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We are Generac, a leading energy technology company committed to powering a smarter world.

Over the 60 plus years of Generac’s history, we’ve been dedicated to energy innovation. From creating the home standby generator market category, to our current evolution into an energy technology solutions company, we continue to push new boundaries.

The Vice President of Talent Management, Learning, and Community is a senior leadership role responsible for driving and overseeing the organization’s talent management strategy, learning and development programs, and community engagement initiatives. This role involves shaping the future of the workforce by creating systems and processes for attracting, developing, and retaining top talent while promoting a collaborative, inclusive, and high-performance organizational culture. The VP works closely with senior leadership to align talent strategies with business goals, create a culture of continuous learning, and foster community and engagement across the organization.

This position is a key member of the HR leadership team and reports directly to the EVP of Human Resources to provide strategic vision and leadership for the design, development, and administration of our programs.

Primary Purpose:

The Vice President of Talent Management, Learning, and Community is a senior leadership role responsible for driving and overseeing the organization’s talent management strategy, learning and development programs, and community engagement initiatives. This role involves shaping the future of the workforce by creating systems and processes for attracting, developing, and retaining top talent while promoting a collaborative, inclusive, and high-performance organizational culture. The VP works closely with senior leadership to align talent strategies with business goals, create a culture of continuous learning, and foster community and engagement across the organization.

This position is a key member of the HR leadership team and reports directly to the EVP of Human Resources to provide strategic vision and leadership for the design, development, and administration of our programs.

Major Responsibilities:

Talent Development: Lead the design, development, and execution of talent management strategies across the entire employee lifecycle, including performance management, leadership development, and succession planning.

Workforce Planning: Ensure that the organization has the right talent in place to meet current and future business needs, including analyzing workforce trends, identifying skills gaps, and developing strategies for filling critical talent needs.

Retention Strategies : Develop and implement retention strategies that focus on employee engagement, career growth opportunities, and fostering an inclusive, motivating work environment.

Learning Strategy: Establish and oversee a company-wide learning and development strategy that aligns with organizational goals and supports continuous employee growth and skill development.

Leadership Development : Build and sustain leadership development programs to cultivate current and future leaders, ensuring a strong leadership pipeline.

Learning Culture : Promote and cultivate a culture of continuous learning by supporting innovative learning technologies, content development, and external learning partnerships.

Training Metrics : Monitor and evaluate the effectiveness of learning programs, ensuring measurable impact and alignment with the organization’s evolving needs.

Organizational Culture : Champion the development and maintenance of a positive, inclusive, and high-performing organizational culture, aligned with company values and goals.

Employee Engagement : Drive initiatives aimed at improving employee engagement, promoting a healthy work-life balance, and enhancing organizational commitment.

Lead and implement initiatives, ensuring that the organization nurtures a diverse workforce while fostering an inclusive and supportive work environment.

Guide and enhance employee involvement in sustainability initiatives, aligning employee values with community outreach and organizational impact.

Partner with executive leadership to align talent, learning, and community strategies with broader organizational objectives, providing insights and guidance on human capital matters.

Work closely with leaders to develop integrated talent and organizational initiatives that drive business success.

Superior ability to communicate, influence, persuade, build trust, and gain the confidence of and advise all levels of the organization up to and including the Executive Leadership Team and Board of Directors

Designs and directs the work of the functional area. Selects, coaches, and develops the team, setting objectives that align with company strategy to inspire and motivate the team. Manages organizational talent through performance management, succession planning, and development. Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.

Develops and directs operating and capital budgets and controls expenditures within approved budget objectives.

Use data and analytics to measure and optimize talent management, learning, and engagement programs. Track key performance indicators (KPIs) related to employee performance, development, and retention.

Prepare and present regular reports on the effectiveness of talent management and learning programs to senior management, recommending adjustments and improvements where necessary.

Minimum Job Requirements

Education:

• Bachelor’s degree in human resources, business administration, organizational development, or a related field is required.

Work Experience

• 12 years of progressive experience in talent management, learning and development, or related HR functions.

• Proven experience in designing and implementing strategic talent management and leadership development programs in large, complex organizations.

• Extensive experience in managing cross-functional teams, driving organizational culture, and overseeing diversity and inclusion initiatives.

• Experience with HR analytics, metrics-driven decision-making, and reporting.

• 5 years M&A experience

Knowledge / Skills / Abilities

• Proven attention to detail, analytical abilities, consistent follow-through, and strong project management and communication skills.

• Superior planning, time management, and organizational skills;

• Exceptional and engaging presentation and verbal communication skills

• Strong and concise written skills;

• Able to effectively and efficiently multi-task and triage multiple priorities; Excellent Communication skills;

• Expert Level Experience with team building and leadership skills;

• Ability to work in a global team environment and make independent decisions.

• Strong leadership, strategic thinking, and problem-solving skills.

• Experience driving culture change initiatives with measurable impact on employee satisfaction, performance, and retention.

• Exceptional communication, interpersonal, and presentation skills, with the ability to influence and collaborate effectively at all levels.

• Ability to thrive in a fast-paced, changing environment while maintaining a focus on long-term objectives

Preferred Job Requirements

Education

• A master’s degree or MBA is preferred.

Work Experience

• 5 years global experience

Physical Demands : While performing the duties of this job, the employee is regularly required to talk and hear; and use hands to manipulate objects or controls. The employee is regularly required to stand and walk. On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 - 50 pounds. Specific conditions of this job are typical of frequent and continuous computer-based work requiring periods of sitting, close vision and ability to adjust focus. Occasional travel.

“We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.”

Our success is directly tied to our employees’ professional growth and personal well-being, combined with strong families and communities. As an inclusive workplace, our employees embrace diversity, celebrate differences, and treat others with equality and respect.

Over the 60 plus years of Generac’s history, we’ve been dedicated to energy innovation. From creating the home standby generator market category, to our current evolution into an energy technology solutions company, we continue to push new boundaries.

As one of the leaders and largest suppliers of power generation equipment and technology, the work we do touches millions of lives. Employees at Generac are encouraged to be innovative and are valued as an integral part of our global team. Our challenging goals develop knowledgeable employees dedicated to helping continue Generac’s success. Generac provides individuals the opportunity to work in a fast-paced agile work environment where their work makes a difference in people’s lives and their own.