Vice President, Talent Planning and Capability

The Vice President, Talent Planning & Capability serves as the enterprise architect of organizational performance, integrating organizational design, workforce planning, leadership effectiveness, change management, career development, and talent management into a cohesive and scalable operating system. This leader ensures the organization is structured and equipped to execute business strategy, strengthen organizational capability, and foster a high-performance culture that enhances the employee experience.

As a strategic enterprise leader and systems thinker, the Vice President, Talent Planning & Capability understands the interconnected relationship between organizational structure, talent, leadership, culture, and business outcomes. Serving as a trusted advisor to executive leadership, this individual leverages data, insights, and deep organizational expertise to influence decision-making, solve complex organizational challenges, and drive enterprise-wide effectiveness.

• Serve as a trusted advisor to executives, leveraging data, insights, and systems thinking to drive organizational effectiveness and business performance.
• Lead enterprise organizational design, operating model, and workforce optimization strategies that support business objectives, growth, and scalability.
• Drive organizational health, productivity, and effectiveness through data-driven assessment and continuous improvement.
• Lead strategic workforce planning to anticipate future talent, capability, and capacity needs.
• Advance future-of-work strategies that enhance workforce agility, skills readiness, and organizational resilience.
• Lead enterprise change management practices that enable successful transformation, adoption, and sustainable business outcomes.
• Coach and advise senior leaders to strengthen leadership effectiveness, team performance, culture, and employee engagement.
• Facilitate executive team alignment, effectiveness, and high-performance leadership practices that enhance organizational performance.
• Lead enterprise career development and capability-building strategies that accelerate growth, readiness, and internal talent mobility.
• Oversee performance management, talent review, and succession planning processes to strengthen organizational capability, leadership pipelines, accountability, and employee development.

• Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, Industrial/Organizational Psychology, or related discipline.
• 20+ years of progressive leadership experience in Organizational Effectiveness, Talent Management, Human Resources, or related fields.
• Significant experience leading enterprise-wide organizational transformation initiatives.
• Demonstrated expertise in organizational design, workforce planning, change management, leadership development, and talent management.
• Proven success advising executive leadership teams and influencing organizational strategy.
• Strong analytical, consulting, facilitation, and executive communication skills.

• Executive coaching certification and/or organizational development credentials preferred.

Does this sound like you? Apply now to take your first step towards living the Regeneron Way! We are committed to building a workplace with an inclusive culture. Regeneron is an equal opportunity employer and all  qualified applicants will receive consideration for employment without regard to race, color, religion or belief (or lack thereof), sex, sexual orientation, gender identity or expression, gender reassignment, marital or civil partnership status, civil status, pregnancy or parental status, age, disability, nationality, citizenship status, ethnic or national origin, membership of the Traveler community, familial status, genetic information, military or veteran status, or any other characteristic protected under applicable law. Where required, we will provide reasonable accommodation to applicants with known disabilities or chronic illnesses during the recruitment process, unless such accommodation would impose undue hardship.

Where necessary, we disclose salary ranges for roles in all countries in which we operate.  The final offer will be determined within the relevant range based on the country of employment, specific role level, and your skills and experience. In some countries, collective bargaining agreements (CBAs) may apply and influence certain elements of pay or benefits.  Regeneron offers a competitive and comprehensive total rewards package which may include, depending on country and role: annual bonuses or other incentive plans, equity awards, pension or retirement benefits, 401(k) company match, health and wellness programs, fitness centers, insurance benefits (e.g. medical, dental, vision, life and disability), paid time off, and family support benefits. For additional information about Regeneron benefits in the U.S., please visit https://careers.regeneron.com/en/working-at-regeneron/total-rewards/. For other locations, additional information will be provided during the recruitment process.  If you have any questions, please speak with your recruiter. 

Please be advised that at Regeneron, we believe we do our best work when we are together. For that reason, many roles are required to be performed on‑site. Please speak with your recruiter and hiring manager for more information about on‑site expectations for your role and location.

As part of the recruitment process, certain background checks may be conducted in accordance with the laws of the country where the position is based. The purpose of such checks is to verify certain information prior to the commencement of employment such as identity, right to work and educational qualifications.

For jobs in Canada: this posting is for an existing position.