14311 - VP, Global Workforce Strategy & Transformation (Virtual)
Together we change lives.
Kelly is a team of experts driven by our belief that the impact of the right person in the right job is limitless.
No matter where you are in your career journey you can apply your knowledge and passion to move people, organizations, and communities forward. You’ll have opportunities to grow your expertise and capabilities, both professionally and personally. As a team we celebrate inclusion, caring and collaboration. As a company we value your contribution, we work with integrity, and we always put people first - so your impact really will change lives.
Our Vice President, Global Workforce Strategy & Transformation is a rare opportunity to define the future of work at a publicly traded enterprise undergoing meaningful transformation. This executive will serve as a foundational architect of Kelly’s long-term workforce operating model — partnering directly with the C-suite to shape how the enterprise attracts, deploys, and develops talent across onshore, nearshore, offshore, and outsourced environments.
Reporting to the Chief People Officer with cross-functional partnership across enterprise leaders in HR, Finance, Tech, and AI, this executive brings rigorous strategic thinking, deep expertise in global workforce models, and the executive gravitas to drive alignment across a complex, matrixed organization. The successful candidate will be recognized as a trusted business partner — one who translates enterprise ambition into workforce reality.
Responsibilities:
- Architect a forward-looking, skills-based workforce strategy across all delivery models — onshore, nearshore, offshore, and outsourced — aligned to enterprise priorities and future-of-work imperatives
- Serve as a strategic co-author alongside business unit leaders, translating functional needs into workforce models that balance enterprise consistency with local execution agility
- Lead complex, large-scale transformation initiatives — spanning redeployment, reskilling, and organizational redesign — while sustaining workforce engagement and business performance
- Define the people strategy for blended workforces; establish accountability frameworks across internal teams and third-party partners to maintain quality, culture, and performance standards
- Design and institutionalize scalable global workforce models with governance structures, performance metrics, and continuous feedback loops that enable skills-based deployment at enterprise scale
- Function as a trusted advisor to the CEO, CPO, and CFO — bringing data-driven perspectives on global labor markets, workforce trends, competitor benchmarking, and enterprise risk
- Build and deploy skills architecture in practice — establishing systems for capability-driven planning, internal talent mobility, and workforce allocation across the enterprise
- Partner with marketing and communications to reinforce Kelly’s position as a thought leader in workforce strategy and the future of work
- Weave together the needs of multiple business units and global functions into a coherent, enterprise-wide workforce strategy without losing operational nuance
- Mobilize large organizations through ambiguity — driving adoption of enterprise workforce frameworks across business unit leaders and senior stakeholders
Knowledge, Skills, and Experiences:
- 15+ years of progressive senior leadership experience at the intersection of workforce strategy, organizational design, and enterprise transformation — ideally within a complex, global, publicly traded organization
- Demonstrable record of designing and operationalizing workforce strategies that meaningfully shift the cost, capability, and agility of an enterprise
- Deep expertise in global workforce models including onshore, nearshore, offshore, and outsourced environments, with a forward-looking point of view on workforce composition and digital enablement
- Proven ability to command credibility in the boardroom and build genuine partnerships across business units — operating as a true strategic partner, not a functional support role
- Data-driven decision-making capabilities with experience leveraging global labor market data, workforce analytics, and competitor benchmarking to inform enterprise strategy and C-suite advisement
- Hands-on experience deploying skills architecture in practice — building systems for capability-driven planning, internal talent mobility, and workforce allocation at scale
- Track record leading complex, multi-year global change programs with documented outcomes in workforce cost, productivity, and organizational capability
- Global mindset with experience navigating cultural, regulatory, and operational nuance across international markets and matrixed organizational structures
- Demonstrated comfort with ambiguity and ability to drive organizational alignment — translating enterprise strategy into actionable workforce frameworks and measurable outcomes
- Excellent executive communication and influencing skills, with a genuine passion for the future of work and the ability to translate complex workforce concepts for diverse audiences
- Commitment to diversity, equity, and inclusion, with the ability to design workforce strategies that build inclusive, equitable, and high-performing global organizations
Location: Virtual / Remote
Travel: 25% domestic and international
Base pay range for this position is $200,000 - $265,000 per year. Final annual compensation will be based on experience and may vary by geographic location.
Compensation package and benefits applicable to the position – understanding that each person has unique professional and personal needs focused on your total well-being. Our range of Benefits for full-time employees can be explored at: Kelly Services | People (benefitsatkelly.com)
Kelly is an equal opportunity employer committed to employing a diverse, equitable and inclusive workforce, including, but not limited to, race, gender, individuals with disabilities, protected veterans, sexual orientation, and gender identity. Equal Employment Opportunity is The Law.
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