Title. Vice President

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1 Title Function Reports to Vice President Talent Management Co-President Advocate Insiders Founded by Scott Fogle and Tim Wise in 2001, Advocate is a management consulting and lifecycles services company headquartered in Atlanta, Georgia. In 2016, Advocate was recognized for the tenth consecutive year in the INC 5000 list of fastest growing private companies. In 2016, Advocate achieved over $100 million in cumulative revenue. Advocate targets $1-$10 billion enterprise clients in industries including financial services, healthcare, technology, retail, transportation, manufacturing, business services, and communications and media. Advocate s geographic reach extends to Europe, Asia-Pacific and Latin American markets through its work with multi-national enterprise clients. Advocate serves as a trusted advisor to its clients in the Connectivity and Cloud markets. With a reputation of quality long-term relationships and excellence in service, Advocate is focused on client satisfaction and growth. With a culture focused on providing its employees with a great home for success, Advocate s long-tenured team enjoys a fast-paced work place, and commitment to a work-life balance. Market and Opportunity The global market for IT infrastructure products and services is over $4 trillion. The market includes services, systems, software and hardware for compute, network and storage, data center, cloud services, outsourcing services, consulting services and associated maintenance services. While legacy, on-premises IT systems are well established across the global enterprise market, cloud-based systems and solutions are rapidly gaining market share. Advocate is positioned as a thought-leader, subject matter expert and trusted adviser leading our clients through this next stage of transformation. Function The VP-Talent Management ( VPTM ) is responsible for determining and leading the development and execution of the human resources strategy in support of the overall business plan and strategic direction of the organization. Advocate is currently 90 employees and $20 million in annual revenue. The company is targeting $40+ million in annual revenue by 2020 and over 200 employees. The VPTM strategy, execution and success will be an integral component of the company s success. The VPTM will own all areas of talent acquisition and management, succession planning, Talent service delivery, organization design, performance management, training and development, compliance and governance, and compensation. The VPTM provides strategic leadership by articulating Human Resource needs and plans to the executive management team. 1

2 Key Areas of Focus Talent Management Talent management includes building the quality and depth of talent, including a focus on succession and leadership/employee development. Based upon the Company s business strategy, goals and objectives, the VPTM will ensure there is a pipeline of talent to meet Company performance and growth objectives. This requires that turnover is managed effectively, that there is a broad and robust pool of potential external candidates to fill position openings, and that programs are established to develop the internal bench of talent to fill successively broader and more responsible positions. Additionally, VPTM must help ensure the Company retains high performing and high potential talent through the proper management of training and development opportunities, mentoring, coaching and the allocation of rewards. The focus on talent includes recruiting, hiring, staffing, training, developing talent and building capabilities, together with integrating, assessing, motivating and retaining skilled talent across the corporation. It also includes employee, management and executive development as well as succession planning. The VPTM is the key resource in working with the Co-Presidents and senior management succession. Build and manage efficient and effective processes and infrastructure for sourcing, screening, selecting and onboarding and deploying talent to support business needs, Determine and assess current and future skill requirements needed to support growth and develop strategies to close any critical gaps through training and development initiatives, Identify critical positions throughout the company and develop succession strategies and plans to ensure the continuity of essential business functions. Organization Development Organization development involves ensuring that the company has the internal capabilities and skills it needs to succeed with its business strategy. The VPTM is responsible for helping to develop organizational capabilities and capacity by addressing and managing skill development as required to support company business strategy and the requirements of the external business environment in which the Company operates. These skill requirements may include helping the organization to adapt to new technologies, sources of business and modes of communications that are essential to the success of the Company. Other capabilities may include adapting to regulatory or 2

3 government requirements, effectively leveraging the skills of a multi-generational workforce, adapting to change and operating effectively in different cultures and business structures. Consult with management on performance, organizational, and leadership matters. Provide talent expertise and own the company compensation systems. Conduct needs assessments to determine measures required to enhance employee job performance and overall company performance. Provide talent expertise in strategy development and execution, planning, and facilitation of management and employee initiatives. Oversee the design, development and delivery of training programs for management and employees. Culture Development Cultural issues include organizational change, agility, social networking, ethics and values, innovation, customer focus, employee engagement, diversity and inclusiveness, and multiculturalism. The VPTM has a leadership role in helping shape the culture of the company. Ensuring that the values of the company are communicated and understood at all levels, providing clarity as to the expected behavior of all employees and the development of a high performance culture are important aspects of the VPTM role. When an employee s behavior is inconsistent with the values of the company, the VPTM is responsible for ensuring that such situations are dealt with fairly. The VPTM also helps the organization establish and maintain high levels of employee engagement and commitment. Increasingly, Advocate is relying on external partners as well as merged and acquired companies as sources of innovation, capabilities and growth. Establishing a culture that is supportive of such external partnerships is an area where the Talent function plays an important role. Cultivating creative leaders - who can more nimbly lead in complex, global environments. Mobilizing for greater speed and flexibility - producing significantly greater capability to adjust underlying costs and faster ways to allocate talent. Capitalizing on collective intelligence - through much more effective collaboration and knowledge management across an increasingly global team. 3

4 Key Accountabilities Develop Talent plan and strategies to support the achievement of the overall company business objectives. Implement Talent plan that effectively communicates and supports the company s vision and strategic vision. Function as a strategic business advisor to the executive/senior management of each business unit or specialty group regarding key organizational and management issues. Working with the company s executive management, establish a sound plan of management succession that corresponds to the strategy and objectives of the firm. Develop comprehensive strategic recruiting and retention plans to meet the human capital needs of strategic goals. Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the company. Provide overall leadership and guidance to Talent function by overseeing talent acquisition, career development, succession planning, retention, training and leadership development, compensation and benefits. Qualifications Education: A BS/BA degree from an accredited college/university or equivalent. MBA/MA/PHR or SPHR preferred. Work Experience: Requires a human resources executive with a minimum of 15 years of experience, who will be able to strategically and tactically evaluate and implement Talent related programs and initiatives; be able to work with a variety of organizational leadership to build consensus around Talent strategy and tactics; have a demonstrated background in talent management and leadership management; as well as have a proven ability to attract and retain outstanding talent and assemble and motivate high performance teams. 15+ years of diverse business, leadership and technical experience that is relevant to Advocate; International business experience in the communications or IT industry preferred. In depth knowledge and experience with the latest talent service delivery systems and technology. 4

5 Other Skills and Abilities: Must have the ability to bring immediate credibility to the human resources function through his/her professional qualifications and leadership skills as well as project the highest levels of integrity. Superior interpersonal communication and presentation skills as well as proven organizational skills are required. Strong fit with Advocate culture, values and/or prior successful working experience with the company co-founders. Outgoing, articulate and passionate people person with the ability to lead, coach and develop people across all levels of the organization. Ability to travel as needed, approximately 10% or less. Strong Microsoft Office application skills (MS Outlook, Word, Excel, PowerPoint). Organization and Position Related Competencies Organization-Wide Customer Focus Partnering/Teamwork Integrity/Ethical Standards Position Specific Business Acumen Technical Knowledge Coaching & Developing People Sourcing, Recruiting and Assimilating People Project Management Relationship Building Systems Thinking Change Leadership Business Acumen Technical Knowledge 5

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