GVP, Talent and Learning

Position: GVP, Talent and Learning Who We Are Since 1995, Mediacom Communications has grown to become the 5th largest cable operator in the United States and a leading gigabit broadband provider to smaller markets. With a team of over 3,900 dedicated professionals, we are committed to bridging the digital divide between America's major cities and its smaller regions. Our fiber-rich network allows us to deliver high-speed data, video, phone, and mobile services to over 3 million households and businesses across 22 states. At Mediacom, we are passionate about growth and innovation. We offer faster, more reliable internet service, expanded digital and HD TV choices, and advanced home security and phone solutions. As we continue to expand, we strive to remain at the forefront of delivering cutting-edge entertainment, communications, and internet products. To achieve this, Mediacom Communications seeks talented professionals to partner with us to meet these challenges and realize what we can imagine. Take the next step toward a dynamic and rewarding career with Mediacom Communications. Position Overview Mediacom is establishing the Group Vice President, Talent and Learning to lead the enterprise build-and-buy talent agenda: attracting, assessing, developing, deploying, and managing the talent the business needs to compete. Reporting to the Executive Vice President, Human Resources, and serving as a key senior leader on the HR Leadership Team, the GVP owns core connected disciplines - Talent Acquisition, Talent Management, Performance & Succession, and Learning & Leadership Development - and unites them into one integrated talent system for Mediacom's U.S. employee population of approximately 3,000 employees across 22 states. The Group Vice President is accountable for the strategy, design, and day-to-day execution of these functions and for the measurable results they deliver to the business. Establishing baselines, setting targets, and managing the function against a clear set of talent metrics. This GVP ensures Mediacom consistently has the right people in the right roles at the right time; that hiring is fast, high-quality, compliant, and cost-effective; that employees have clear paths to develop and advance; that performance is managed fairly and rigorously; and that talent decisions are grounded in workforce data and demonstrably tied to business performance. Succession pipelines are visible for leadership and business-critical roles; and that learning investments build the capabilities the business needs now and in the future. The GVP works in close partnership with leaders across corporate and field operations, with Finance, and with the broader HR organization to make talent a durable source of competitive advantage across a large, geographically distributed workforce.

Position Responsibilities:

Talent Acquisition & Recruiting · Develop and execute a comprehensive talent acquisition strategy aligned with business goals, spanning corporate roles, high-volume field and frontline hiring (DSR, technician, customer care, etc.), the internship and early-career program, and all full-time roles. · Audit current recruiting and onboarding processes to identify and close gaps and implement process improvements; develop standard written recruiting operating procedures to drive consistency across markets and functions. · Oversee executive recruitment efforts, ensuring a high-touch, confidential, and effective process; manage a positive full-cycle interview experience for candidates and hiring managers while ensuring compliance with company and legislative policies. · Lead, mentor, and develop a team of recruiters to source high-quality candidates in a timely manner. · Implement an effective strategy for the use of external recruiting agencies, contract recruiters, RPO, and executive search firms to ensure appropriate attention to business-critical roles. · Define recruiting goals, KPIs, and dashboards; establish baselines and targets and report hiring effectiveness and efficiency - including time-to-hire and quality-of-hire - to business leaders on a regular cadence. · Partner with HR Business Partners and Finance on talent demand, hiring forecasts, and critical-role pipeline needs that inform enterprise workforce planning. · Leverage the company's recruiting technology and applicant tracking system to streamline and enhance recruitment processes and reporting, and monitor and analyze key talent metrics to inform strategy and improve outcomes. · Work with key pipeline partners to actively source qualified candidates for the diverse needs of the business and develop a pipeline of internal candidates to promote the growth and development of the current workforce. · Support the annual corporate audit with respect to hiring practices and provide hiring managers with training on compliant and inclusive hiring practices. · Provide consultative support with timely follow-up and follow-through for the business and key partners and stay current on industry trends and best practices in talent acquisition.

Learning, Leadership & Capability Development · Develop and execute comprehensive enterprise learning, leadership, and capability-development strategy aligned with business goals, spanning frontline onboarding and ramp, role and technical certification, manager effectiveness, and leadership development. · Audit and lead the continuous improvement and governance of enterprise learning processes, establishing standards, operating procedures, and quality controls that drive consistent, scalable, high-quality learning delivery across corporate and field operations. · Design and scale learning delivery across digital and field channels, build leadership-development experiences, and create scalable pathways for internal mobility and career growth. · Provide managers with training and toolkits to strengthen coaching, people leadership, and compliant, inclusive practices. · Define learning goals, KPIs, and metrics - such as onboarding ramp time, adoption, completion, and leadership bench strength - to measure impact and continuously improve outcomes. · Partner with business leaders and HR partners to prioritize capability building and leadership development against enterprise needs. · Leverage the company's learning technology (LMS) to streamline delivery and reporting, and manage relationships with external learning and content partners. · Stay current on industry trends and best practices in learning and leadership development. · Establish an enterprise leadership capability framework that defines the skills, behaviors, and expectations required at each leadership level, and align leadership development, assessment, and learning experiences to those capabilities. · Leverage emerging learning technologies, including AI-enabled capabilities, to create more personalized development experiences and scale learning across the organization

Talent Management, Performance & Succession · Develop and execute an enterprise management, performance, and succession strategy aligned with business goals, including talent reviews, calibration, and succession planning for leadership and business-critical roles. · Own the performance management philosophy, framework, cycle, and tools, and drive a fair, rigorous, pay-for-performance and continuous-feedback culture in partnership with Total Rewards and HR partners. · Lead the continuous improvement and governance of enterprise performance management and talent review processes, establishing standards, operating procedures, and manager tools that drive rigor, consistency, and accountability across the enterprise. · Define goals, KPIs, and metrics - such as succession coverage, internal fill rate, high-performer retention, and performance-cycle completion - to measure talent health and continuously improve outcomes. · Partner with HR partners and business leaders to build internal mobility, career pathing, and critical-skill pipelines, while providing talent insights that inform enterprise workforce planning. · Establish assessment approaches for selection, development, and succession decisions, and provide consultative support to leaders on talent and performance matters. · Stay current on industry trends and best practices in talent management and performance.

Leadership & Operations · Build and own an enterprise talent scorecard and dashboards that track recruiting, learning, performance, and retention metrics against baselines and targets. · Quantify the impact and ROI of talent investments - cost-per-hire, quality-of-hire, ramp time, program effectiveness - and use analysis to prioritize resources. · Translate business demand, recruiting trends, succession risk, and capability gaps into talent insights for HR Business Partners, Finance / FP&A, and the EVP, Human Resources. · Own the budget, operating discipline, and vendor governance for the Talent + Learning function across recruiting, learning, assessment, and technology partners. · Build, lead, and develop a high-performing team, and establish clear standards and service expectations for the function. · Consistently collaborate with HR partners and business leaders and establish relationships with senior leaders and client groups to fully understand their objectives. · Contribute to enterprise people strategy and governance as a member of the HR Leadership Team.

Qualifications

· 15+ years of progressive HR/talent experience, including senior leadership of talent acquisition, talent management, performance, succession, and learning/leadership development - a proven integrated talent leader, not a specialist in only one. · Enterprise leadership within a large, distributed, field-based workforce - cable/telecom, retail, logistics, hospitality, field services, or similar high-volume/frontline environments strongly preferred. · Demonstrated ownership of high-volume/frontline hiring and of agency, RPO, MSP, and executive-search governance. · Track record building talent management, succession, performance, and leadership development at scale. · Balances internal development and external hiring; commercially grounded, data-driven, and outcomes-focused. · Fluent in talent metrics and analytics, with a track record of managing a function against KPIs, baselines, and targets. · Proven ability to integrate talent acquisition, talent management, performance, succession, and learning into one operating system. · Comfort operating in a fast-moving, cost-disciplined, privately held environment, with willingness to travel to field markets. · Bachelor's degree required; advanced degree and/or relevant certifications preferred.

SKILLS & TRAITS

· Strategic Talent Agility: Anticipates workforce and hiring-market shifts; translates business strategy into actionable build + buy, succession, performance, and capability-development plans; acts with appropriate speed and urgency in a fast-moving, field-based business. · Operational Excellence: Builds scalable, standardized recruiting, onboarding, learning, and performance processes; drives accuracy, controls, compliance, and continuous improvement. · Analytical Rigor: Uses data to inform decisions, quantify trade-offs, and demonstrate impact; manages the function against clear talent KPIs, baselines, and targets. · Customer & Stakeholder Focus: Represents the voice of hiring managers, employees, and the field; balances enterprise standards with local market needs; reads talent-market dynamics market by market. · Influence & Collaboration: Aligns HR, finance, operations, and business leaders; builds consensus without direct authority; frames complex talent trade-offs clearly for executive audiences. · Talent & Team Leadership: Builds and develops high-performing teams; sets clear standards and priorities; fosters a data-driven, accountable, people-first culture.

Disclaimer: The salary range for this position is $170,000.00 - $270,000.00. When making a job offer, we consider several factors in our determination, such as years of related work experience; relevant skills and qualifications; education level; and certifications/licenses.

Company Benefits:

At Mediacom, we believe that your success is our success, providing you the Power to Succeed in your career. That's why we offer a comprehensive benefits package designed to support and enhance both your personal and professional life. You'll find many advantages to joining the Mediacom team such as:

• Comprehensive Health Coverage: Including health, vision, and dental insurance to keep you and your family healthy.
• Education Enrichment: Up to $5,000 per year for professional development and educational advancement.
• 401(k) Retirement Plan: With a generous company match to help you plan for your future.
• Paid Time Off: Including vacation, holidays, and flexible paid time off to ensure work-life balance.
• Employee Discounts: Enjoy discounts on Mediacom services where available or receive a reimbursement for internet/cable services in areas where Mediacom isn’t offered.
• Ongoing Training and Professional Development: To help you grow in your career and achieve your professional goals.
• And Much More: Additional benefits and perks!

Join the Mediacom team and experience how we’re committed to your career growth and overall well-being. Our Awards: Mediacom is proud to have received the following recognitions: 2024, 2023, 2022, and 2021 Best Managed Companies, 2019 Best Company for Women to Work, 2017 Best Company for People of Color and Women to Work, Content & Connectivity Human Resources (C2HR)’s 2021 Social Impact Award.

Who you are matters here:

Mediacom Communications Corporation is an Equal Opportunity/Affirmative Action Employer. We are committed to Equal Employment Opportunity (EEO) for all employees and applicants for employment. Mediacom Communications Corporation prohibits discrimination and harassment based on race, national origin, religion, age, color, sex, disability, or protected veteran status, or any other characteristic protected by local, state, or federal laws, rules, or regulations. These protections extend to all employment policies, practices, and actions, including, but not limited to, recruitment and hiring; job assignments; performance management; rewards; promotions; training and development; reassignments; discipline; and separations.