Vice President, Talent & Capability

Why Valmont

We’re Here to Move the World Forward.

Valmont impacts millions of people around the world every day, yet they might not realize the many ways. Our technology is helping feed the growing population, supplying the world with more reliable energy and access to renewables, enhancing connectivity in remote and urban locations to create a sustainable future and so much more. Simply put, Valmont is advancing agricultural productivity and reimagining vital infrastructure to make life better.

Join a Fortune 1000 company that respects hard work, honors diversity and invests in our employees as we focus on creating the world of tomorrow, today. We are the modern workforce. Are you ready to move the world forward? Apply now.

A Brief Summary of This Position:

This role is the enterprise leader accountable for Valmont’s end-to-end talent system, including talent acquisition for critical roles, performance and potential assessment, leadership and executive development, succession planning, and talent mobility. The role ensures talent is managed as an integrated enterprise system aligned to business strategy and long-term value creation, replacing fragmented, standalone programs with a disciplined, unified approach, while ensuring the organization builds the critical capabilities and skills required to execute Valmont’s strategy.

The role partners closely with the CEO, CPO, and Executive Leadership Team to ensure Valmont has the right leaders, in the right roles, at the right time, with strong bench strength to support current performance and future growth.

Enterprise Talent Strategy

• Develop and lead an enterprise-wide talent strategy spanning acquisition, performance, potential, development, succession, and internal mobility.
• Translate Valmont’s business strategy and transformation priorities into future leadership and critical capability and skill requirements across the enterprise.
• Establish talent as a core, ongoing enterprise discussion with the CEO and Executive Leadership Team to create an intentional focus on talent strategies.

Talent Acquisition & Workforce Planning

• Provide enterprise oversight of executive and critical role talent acquisition.
• Ensure external hiring strategies are aligned to future capability needs and complement internal development and succession plans.
• Integrate workforce and capability planning with succession, development, and hiring decisions.

Performance, Potential & Talent Differentiation

• Own the enterprise performance management process, including the framework for assessing performance and potential across leadership levels.
• Ensure leaders establish clearly defined expectations for all employees and facilitate calibration consistently across the organization.
• Enable technology and tools to support leaders in making disciplined, data-informed talent decisions.

Leadership & Executive Development

• Lead Valmont’s talent philosophy and development approach across leadership levels.
• Partner with leaders to design and implement development approaches that are role-based, practical, and aligned to business outcomes.
• Integrate assessments, coaching, and experiential learning into targeted development paths.

Succession Planning & Bench Strength

• Lead enterprise succession planning for executive, senior leadership, and identified critical roles.
• Ensure successors are assessed, developed, and tested through meaningful experiences to ready them for career progression.
• Provide clear visibility into leadership pipeline health, including aptitude, capability, readiness, and risk.

Talent Mobility & Internal Movement

• Establish mechanisms to enable internal movement, stretch assignments, and cross-enterprise experiences.
• Promote enterprise talent flow across businesses, functions, and geographies.
• Increase visibility and reinforce shared ownership and availability of enterprise talent.

Governance, Analytics & Board Engagement

• Establish clear talent governance, decision rights, and operating cadence for all leaders to follow.
• Develop talent dashboards and analytics that provide insight and decision support.
• Support the CEO and CPO in Board and HR Committee discussions related to talent, succession, and leadership risk.

Other Important Details about the Role:

• Enterprise-wide accountability for leadership and critical talent through partnership and collaboration with Strategic People leaders and business leaders.
• Direct influence on executive succession, leadership readiness, and long-term organizational capability.
• High visibility and interaction with the CEO, Executive Leadership Team, and Board of Directors.

Required Qualifications of Every Candidate (Education, Experience, Knowledge, Skills, & Abilities):

• Bachelor’s degree in HR, Business, Organizational Development, or related field (Master’s preferred).
• 12+ years of progressive HR leadership experience, including enterprise talent management, leadership development, and/or executive talent acquisition.

• Proven ability to design and lead integrated, end-to-end talent systems (performance, potential, succession, development) in complex, global organizations.
• Demonstrated success influencing senior executives and aligning talent strategies to business outcomes.
• Strong business acumen with the ability to translate strategy into talent priorities and measurable results.
• Experience using data and analytics to drive disciplined talent decisions.
• Executive presence with the ability to challenge, influence, and build trust at senior levels.

Highly Qualified Candidates will also Possess:

• Advanced degree (MBA or Master’s in HR, OD, or related field).
• Experience supporting Board or executive-level talent and succession discussions.
• Proven track record of leading enterprise talent transformation or modernization efforts.
• Experience in global, matrixed organizations with cross-enterprise talent mobility.
• Expertise in talent analytics, assessment, or executive development methodologies.

Measures of Success:

• Strength, readiness, and diversity of executive and critical role succession pipelines.
• Improved leadership effectiveness and bench depth.
• Increased internal mobility and cross-enterprise development.
• Consistent, high-quality talent decisions aligned to enterprise strategy.
• Strong CEO and Board confidence in Valmont’s leadership pipeline.

Benefits

Valmont offers employees and their families a comprehensive Total Wellbeing benefit package to ensure their individual and family’s overall wellness needs are met. Some offerings are dependent upon the role, work schedule, or location and can include the following:

• Healthcare (medical, prescription drugs, dental and vision)

• 401k retirement plan with company match

• Paid time off

• Employer paid life insurance

• Employer paid short-term and long-term disability including maternity leave

• Work Life Support

• Tuition Reimbursement up to $5,250 per year

• Voluntary programs like tobacco cessation, Type 2 diabetes reversal, one-on-one health coaching, mortgage services and more

Valmont does not discriminate against any employee or applicant in employment opportunities or practices on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, genetic information, veteran status, disability or any other characteristic protected by law. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

If you have a disability and require any assistance in filling out the application for employment email EEOCompliance@Valmont.com.