VP Talent Management

KnowBe4 empowers the modern workforce to make smarter security decisions every day. Trusted by more than 70,000 organizations worldwide, KnowBe4 is the pioneer of digital workforce security, securing both AI agents and humans. The KnowBe4 Platform provides attack simulation and training, collaboration security, and agent security powered by AIDA (Artificial Intelligence Defense Agents) and a proprietary Risk Score.

The platform leverages 15-years of behavioral data to combat advanced threats including social engineering, prompt injection, and shadow AI. By securing humans and agents, KnowBe4 leads the industry in workforce trust and defense. The Vice President of Talent Management is taking on a function that has historically been focused on onboarding and sales training and enablement, and is charged with transforming it into a full-spectrum, strategic Talent Management organization.

This is a meaningful evolution: the team has done important work getting people started and enabling the revenue org, but the company now needs a function that owns the complete arc of talent — how people grow, how performance is developed and differentiated, who is ready for more, and how KnowBe4 builds the leadership capability it will need in the years ahead. The VP will lead this shift with intention — preserving what works in onboarding and enablement while building net-new capabilities in performance management, hi-potential identification, succession planning, and career development. This is not a lift-and-shift; it requires reorienting the team's charter, retooling its skills and processes, and raising the bar on what the function delivers to the business.

The VP will need to bring people along through that change while also moving quickly. Underpinning this transformation is a commitment to modern, integrated systems and intelligent automation. The VP will consolidate talent workflows within Workday and the LMS, eliminate manual and fragmented processes, and leverage agentic AI — for personalized learning recommendations, performance coaching nudges, skills gap analysis, and succession scoring — to scale the function's impact without adding operational complexity.

The result should be a leaner, smarter team that delivers more to employees and managers than the current model allows. This role serves as a key advisor to executive leadership on talent pipeline health, workforce development strategy, and the organizational capability required to meet KnowBe4's long-term goals.

Responsibilities

: Define and lead KnowBe4's global Talent Management strategy, integrating learning development, performance management, succession planning, hi-potential programs, and career development into a cohesive, data-driven function Own the end-to-end performance management lifecycle — goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement pathways — ensuring consistency and fairness across all geographies Design and execute a global hi-potential identification program, partnering with People Business Partners and senior leaders to build a robust internal talent pipeline; lead succession planning for critical and leadership roles across the organization Build and sustain career development frameworks — including career pathing, competency models, and internal mobility programs — that give employees clear growth trajectories and managers the tools to have meaningful development conversations Oversee the design and delivery of all manager and employee development programs, including onboarding, leadership development, management effectiveness, compliance training, and functional upskilling, ensuring programs are relevant, measurable, and globally accessible Own and optimize the Learning Management System (LMS) and all talent technology platforms; drive full integration with Workday (performance, learning, and succession modules) to create a seamless, unified talent experience and eliminate off-system workar