Vice President, Talent Management, Integrated Skills Strategy Job Listing at Mastercard in Atlanta, GA (Job ID R-242373-Atlanta, United States of America, 30308)

Description

Our Purpose

Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we're helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential.

Title and Summary

Vice President, Talent Management, Integrated Skills Strategy Job Summary:
This is a high-impact leadership role at the forefront of revolutionizing how we develop and leverage skills in the workforce. As Mastercard navigates the future of work, this role will play a critical part in shaping a skills-first, adaptive, and high-performing organization.
We are seeking a strategic and innovative leader to develop and drive an Integrated Skills Strategy that aligns with Mastercard's business priorities, workforce transformation, and future skills needs. This role will focus on building a skills-based organization to ensure our employees remain agile, future-ready, and empowered for career growth.
This role balances visionary leadership, executional excellence, and stakeholder influence. It will work cross-functionally across the People and Capability Function, Business Leaders and Technology and AI Teams to design and implement, Learning & Development, Talent Management, Business Leaders, and Technology teams to develop and implement a holistic skills philosophy, strategy and framework across the employee life cycle.
Key Responsibilities:
1. Skills Strategy Development, Implementation and Governance
• Design and execute an enterprise-wide skills strategy that aligns with business priorities, workforce transformation, and future skills trends
• Develop and implement a skills taxonomy and capability framework that integrates with talent acquisition, learning, career development, total rewards and workforce planning – in partnership w/ COE leads, business leaders and technology partners
• Develops and implements an approach to understand AI impact on our workforce, and partners closely with AI leaders, business leaders, TA and L&D to proactively address the gaps to ensure a future ready workforce
• Develops, implements and leads a sustainable and flexible governance approach across the enterprise.
• Develops and leads an integrated change management effort in support of ensuring a successful and sustainable implementation of a skills first approach. Gains executive buy-in by, influences and educates senior leaders on the value of skills-based talent models and career mobility frameworks.

2. Data-Driven Skills Intelligence & Workforce Planning
• Establish skills intelligence systems (in partnership with People Operations and Insights) to identify emerging skill gaps, reskilling priorities, and workforce agility needs.
• Work with People and Capability and business leaders to forecast critical skills needs, aligning talent strategies, initiatives and priorities across the employee life cycle to address those skill gaps (i.e. upskilling, reskilling, cross skilling, etc.)
3. Workforce Upskilling & Talent Development
• Partner with Learning & Development to design skills-based learning pathways and AI-driven personalized learning experiences.
• Champion internal talent mobility and skills-based career progression, enabling employees to transition into new roles based on skill adjacencies.
4. Leadership & Stakeholder Engagement
• Serve as the enterprise thought leader on skills-based workforce transformation.
• Collaborate with People Business Partners, Talent Acquisition, Learning & Development, Talent Management, Total Rewards and Business Leaders to embed a skills-first mindset across all people processes.
• Partner with external organizations, educational institutions, and industry groups to benchmark best practices and leverage emerging skills innovations in the ecosystem
5. Technology & AI Integration
• Leads skills-based transformation efforts through AI, data analytics, and market intelligence.
• Drive the adoption of AI-powered skills platforms across the employee lifecycle, talent marketplaces, and workforce analytics tools.
• Work with HR Tech and IT teams to ensure skills data is integrated across HR systems (LMS, ATS, HRIS, Workforce Planning, etc.).
• Stay ahead of technological advancements in skills-based hiring, learning ecosystems, and competency-based career development.
• Ensures a seamless and integrated employee experience across employee life cycle
Key Qualifications & Experience:
• Robust experience in workforce strategy, skills development, learning & development, talent management, or HR transformation in fast paced environments
• Proven track record in developing enterprise-wide skills strategies, workforce upskilling initiatives, and digital learning transformation in a global and complex organization
• Strong expertise in skills frameworks, competency modeling, and workforce analytics.
• Experience with AI-driven skills platforms, HR tech systems, and data analytics tools.
• Deep knowledge of future skills trends, the evolving nature of work, and talent mobility best practices.
• Strong leadership, stakeholder engagement, and influencing skills across executive, HR, and business teams.
• Demonstrated business acumen and orientation, strategic and systems thinking, data and technology fluency, and innovation mindset
• Robust project management, communications skills across a wide range of stakeholders, and go to market capabilities
• Experience in large-scale change management and transformations – ideally in driving a skills-based workforce culture, or related initiatives
• Familiarity with AI-driven skills taxonomies, digital credentialing, and adaptive learning systems, ideal
• Background in HR, Business Strategy, Learning & Development, or Organizational Development ideal Mastercard is a merit-based, inclusive, equal opportunity employer that considers applicants without regard to gender, gender identity, sexual orientation, race, ethnicity, disabled or veteran status, or any other characteristic protected by law. We hire the most qualified candidate for the role. In the US or Canada, if you require accommodations or assistance to complete the online application process or during the recruitment process, please contact reasonable_accommodation@mastercard.com and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly.

Corporate Security Responsibility

All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must:

• Abide by Mastercard's security policies and practices;

• Ensure the confidentiality and integrity of the information being accessed;

• Report any suspected information security violation or breach, and

• Complete all periodic mandatory security trainings in accordance with Mastercard's guidelines.

In line with Mastercard's total compensation philosophy and assuming that the job will be performed in the US, the successful candidate will be offered a competitive base salary based on location, experience and other qualifications for the role and may be eligible for an annual bonus or commissions depending on the role. Mastercard benefits for full time (and certain part time) employees generally include: insurance (including medical, prescription drug, dental, vision, disability, life insurance), flexible spending account and health savings account, paid leaves (including 16 weeks new parent leave, up to 20 paid days bereavement leave), 10 annual paid sick days, 10 or more annual paid vacation days based on level, 5 personal days, 10 annual paid U.S. observed holidays, 401k with a best-in-class company match, deferred compensation for eligible roles, fitness reimbursement or on-site fitness facilities, eligibility for tuition reimbursement, gender-inclusive benefits and many more.

Pay Ranges

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