VP, Global Talent

About the Company

At Torc, we have always believed that autonomous vehicle technology will transform how we travel, move freight, and do business.

A leader in autonomous driving since 2007, Torc has spent over a decade commercializing our solutions with experienced partners. Now a part of the Daimler family, we are focused solely on developing software for automated trucks to transform how the world moves freight.

Join us and catapult your career with the company that helped pioneer autonomous technology, and the first AV software company with the vision to partner directly with a truck manufacturer.

Meet the Team:

Torc is transforming its culture by Empowering Exceptional People to Do the Right Thing, Deliver Results, Care for Others, Stay Curious and Drive to Win.

As a key member of the senior leadership team, the VP of Talent Optimization will develop Torc’s Talent from recruiting through completion of their Torc career, leading Torc’s Talent Acquisition team, HR Business Partners and the Leadership and Development team. The primary focus of this role is to empower the business by aligning Torc’s people initiatives with its business objectives, including but not limited to (i) being responsible for shaping the employee experience (ii) driving organizational effectiveness to support TORC’s mission and commercialization objectives (iii) fostering a culture consistent with Torc’s values (iv) cultivating leaders (v) shaping organizational culture through people, processes and systems and (vi) setting the strategic direction and execution for talent management and employee engagement. You will play a pivotal role in fostering Torc’s growth and maturity and ensuring alignment with evolving corporate HR trends and practices.

What you'll do:

Leadership and Collaboration:

• Lead, mentor, and develop a high-performing team of talent professionals.
• In collaboration with the business leadership, develop and execute a comprehensive people strategy encompassing talent acquisition, retention, development, and engagement.
• Align talent strategies with business objectives and drive organizational growth.
• Partner on people solutions with iterative workforce plans and timelines that resolve our resource needs and gaps.
• Serve as a strategic advisor to executive leadership on matters related to talent acquisition, performance management, and learning and development. Provide thought leadership on new functions and innovative people strategies that will be required as Torc scales and evolves.

Talent Acquisition: Lead workforce planning initiatives, working closely with Talent Acquisition to:

• Develop and execute strategic plans for attracting and recruiting top talent across all levels of the organization.
• Ensure efficient and effective hiring processes, including sourcing, interviewing, and selection.
• Utilize data-driven approaches to analyze recruitment metrics and optimize hiring strategies for continuous improvement.
• Collaborate with department heads to understand talent needs and forecast future staffing requirements.

Performance Management: Lead the performance management program, working closely with HR Business Partners to:

• Design and implement performance management systems and processes that align with organizational objectives.
• Ensure guidance and support is given to people managers in setting performance goals, conducting performance reviews, and addressing performance issues.
• Develop and deliver training programs to enhance managers' capabilities in performance management and feedback delivery.

Succession Planning: Lead the design and implementation of succession planning programs, including:

• Identify critical leadership positions within the organization that are vital for its continued success.
• Evaluate the skills, competencies, and potential of current employees to identify potential successors for key positions.
• Define the key competencies and qualities required for leadership roles within the organization.
• Develop individualized succession plans for key positions, outlining the potential successors, their development needs, and timelines for transition, including creating opportunities for high-potential employees to gain experience, skills, and exposure needed for future leadership roles.
• Continuously identify and nurture a pipeline of potential successors for key positions to ensure a steady supply of qualified candidates.
• Identify any gaps or areas of improvement in the succession planning process and take proactive measures to address them.

Technology Integration and Data Enablement: Lead implementation of progressive people tools to:

• Streamline processes, enhance data-driven decision making, and improve the employee experience.
• Use data analytics to inform HR decisions and strategies to help identify trends, measure effectiveness of HR initiatives, and make informed decisions.
• Provide data guidance to team and other HR and business leaders to enhance their knowledge to make business decisions.
• Provide expert partnership that leverages people data and analytics to foster a collaborative and results-driven culture.

Learning and Development: Lead continuous learning and development, working closing with the L&D team to:

• Design and implement leadership development programs to cultivate a pipeline of future leaders and enhance the capabilities of current executives and managers.
• Collaborate with business leaders to identify high-potential talent, assess succession readiness, and create tailored development plans to accelerate leadership growth.
• Drive succession planning initiatives to ensure a smooth transition of key leadership roles and mitigate organizational risk.
• Evaluate the effectiveness of learning initiatives through feedback, metrics, and continuous improvement efforts.

Employee Experience and Engagement: Lead people initiatives that will directly improve Torc’s culture and engagement:

• Monitor organizational health and drive continuous improvement.
• Oversee the design and delivery of employee experience initiatives to enhance satisfaction, retention, and productivity across all levels of the organization.
• Implement programs and practices to recognize and celebrate employee contributions, fostering a sense of pride, loyalty, and commitment.
• Solicit feedback from employees through surveys, focus groups, and other channels to continuously improve the employee experience and address emerging needs and concerns.

Transformation and Change Management:

• Incorporate strong change management skills to effectively lead the organization through various transformational talent acquisition efforts and other HR initiatives.

What you’ll need to Succeed:

• 10+ years of progressive experience in HR, with at least 6 years in a leadership role.
• Proven track record of developing and executing strategic people initiatives globally that drive organizational performance and employee engagement.
• Deep understanding of culture with experience leading cultural transformation efforts.
• Strong business acumen and ability to align HR strategies with key stakeholders, business objectives and priorities.
• Exceptional leadership, communication, and influencing skills, with the ability to build relationships and drive change at all levels of the organization.
• Ability to motivate others, especially during times of uncertainty and ambiguity.
• Analytical mindset, with a people focus, and an ability to assess complex situations and develop practical solutions.
• SHRM-SCP, SPHR, or other relevant HR certifications preferred.

Education, Licensing, and Certifications Required

• Bachelor's degree in Human Resources, Business Administration, or related field; Master’s degree preferred.
• MBA is a plus.

Perks of Being a Full-time Torc’r

Torc cares about our team members and we strive to provide benefits and resources to support their health, work/life balance, and future. Our culture is collaborative, energetic, and team focused. Torc offers:

• A competitive compensation package that includes a bonus component and stock options
• 100% paid medical, dental, and vision premiums for full-time employees
• 401K plan with a 6% employer match
• Flexibility in schedule and generous paid vacation (available immediately after start date)
• Company-wide holiday office closures
• AD+D and Life Insurance

At Torc, we’re committed to building a diverse and inclusive workplace. We celebrate the uniqueness of our Torc’rs and do not discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, veteran status, or disabilities.

Even if you don’t meet 100% of the qualifications listed for this opportunity, we encourage you to apply. We’re always looking for those that are hungry, humble, and people smart and your unique experience may be a great fit for this role or others.