Workforce Skills & Talent Readiness Director

Company Description
It all started in sunny San Diego, California in 2004 when a visionary engineer, Fred Luddy, saw the potential to transform how we work. Fast forward to today - ServiceNow stands as a global market leader, bringing innovative AI-enhanced technology to over 8,100 customers, including 85% of the Fortune 500®. Our intelligent cloud-based platform seamlessly connects people, systems, and processes to empower organizations to find smarter, faster, and better ways to work. But this is just the beginning of our journey. Join us as we pursue our purpose to make the world work better for everyone.
Job Description
With 39% of core skills projected to change by 2030 and 59% of the workforce needing reskilling, skills intelligence has become paramount. This role converts that reality into action - shifting executive conversations from guesswork to clear business cases for talent readiness.
The Workforce Skills & Talent Readiness Director serves as the strategic bridge between foundational skills intelligence and executive-ready products with measurable business value. This role combines strategic planning expertise with operational rigor, translating skills taxonomy, ontology, and capability insights into compelling use cases, playbooks, learning priorities, and sprint-based pilots for executive leadership.
This position requires a strategic operator who moves fluidly between architecture and execution. While functional teams define what "great" looks like, this role propels it across the organization. The Director owns portfolio management, use case prioritization, and executive playbook development - driving sprint pilots and converting capability data into measurable business impact.
Beyond operational leadership, this leader serves as a strategic thought partner to the VP - supporting the full range of demands and helping shape the organization's evolving agenda.
Key Responsibilities Portfolio Strategy & Use Case Prioritization
Own identification and prioritization of the highest-value use cases for skills intelligence. Balance immediate wins that build trust and credibility against longer-term initiatives with strategic impact. Maintain a portfolio view across all talent readiness demands, ensuring resources align to moments that matter. Prioritize early wins that demonstrate value before scaling to enterprise-wide transformation. Apply a holistic lens addressing technical skills, AI skills, and human skills as interconnected dimensions of talent readiness.
Skills COE Integration & Governance Partnership
Partner with the Skills Center of Excellence to ensure taxonomy, ontology, and governance foundations translate into usable strategic products. Bridge foundational infrastructure and executive-facing deliverables. Convert skills mapping accuracy and coverage metrics into narratives that resonate with business leaders. Champion governance-before-scale - ensuring pilots meet data quality thresholds before enterprise rollout.
Executive Playbook Development
Develop executive-ready playbooks that shift leadership discussions from intuition to evidence-based business cases. Create deliverables such as the "perfect anatomy of a seller" or "ideal developer profile" - grounded in the understanding that AI is a job shaper, not a job destroyer. Make talent readiness tangible and actionable. Align with Talent Readiness Narrative team and Skills COE on data foundations. Own the strategic product development process - evolving playbooks as pilots generate new insights.
Talent Readiness Dashboard
Own design, build, maintenance, and evolution of the Talent Readiness Dashboard. Partner with People Analytics to translate workforce data into executive insights. Define success metrics connecting skills readiness to business outcomes (time-to-productivity, quality transitions, talent pool expansion). Ensure the dashboard becomes the system of record for workforce intelligence, driving executive decisions on hiring, learning, and mobility priorities.
Global People Ecosystem Orchestration
Coordinate across ServiceNow University, HRBPs, Learning & Development, and Strategic Workforce Planning to synchronize skills and talent readiness initiatives. Serve as connective tissue: ensure SNU curriculum reflects taxonomy priorities, HRBPs surface demand signals, and Learning designs against validated capability gaps. Build bridges, create informal networks, and increase shared accountability across teams with competing priorities. Partner with PMO (pooled resource from People Operations) to oversee workforce intelligence workflows.
Pilot Execution & Impact Measurement
Drive sprint pilots through disciplined program management. Prioritize use cases with clear benchmarks: onboarding acceleration, talent pool expansion, skills match accuracy. Establish KPIs connecting skills readiness to business outcomes. Ensure measurement shifts from training completion to transformation milestones - from gap analysis to transition readiness. Prove ROI before scaling initiatives enterprise-wide.
Strategic Support to VP
Serve as strategic advisor and thought partner on the full range of demands - managing team OKRs, preparing executive materials, conducting scenario planning, supporting organizational design decisions, and developing stakeholder strategies. Help shape the evolving agenda as the function matures from 0→1 capability building to scaled enterprise infrastructure.
Qualifications

• 12+ years in corporate strategy, talent management, learning & development, organizational transformation, or enablement. Demonstrated ability to apply strategic rigor to workforce and talent challenges in large, complex organizations.
• Proven track record operating at executive level. Ability to translate strategic priorities into operational playbooks, executive briefings, and actionable recommendations that drive adoption and measurable outcomes.
• Strategy experience that brings focus and clarity in complex, cross-functional environments where ambiguity is high and alignment must be earned - partnering effectively across functions with different priorities and timelines.
• Demonstrated ability to prioritize across competing demands - distinguishing immediate credibility-building wins from long-term strategic impact and identifying the moments that matter most.
• Experience building measurement architectures or analytics frameworks for enablement or learning programs. Instinct to define success criteria upfront, connect business priorities to capability requirements, and use data to demonstrate value - not just report on activity.
• Experience creating cross-functional governance structures - councils, working groups, alignment forums - that drive shared accountability without direct authority.

Essential Capabilities

• Strategic Thinking: Ability to see interdependencies across complex organizations and apply critical thinking to multi-dimensional challenges. Designs solutions accounting for upstream and downstream impacts - including the interplay between technical skills, AI skills, and human skills across the global workforce.
• Executive Influence: Skilled at leadership communication - building credibility with HR and business leaders, translating talent and learning concepts into business language, and driving decisions without direct authority. Comfortable operating at P5 level and synthesizing complex inputs into clear recommendations.
• Collaborative Leadership: Proven ability to lead group problem-solving in matrixed environments. Builds bridges across HR, Learning, and business teams. Creates informal networks, fosters shared accountability. Aligns diverse stakeholders toward outcomes no single team could achieve alone.
• Creative Problem-Solving: Approaches challenges with creative thinking. Thrives in ambiguity - structures problems, proposes novel frameworks, and iterates based on feedback. Sees possibilities where others see constraints.
• Relentless Curiosity: Embodies the principle of going to bed smarter than when you woke up. Continuously learns, questions assumptions, and stays ahead of how AI, learning innovation, and workforce trends reshape the talent landscape.

Additional Information
Work Personas
We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to ServiceNow employees depending on the nature of their work and their assigned work location. Learn more here . To determine eligibility for a work persona, ServiceNow may confirm the distance between your primary residence and the closest ServiceNow office using a third-party service.
Equal Opportunity Employer
ServiceNow is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status, or any other category protected by law. In addition, all qualified applicants with arrest or conviction records will be considered for employment in accordance with legal requirements.
Accommodations
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Export Control Regulations
For positions requiring access to controlled technology subject to export control regulations, including the U.S. Export Administration Regulations (EAR), ServiceNow may be required to obtain export control approval from government authorities for certain individuals. All employment is contingent upon ServiceNow obtaining any export license or other approval that may be required by relevant export control authorities.
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