Vice President Talent Management

Our Story

J.Crew gets you dressed every day, for every occasion. 

Since 1983, we’ve been creating classics that feel familiar and refreshingly new, crafted with unbeatable quality and distinctive point of view—it’s no wonder we’ve been in your closet for four decades and counting.

Today, we continue to do the classics our way, inspiring not only how you shop but how you define your personal style. Our commitment runs deeper than just making great clothes—we’re proud of our role in getting you dressed with confidence, character, and celebrating a distinctly American sensibility that makes us who we are. 

Our dedication to Diversity, Equity, Belonging & Sustainability has been celebrated with industry recognition, reflecting our commitment to fostering an inclusive and sustainable workplace.

Position Overview

J.Crew Group seeks an accomplished Vice President of Talent Management to define and lead the enterprise-wide talent and organizational strategy. Reporting directly to the Chief Human Resources Officer, this role will serve as a key strategic partner to executive leadership - driving associate performance, engagement, and organizational health across J.Crew, J.Crew Factory, and Madewell.

This role will lead innovative talent development strategies, learning & leadership programs, succession planning, organizational design, and cultural transformation initiatives across our brands. The VP will play a key role in shaping a forward-thinking organization while fostering an inclusive culture of continuous learning and mobility.

Talent Strategy & Succession Management

• Serve as a trusted advisor to executive leadership on talent strategy, organizational health, culture, and leadership development.
• Lead enterprise talent strategy, including succession planning, workforce planning, and high-potential development for future-ready leadership pipelines.
• Drive and streamline performance review cycles and development plans across all levels, ensuring proactive identification and growth of critical talent.
• Integrate talent management practices with strategic business priorities, ensuring J.Crew Group’s workforce is agile, skilled, and prepared for the company’s continued evolution.
• Build robust succession plans for critical roles and develop emerging leaders through tailored coaching.
• Leverage analytics in partnership with HRIS to identify future capability needs, guide talent investment, and shape leadership readiness.
• Partner with business leaders to ensure consistent yet individually relevant talent practices across corporate, store, distribution, and customer care environments.

Organizational Development & Design

• Influence senior leaders and provide them with tools to foster a high-performance, inclusive, and growth-oriented culture that aligns with overarching business strategy.
• Enhance organizational effectiveness through structure optimization, workforce planning, and role design that supports scalability and innovation.
• Lead change management and cultural transformation initiatives that align the company’s organizational structure with its strategic goals.
• Advise senior leaders on organization design principles, ensuring agile operating models that drive collaboration and performance.

Learning & Development (L&D)

• Architect the enterprise learning and development strategy, delivering innovative, scalable, and human-centered programs that drive growth and engagement.
• Design and oversee engaging training, skill building (upskilling/reskilling), and career pathing programs that build capability across levels—from store leaders to senior executives.
• Partner with leaders to embed a culture of learning, mobility, and career growth, linking development to performance and retention.

Performance & Engagement

• Develop and lead performance management strategy to focus on continuous feedback, accountability, and development plans.
• Leverage engagement surveys and sentiment analyses to shape culture initiatives that drive inclusion, belonging, and empowerment.
• Partner with Total Rewards and HR Business Partners to ensure performance outcomes are linked with reward, recognition, and advancement.
• Champion innovative employee programming with a focus on boosting morale, recognition, and retention across the organization.

Data, Analytics & HR Technology

• Harness analytics and HR technology (Workday HCM) to inform talent decision-making, measure culture programming ROI, and forecast workforce needs.
• Create talent dashboards and metrics that tie directly to business performance and organizational goals.
• Leverage insights to continuously improve training programs, leadership pipelines, and succession readiness.

Core Competencies

This role requires demonstrated excellence in the following leadership competencies.

• Strategic & Innovative Mindset: Anticipates future organizational needs and designs forward-thinking talent solutions.
• Influences & Inspires: Builds trust and credibility with the executive leadership team and key stakeholders to drive adoption of talent and culture strategies.
• Drives Transformation: Leads cultural and organizational change that enables long-term growth and competitiveness.
• Data-Driven Leadership: Uses people analytics and insights to evolve enterprise programs and measure impact.
• Develops Talent: Coaches and develops leaders with an eye toward building future readiness.
• Builds Culture & Belonging: Champions a culture of openness, inclusion, and ongoing learning across the workforce.
• Plans & Aligns: Develops comprehensive implementation plans that align resources, timelines, and stakeholders while ensuring that talent management initiatives support broader organizational priorities and strategic objectives.
• Instills Trust: Gains the confidence and trust of executives, Board members, associates, and partners through demonstrated integrity, transparency, authenticity, and consistent follow-through on commitments.

Qualifications

Required:

• Minimum 12-15 years of progressive experience in talent management, organizational development, learning & development, and succession planning with at least 5 years in a senior leadership role.
• Proven track record leading Talent Management functions in complex, multi-unit organizations with diverse workforce populations including hourly and salaried associates.
• Demonstrated experience influencing, leading and implementing enterprise talent strategies.
• Deep expertise in leadership development, performance management programs, and workforce planning analytics.
• Strong ability to integrate talent strategies with business objectives and drive measurable culture transformation.
• Exceptional strategic thinking, relationship-building, and communication skills with influence at all levels.
• Strong analytical capabilities with proven ability to leverage data analytics and technology to drive insights and improve decision-making
• Excellent strategic thinking, communication, influence, and relationship-building skills with ability to engage effectively at all organizational levels

Preferred:

• Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or related field; advanced degree (MBA, MS, MA in Organizational Development) preferred.
• Experience in retail, consumer, or multi-unit environments with diverse frontline and corporate populations.
• Experience leading organizations through transformation, growth, or restructuring with ability to balance innovation and stability
• Familiarity with Workday HCM and modern HR analytics tools.
• Professional certifications such as CPTD, SHRM-SCP, or CCMP (Change Management) preferred.

We welcome you to apply, even if you don't check all the boxes. Our passion is scouting life-long learners who are driven by curiosity, and who feel connected to our brands and share our desire to make an impact. We’re always seeking bright new talent who leverage their unique experiences to discover, grow and evolve with our teams.

Benefits + Perks

• Health & Well-being - Eligible associates and family members receive medical, dental, prescription and vision insurance, family planning (fertility, adoption & surrogacy support), fitness discounts, medical travel and more.

• Associate Discount - We love our products just as much as you do! That’s why we offer a great associate discount across all of our brands (J.Crew, J.Crew Factory, and Madewell).

• Summer Fridays - In addition to our hybrid work model, we also close our office at 1:00 PM every Friday during the Summer months.

• Community Impact - We support the communities where we live and work through our philanthropic efforts and the J.Crew Cares Program.

• Winter Break - In addition to our PTO package, J.Crew Group offers a winter break at the end of December to eligible full-time associates at the Home Office to provide time to refresh and recharge.

Note: Availability of these benefits and perks may be subject to work location & employment type and may have certain eligibility requirements.

At J.Crew Group (JCG) we aim to pay competitively for our company’s size and industry. The base salary offered will take into account internal equity and may vary depending on the candidate’s geographic region of work premises, job-related knowledge, skills, and experience among other factors.  The base salary is just one component of J.Crew Group’s competitive total rewards strategy that also includes the opportunity for bonus, competitive benefits and perks.

One of our core focuses here at JCG is creating a community and culture that builds belonging. We are deeply committed to our Diversity, Equity and Inclusion efforts, and we warmly welcome job applicants of all backgrounds.

JCG is proud to affirmatively provide equal opportunity to all associates and qualified applicants without regard to race, color, religion, national origin or citizenship, age, sex, marital status, ancestry, legally protected physical or mental disability, veteran status, gender identity, sexual orientation or any other basis protected under applicable law.