision rights to reduce operational complexity; delivering actionable insights to executive leadership; align talent programs with business strategy, organizational design changes, and workforce planning priorities; prepare and present materials for leadership team and Board reviews on talent pipeline health, program outcomes, and strategic initiatives; providing clear direction, development opportunities, and a culture of continuous improvement and accountability
Industry & Context.
analytical skills with the ability to build and present talent dashboards, interpret workforce data, and translate findings into actionable strategies for executive audiences; Proven ability to simplify complex, multi-layered programs — rationalizing overlapping tools and processes into streamlined, governance-backed frameworks
What They're Looking For.
Must Have
Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, or related, Minimum 10 years of progressive experience in Talent Management, Learning, ability to evaluate, pilot, and scale these technologies responsibly, analytical skills with the ability to build and present talent dashboards, interpret workforce data, and translate findings into actionable strategies for executive audiences, Proven ability to simplify complex, multi-layered programs — rationalizing overlapping tools and processes into streamlined, governance-backed frameworks, Demonstrated success designing career pathing and competency frameworks that drive internal mobility and retention, Excellent executive presence and communication ability to present complex concepts clearly to diverse audiences from individual contributors to Board members, Experience leading and developing high-performing teams in a fast-paced, global environment, cross-functional relationship comfortable partnering with Finance, Legal, IT, and executive leadership, Manages highly confidential information with professionalism and sound judgment
Nice to Have
Master's degree or MBA preferred, Certification in a relevant discipline (e. g. , SHRM-SCP, CPLP/CPTD, ICF-credentialed coaching) is a plus, Experience in a SaaS or technology company a plus
What You'll Do.
Define and lead KnowBe4's global Talent Management strategy
Build and sustain career development frameworks
Oversee the design and delivery of all manager and employee development programs
Own and optimize the Learning Management System (LMS) and all talent technology
Champion the adoption of agentic AI and intelligent automation within talent management workflows
Audit and rationalize existing talent programs
and eliminate redundancy
Establish a talent analytics capability
Represent Talent Management at executive-level
and inspire a team of learning
and talent professionals
How You'll Work.
Team & Collaboration
Collaborate with People Business Partners, Finance, and senior leadership to align talent programs with business strategy, organizational design changes, and workforce planning priorities; partnering with Finance, Legal, IT, and executive leadership
Communication Scope
ability to present complex concepts clearly to diverse audiences from individual contributors to Board members
Process & Methodology
rationalizing overlapping tools and processes into streamlined, governance-backed frameworks
Full Job Description
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 automa
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