Vice President- Talent and Culture

Job Locations US-DC-Washington, DC
Position Function
Human Resources/ Talent Development
Job Classification
Full Time


Job Title:  Vice President- Talent and Culture           

Department: Talent and Culture

Reports To:  Chief, Diversity, Equity, Inclusion and Growth Officer – Managing Director


Job Summary: GMMB is looking for an VP, Talent and Culture to manage all aspects of the employee experience and proactively identify opportunities and solutions for improving talent acquisition, onboarding, employee relations, development, and engagement. Ideal candidate is someone with strong employee relations experience, excellent presentation, relationship building and counseling skills, a strong work ethic, and thrives in a fast-paced environment, dynamic environment.


To drive the change and progress we aspire to achieve, we need a skilled, experienced, and strategic leader who is hands-on to help us streamline our policies and work with the DEI Officer to implement, measure and communication our DEI/Talent Development Strategies.


Essential Functions:

Talent Acquisition

  • In partnership with CDEIG Officer, develop staffing strategies and to ensure ongoing talent pipeline and drive “just in time” hiring opportunities
  • Work with Leaders and finance on staffing needs. Identify level and account mix for open positions
  • Participate in the process of interviewing and wooing candidates as appropriate
  • Provide guidance around candidate offers as needed
  • Ensure that job postings are OFCCP compliant
  • Stay current on trends and best practices
  • Create strong relationships with leaders and staff to ensure excellent delivery of Talent and Culture services
  • Represent GMMB at relevant events as helpful for staffing and professional development


  • Oversee onboarding plans for new hires to ensure smooth entry to department and agency
  • Provide direction to team members on new hire orientation and onboarding
  • Regularly evaluate onboarding process’ effectiveness and proactively suggest and implement approved enhancements

Engagement, Learning and Development

  • Develop programs to address opportunities and challenges gleaned from talent assessments, employee engagement survey data, exit interview data, and day to day interactions with business
  • Partner with local management teams to drive engagement programs and talent development
  • Provide coaching to employees at all levels in support of their career development and progression
  • Create new training opportunities where needed to deliver; oversee coordination of sessions as needed
  • Ideate, participate, and support office diversity and inclusion initiatives and programs and ensure they ladder up to agency goals and strategies

Employee Relations

  • Provide consultation and advisory to senior management and staff on HR issues
  • Meet with Team Leaders (on a regular basis: one time a month or one time a quarter to proactively discuss matters related to staff – professional development needs, career paths, staffing, performance issues, etc.)
  • Manage PIP process, provide advisory to managers and staff on performance/employee relations matters


  • Oversee/research comp survey results to make competitive merit and salary range recommendations
  • Recommends salary approaches for new hires and promotions
  • Prepare compensation spreadsheets on an annual basis

Performance Evaluation

  • Plan, organize and direct the performance management process for all employees.
  • Ensure that employees are given timely and constructive feedback on their performance on a midyear and annual basis.

Policy Development

  • Provide direction and recommendations for HR related policies and procedures (based on current, new, and pending employment law).

HR Strategy

  • Provide leadership on a variety of HR/Firm programs and processes
  • Facilities organizational change in line with strategic objectives and goals (short term and long term)
  • Has a role in changes in staffing structures and/or monitoring/evaluating the effectiveness of the current structure
  • Plays a role in communicating change to all staff
  • Maintains current knowledge base of existing, new and/or pending federal and state legislation impacting HR – sharing this knowledge to ensure well informed senior staff
  • Provide management training as needed on HR issues / best practice and management trends



Qualifications, Skills and Abilities:



  • Cultural competency and consensus building
  • Familiarity with agencies and/or communications
  • An effective communicator, with strong presentation/facilitation skills and superior oral and written skills
  • Excellent facilitation skills and ability to participate in difficult conversations
  • Ability to travel to Seattle and San Francisco offices (up to 15% travel expected)

Required Qualifications

  • 10+ years professional experience, with 7+ leading in the human resource, employee relations and recruitment
  • Experience in communications is highly desired
  • Expert-level experience and knowledge of building a culturally responsive workplace
  • Strong emotional intelligence
  • Maintain a professional demeanor during emotionally charged, difficult, or high-pressure situations
  • Outstanding written and oral communication skills 
  • Strategic thinker with a track record of identifiable and measurable successes in managing a complex organizational function and leading organizational and operational change management 


Preferred Qualifications

SHRM certification or equivalent.


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