VP, Talent and Belonging

Talent Management

• Design and implement a fully integrated, enterprise-wide approach to talent programs, including onboarding, learning & development, performance management, promotions, and succession planning, with a focus on skills, career growth, and a high-performance culture
• Lead and scale PayPal’s global learning and development strategy, ensuring alignment with business and talent priorities
• Develop and deliver leadership development programs to build a strong pipeline of future leaders
• Partner closely with Compensation to evolve and implement pay-for-performance frameworks that reinforce a culture of accountability
• Establish standards and frameworks for talent planning, including assessment of potential, retention risk, critical roles, promotion pipelines, and actionable development plans
• Drive consistent, enterprise-wide standards for promotions, including executive-level processes
• Evolve toward a skills-based organization, including the maturation of our skills taxonomies, internal talent marketplaces, and workforce reskilling strategies aligned to PayPal’s future-of-work priorities
• Integrate AI and emerging technologies into talent management and learning strategies to drive personalization, scalability, and business impact
• Partner with the head of Workforce Planning & People Analytics to build a world-class talent analytics capability, leveraging predictive insights to inform workforce planning, retention, internal mobility, and leadership pipeline decisions
• Design and implement global career frameworks and internal mobility strategies to enable transparent career pathways and optimize deployment of talent across the organization
• Define and drive enterprise strategies to enhance leadership effectiveness and organizational culture, including measurement frameworks tied to business outcomes and employee experience

Diversity, Inclusion, Equity & Belonging

• Lead accountability routines with the Board, CEO, and executive leadership team to drive measurable progress against DIE&B goals, including oversight of Employee Resource Groups
• Design and implement programs that advance hiring, retention, and advancement outcomes, ensuring alignment with PayPal’s aspiration to reflect the customers and communities it serves
• Ensure global scalability and relevance of DIE&B initiatives, including expansion of Self-ID efforts in partnership with cross-functional and regional teams
• Activate and lead the DIE&B Business Council to embed inclusion and belonging into day-to-day business operations

Executive Succession and Pipelining

• Develop and execute executive succession strategies, including identification and development of high-potential talent, and oversee VP+ promotion processes
• Design and lead leadership development initiatives to prepare successors for critical executive roles
• Audit current and future leadership needs, identify pipeline gaps, conduct risk assessments and drive action plans to address gaps
• Engage regularly with the Board of Directors to provide updates on executive succession planning and promotion strategies
• Leverage data and analytics to measure the effectiveness and impact of succession planning efforts