What are the responsibilities and job description for the Vice President of Talent Assessment position at The Carlyle Group?
Basic information
Job Name:
Vice President of Talent Assessment
Location:
Washington, DC
Line of Business:
Human Capital Management
Job Function:
Investor Services
Date:
Friday, February 7, 2025
Position Summary
As Vice President, Talent Assessment, you will lead the strategic design, implementation, and continuous evolution of Carlyle’s talent assessment strategies, including talent calibration, promotions, and performance management frameworks globally. In this role, you will collaborate closely with executives, department leaders, and HR partners to align individual performance with organizational goals, driving firmwide growth and employee success.
Success in this role requires a blend of analytical thinking, strategic problem-solving, and a deep understanding of people-centric practices to unlock workforce potential.
Responsibilities
- Talent Assessment: Design and implement assessment frameworks that drive data-driven talent decisions.
- Talent Analytics: Leverage insights and predictive analytics to inform assessment and performance strategies.
- Talent Calibration: Lead talent calibration processes to ensure consistent and unbiased evaluations of employee potential and readiness.
- Performance Management: Oversee the development and execution of equitable performance frameworks that support business objectives and career growth.
- Promotion Readiness Assessment: Lead the design and execution of structured promotion frameworks, ensuring fairness and transparency.
- 360 Feedback and Instrumentation: Design and champion 360-degree feedback processes, tools, and methodologies to promote a culture of meritocracy and continuous improvement.
- Succession Planning: Over time, evolve this role to lead Carlyle’s succession planning strategy, ensuring a strong leadership pipeline for critical roles.
- Process Design and System Implementation: Develop and optimize talent management tools and processes to improve scalability, accuracy, and engagement.
- Collaboration: Partner with cross-functional leaders to address talent gaps, provide coaching recommendations, and align strategies with business priorities.
- Data-Driven Insights: Analyze performance and talent data to identify trends, generate actionable insights, and optimize talent management practices.
- Industry Trends: Partner closely with the Head of Talent AI Strategies & Best Practices and the Head of DEO to stay ahead of talent assessment trends and best practices.
Qualifications
To excel in this role, you should bring a depth of experience in performance management, talent assessment, and process design, along with a proven track record of delivering results in complex, fast-paced environments.
Required Experience:
- Leadership: 10 years of progressive experience in talent assessment or related fields, with at least 5 years leading the design and implementation of talent assessment processes, tools, and systems.
- Performance Management Expertise: Extensive experience designing and executing performance management and talent assessment frameworks, including 360 feedback tools and methodologies.
- Process Design and Implementation: Proven ability to develop scalable talent processes and tools that drive measurable business impact.
- Talent Calibration & Succession Planning: Expertise in facilitating talent calibration sessions and building succession planning strategies.
- HR Consulting: Experience partnering with and advising senior leaders to drive scalable, high impact, and commercial solutions.
- Data-Driven Decision-Making: Strong ability to leverage analytics to inform strategies, optimize practices, and provide actionable insights.
- Collaboration & Influence: Demonstrated ability to influence stakeholders and build trusted partnerships at the executive level.
Preferred Skills:
- Experience with psychometric tools and assessments.
- Change management expertise, including the ability to lead through organizational transformations.
- Strong business acumen with the ability to balance employee and organizational priorities.
Education Requirements
- Bachelor’s degree in Human Resources, Psychology, Business Administration, or a related field (required).
- Master’s degree, MBA, and/or PhD in Human Resources, Organizational Development, Industrial-Organizational Psychology, or a similar discipline (preferred).
- Relevant certifications (e.g., Data/Talent Analytics, Organization Development, Coaching, and/or talent assessment instrument certifications such as Hogan, MBTI, Clifton Strengths, etc.) are a plus.
Benefits/Compensation
The compensation range for this role is specific to Washington, DC, and takes into account a wide range of factors including but not limited to the skill sets required/preferred; prior experience and training; licenses and/or certifications.
The anticipated base salary range for this role is $165,000 to $180,000.
In addition to the base salary, the hired professional will enjoy a comprehensive benefits package spanning retirement benefits, health insurance, life insurance and disability, paid time off, paid holidays, family planning benefits and various wellness programs. Additionally, the hired professional may also be eligible to participate in an annual discretionary incentive program, the award of which will be dependent on various factors, including, without limitation, individual and organizational performance.
Due to the high volume of candidates, please be advised that only candidates selected to interview will be contacted by Carlyle.
Company Information
The Carlyle Group (NASDAQ: CG) is a global investment firm with $447 billion of assets under management and more than half of the AUM managed by women, across 612 investment vehicles as of September 30, 2024. Founded in 1987 in Washington, DC, Carlyle has grown into one of the world's largest and most successful investment firms, with more than 2,300 professionals operating in 29 offices in North America, Europe, the Middle East, Asia and Australia. Carlyle places an emphasis on development, retention and inclusion as supported by our internal processes and seven Employee Resource Groups (ERGs). Carlyle's purpose is to invest wisely and create value on behalf of its investors, which range from public and private pension funds to wealthy individuals and families to sovereign wealth funds, unions and corporations. Carlyle invests across three segments - Global Private Equity, Global Credit and Investment Solutions - and has expertise in various industries, including: aerospace, defense & government services, consumer & retail, energy, financial services, healthcare, industrial, real estate, technology & business services, telecommunications & media and transportation.
At Carlyle, we believe that a wide spectrum of experiences and viewpoints drives performance and success. Our CEO, Harvey Schwartz, has stated that, "To build better businesses and create value for all of our stakeholders, we are focused on assembling leadership teams with the strongest insights from a range of perspectives." We strive to foster an environment where ideas are openly shared and valued. By bringing together teams with varied expertise and approaches, we enjoy a competitive advantage and create a stronger foundation for long-term success.
Salary : $165,000 - $180,000
