VP Talent Enablement in Dallas, Texas at McCarthy Building Companies, Inc.

• Workforce Planning Talent Analytics
• Enterprise owner for workforce planning, linking business strategy, talent analytics, and Talent Acquisition to anticipate and meet evolving workforce needs.
• Talent Acquisition Impact & Effectiveness
• Recruiting operations, sourcing, early careers, program management, process effectiveness, and executive recruiting in partnership with HR and business leaders.
• HR Technology Portfolio & Digital Enablement
• Strategy related to all HR tech stack components, leveraging SuccessFactors core HCM, roadmap, governance, integrations, digital enablement, and AI use cases.
• HR Operations / HR Shared Services (HRSS)
• Employee lifecycle processes, onboarding, data integrity, shared services, compliance support, and service center evolution.

• Define the future-state portfolio operating model for Talent Enablement.
• Integrate talent, technology, and operations priorities into a single, coherent roadmap.
• Align work to Vision 2028, HR AOP priorities, and business growth requirements.
• Clarify decision rights, governance, and ownership across teams to enable speed, accountability, and scale.

• Own the workforce planning cycleintegrating business inputs, talent data, and predictive analytics to assess demand, identify gaps, and execute hiring, development, and deployment plans.
• Build and evolve workforce planning frameworks that support both near-term staffing and long-term capability and capacity needs.
• Develop robust talent analytics and scenario modeling to inform strategic workforce decisions at the enterprise and business-unit levels.

• Set the HR tech portfolio strategy, aligned with the organizations overall Digital and HR strategies.
• Drive SuccessFactors and related systems optimization, workflow improvement, and AI-enabled efficiency.
• Improve reporting, analytics, dashboarding, and decision support for HR and business leaders.
• Ensure technology priorities are sequenced to business value, adoption, and scale, with clear sponsorship and change management plans.

• Evolve HR Operations into a more scalable HRSS / service model.
• Standardize core employee lifecycle processes with a focus on simplicity, quality, and compliance.
• Improve onboarding, employee data integrity, service documentation, and case resolution.
• Reduce friction for employees, managers, and HR business partners through intuitive processes, self-service, and clear support channels.

• Drive recruiting operations, pipeline visibility, and forecasting to align with workforce plans.
• Apply continuous improvement across TA HR Ops HR Tech Talent Management to create a seamless talent flow.
• Clarify structure and operating model for sourcing, early careers, executive recruiting, and program management.
• Ensure Talent Acquisition capabilities support both near-term hiring demands and long-term workforce and capability needs for both craft and partners.

• Build a high-performing leadership team across the Talent Enablement portfolio.
• Define role clarity, priorities, and resource allocation across functions within the portfolio.
• Coach leaders to operate with an enterprise mindset, speed, and accountability.
• Create strong partnerships with HRLT, Finance, IT, Legal, Corporate Communications, and field HR.

• Senior HR leadership experience across at least two of the following: Talent Management, Talent Acquisition, HR Technology, HR Operations.
• Proven success leading cross-functional transformation, operating model design, and large-scale process change.
• Experience building user-centric, scalable HR systems, shared services, governance, and metrics in a growth environment.
• Strong executive communication and stakeholder influence capability, including experience engaging C-suite and senior business leaders.
• Enterprise thinking & operating model design connects strategy to portfolio structure, processes, and roles.
• Process simplification & systems integration able to reduce complexity and integrate tools, data, and workflows.
• Data-driven and analytics-led workforce strategist leverages advanced analytics, scenarios, and predictive insights to set strategy, sequence investments, and measure impact.
• Digital, data, and AIdriven fluency uses emerging technologies, automation, and AI to continuously modernize HR technology, self-service, and analytics capabilities.
• Change leadership & adoption discipline drives sustainable adoption of new ways of working.
• Service design and employee experience orientation translates complex HR processes into intuitive, user-friendly experiences for employees, managers, and HR partners.
• Strong prioritization, governance, and execution cadence.
• Ability to translate strategy into practical operating decisions and clear execution plans.

McCarthy is proud to be an equal opportunity employer, including disability and protected veteran status.

NOTICE TO EXTERNAL SEARCH FIRMS: McCarthys Talent Acquisition Team is the only authorized representative permitted to engage with external search firms, staffing agencies, or other third-party recruiting partners. McCarthy maintains an Approved Agency List for recruiting partners, which is reviewed and updated annually.

McCarthy will only consider submissions from agencies with a signed fee agreement in place for the current year. McCarthy does not accept unsolicited resumes, candidate submissions, or referrals from agencies that do not meet these requirements.

If a candidate is submitted without an active agreement, McCarthy will have no obligation to pay any fees and reserves the right to contact, engage, interview, or hire such candidate(s) without any financial or other responsibility to the submitting agency. Unsolicited resumes, including those sent directly to hiring managers or other employees, will be considered the property of McCarthy.