VP Talent

Company Description

Who We Are

Cint is a pioneer in research technology (ResTech). Our customers use the Cint platform to post questions and get answers from real people to build business strategies, confidently publish research, accurately measure the impact of digital advertising, and more. The Cint platform is built on a programmatic marketplace, which is the world’s largest, with nearly 300 million respondents in over 150 countries who consent to sharing their opinions, motivations, and behaviours.

We are feeding the world’s curiosity!

Job Description

The Role

The Vice President of Talent will oversee all aspects of the talent lifecycle, including Talent Development, Employee Engagement, Culture & Values, Learning & Organizational Development (L&OD) and Talent Acquisition (TA).

Reporting to the Chief People Officer, this role will drive a strategic, data-informed talent agenda that aligns with global business goals, fosters organizational capability, and strengthens our culture. As part of a small team, the VP will be both a strategic leader and a hands-on contributor.

Key Responsibilities

Talent Development:

1. Design and implement career development programs to upskill employees and prepare high-potential talent for future roles.
2. Collaborate with People Partners to identify skill gaps and deploy targeted development initiatives that support business goals.
3. Define and evolve the company’s performance management philosophy in alignment with business goals, ensuring the process supports organizational culture, engagement, growth, and retention.

Employee Engagement:

1. Drive creative, hands-on initiatives to boost employee engagement, satisfaction, and retention across all regions.
2. Use data from engagement surveys and feedback mechanisms to craft tailored strategies and track their impact.

Culture & Values:

1. Embed the company’s culture and values into all talent practices, ensuring they resonate across a global workforce.
2. Innovate and adapt cultural initiatives to support the company’s growth while maintaining a collaborative, accountable environment.
3. Develop and Implement DEI Strategies: Create and execute DEI initiatives that align with the company's mission and business objectives, ensuring these principles are embedded throughout the employee lifecycle and reinforce the company culture and values.

Learning & Organizational Development (L&OD):

1. Design and deliver impactful training programs focused on leadership development, soft skills, and change management (no technical training).
2. Be creative in leveraging tools such as e-learning platforms, gamification, microlearning, and peer-to-peer coaching to enhance learning experiences.
3. Work closely with People Partners to ensure they effectively drive L&OD programs and tools into the business, aligning them with team and organizational needs.
4. Take a hands-on approach to support People Partners by training them in the use of Talent tools (e.g., Talent scans, succession planning frameworks, competency models) to build their capability and confidence.

Leadership & Team Management:

1. Lead a small, high-performing Talent team with a hands-on approach, stepping in to execute where needed while fostering collaboration and growth.
2. Partner with People Partners and others to integrate talent strategies into the broader business context.

Strategic Partnership:

1. Act as a trusted advisor to the CPO and senior leaders on talent matters, using a creative and pragmatic approach.
2. Work closely with People Partners to ensure seamless delivery of talent programs, providing hands-on support to embed tools and processes into the business.
3. Use data-driven insights to anticipate workforce needs and drive long-term talent planning.

Talent Acquisition (TA):

1. Transform TA into a strategic partner to the business, shifting from a tactical, execution-focused function to a proactive driver of talent strategy.
2. Leverage data analytics to optimize DEI, quality of hire, and cost per hire, ensuring measurable improvements in results.
3. Stay ahead of industry trends by implementing the latest hiring best practices and tools (e.g., AI-driven sourcing, predictive analytics, advanced applicant tracking systems) to attract top talent in a competitive tech market.
4. Partner with senior leaders and hiring managers to forecast talent needs, align hiring strategies with business priorities, and enhance employer branding globally.
5. Design and implement initiatives that improve the Employee Value Proposition.

Qualifications

What We Are Looking For

Experience:

1. Minimum of 15 years of progressive HR experience, with at least 5 years leading people and/or the Talent function.
2. Demonstrated success in a global setting, managing talent strategies across diverse regions and cultures.
3. Proven ability to elevate TA into a strategic function using data and cutting-edge tools to implement strategic hiring.
4. Experience in designing and delivering creative L&OD programs in a fast-paced environment.
5. Tech industry experience is a strong plus.

Education:

1. Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field (Master’s degree or equivalent preferred).

Skills & Competencies:

1. Expertise in Talent Assessment, with a focus on data-driven decision-making.
2. Strong L&OD background, with a creative flair for designing and delivering training programs.
3. Hands-on leader who thrives in a small-team environment, balancing strategy and execution.
4. Exceptional collaboration skills, particularly with People Partners, to drive talent initiatives.
5. Data-savvy, with the ability to translate analytics into actionable talent strategies.
6. Culturally astute, with experience in global, matrixed organizations.
7. Knowledge of employment laws and best practices across key regions.

Key Attributes:

1. Creative and innovative, with a passion for building talent solutions that stand out.
2. Hands-on and resourceful, comfortable rolling up sleeves in a lean team.
3. Strategic yet pragmatic, able to connect talent initiatives to business outcomes.
4. Collaborative and approachable, with a knack for building strong relationships with People Partners and managers.

Additional Information

Our Values

Collaboration is our superpower

1. We uncover rich perspectives across the world.
2. Success happens together.
3. We deliver across borders.

Innovation is in our blood

1. We’re pioneers in our industry.
2. Our curiosity is insatiable.
3. We bring the best ideas to life.

We do what we say

1. We’re accountable for our work and actions.
2. Excellence comes as standard.
3. We’re open, honest and kind, always.

We are caring

1. We learn from each other’s experiences.
2. Stop and listen; every opinion matters.
3. We embrace diversity, equity and inclusion.

More About Cint

In June 2021, Cint acquired Berlin-based GapFish – the world’s largest ISO certified online panel community in the DACH region – and in January 2022, completed the acquisition of US-based Lucid – a programmatic research technology platform that provides access to first-party survey data in over 110 countries.

Cint Group AB (publ), listed on Nasdaq Stockholm, this growth has made Cint a strong global platform with teams across its many global offices, including Stockholm, London, New York, New Orleans, Singapore, Tokyo and Sydney. (www.cint.com)