Title: Vice President Global Workforce Strategy & Transformation Location: US Full time Our Vice President, Global Workforce Strategy & Transformation is a rare opportunity to define the future of work at a publicly traded enterprise undergoing meaningful transformation. This executive will serve as a foundational architect of Kelly’s long-term workforce operating model — partnering directly with the C-suite to shape how the enterprise attracts, deploys, and develops talent across onshore, nearshore, offshore, and outsourced environments. Reporting to the Chief People Officer with cross-functional partnership across enterprise leaders in HR, Finance, Tech, and AI, this executive brings rigorous strategic thinking, deep expertise in global workforce models, and the executive gravitas to drive alignment across a complex, matrixed organization. The successful candidate will be recognized as a trusted business partner — one who translates enterprise ambition into workforce reality. Responsibilities: - Architect a forward-looking, skills-based workforce strategy across all delivery models — onshore, nearshore, offshore, and outsourced — aligned to enterprise priorities and future-of-work imperatives - Serve as a strategic co-author alongside business unit leaders, translating functional needs into workforce models that balance enterprise consistency with local execution agility - Lead complex, large-scale transformation initiatives — spanning redeployment, reskilling, and organizational redesign — while sustaining workforce engagement and business performance - Define the people strategy for blended workforces; establish accountability frameworks across internal teams and third-party partners to maintain quality, culture, and performance standards - Design and institutionalize scalable global workforce models with governance structures, performance metrics, and continuous feedback loops that enable skills-based deployment at enterprise scale - Function as a trusted advisor to the CEO, CPO, and CFO — bringing data-driven perspectives on global labor markets, workforce trends, competitor benchmarking, and enterprise risk - Build and deploy skills architecture in practice — establishing systems for capability-driven planning, internal talent mobility, and workforce allocation across the enterprise - Partner with marketing and communications to reinforce Kelly’s position as a thought leader in workforce strategy and the future of work - Weave together the needs of multiple business units and global functions into a coherent, enterprise-wide workforce strategy without losing operational nuance - Mobilize large organizations through ambiguity — driving adoption of enterprise workforce frameworks across business unit leaders and senior stakeholders Knowledge, Skills, and Experiences: 15+ years of progressive senior leadership experience at the intersection of workforce strategy, organizational design, and enterprise transformation — ideally within a complex, global, publicly traded organization - Demonstrable record of designing and operationalizing workforce strategies that meaningfully shift the cost, capability, and agility of an enterprise - Deep expertise in global workforce models including onshore, nearshore, offshore, and outsourced environments, with a forward-looking point of view on workforce composition and digital enablement - Proven ability to command credibility in the boardroom and build genuine partnerships across business units — operating as a true strategic partner, not a functional support role - Data-driven decision-making capabilities with experience leveraging global labor market data, workforce analytics, and competitor benchmarking to inform enterprise strategy and C-suite advisement - Hands-on experience deploying skills architecture in practice — building systems for capability-driven planning, internal talent mobility, and workforce allocation at scale - Track record leading complex, multi-year global change programs with documented outcomes in workforce cost, productivity, and organizational capability - Global mindset with experience navigating cultural, regulatory, and operational nuance across international markets and matrixed organizational structures - Demonstrated comfort with ambiguity and ability to drive organizational alignment — translating enterprise strategy into actionable workforce frameworks and measurable outcomes - Excellent executive communication and influencing skills, with a genuine passion for the future of work and the ability to translate complex workforce concepts for diverse audiences - Commitment to diversity, equity, and inclusion, with the ability to design workforce strategies that build inclusive, equitable, and high-performing global organizations Location: Virtual / Remote Travel: 25% domestic and international Base pay range for this position is $200,000 - $265,000 per year. Final annual compensation will be based on experience and may vary by geographic location. Compensation package and benefits applicable to the position – understanding that each person has unique professional and personal needs focused on your total well-being.

Role Description The Vice President of Information Technology is primarily responsible for driving network strategy around maximizing value across enterprise network, architecture, data center, cyber security, network security, data centers, along with servers and storage. The VP of Information Technology works to ensure strategic excellence for the effectiveness and efficiency of all technology systems across multiple data centers. Works with cross-functional working groups focused on organizational priorities and innovations to determine technology needs and capacity. Finally, the VP will periodically serve as a proxy for the Chief Information Officer and other members of the Information Systems and Technology lead team. Supervisory Responsibilities - All IST lower level staff Location This is a full-time remote position based in (Texas/Louisiana/Florida/Arkansas/Ohio) with preference given to candidates who live in Austin, El Paso, Houston, Permian Basin (Midland/Odessa), Rio Grande Valley, San Antonio, and Tarrant County (Fort Worth), or who are willing to relocate. Travel Expectations - As needed What You’ll Do – Accountabilities Essential Duties: - Plans, implements, and ensures integrity and service levels of the IDEA central server environment, operating systems, and storage that support the business and institutional applications and databases. - Responsible for disaster recovery and business continuity plans. - Provides technical consulting and strategic direction on all IST technical areas to IST leadership. - Directs the production of appropriate operations documentation, standards, and communication. - Directs the development and execution of industry best practices procedures to continuously monitor performance and improve operation service levels to schools and offices. Additional Duties and Responsibilities: - Audits - Board meetings - Executive Presentations What You Bring – Competencies Knowledge and Skills: - Data center, network monitoring, and management tools - NIST, ISO security frameworks - Virtualization, cloud, and PaaS architectures - Training design and development - Project management - Org-wide change management - Vendor management - Strong written and oral communication skills - Leading and developing specialist teams - Database Administration Fundamentals - Disaster Recovery Planning - Processes, Methodologies, and Tools - Quality Management and Assurance - Systems Engineering & Design - ITIL Foundations, ITIL Managing Professional Required Experience - Education: Bachelor's in information systems, Computer Science, or related field - Intermediate to advanced mastery of AGILE and/or Waterfall project methodologies - Exceptional quantitative and technical skills - 5+ years leading large, scaling, and geographically diverse teams with a strong record of results. Preferred Experience - Education: Masters preferred in Information Systems, Computer Science, or related field. Physical Requirements - Sit long periods of time - Ability to sustain long periods of online meetings What We Offer Compensation & Benefits: - Salaries for people entering this role typically fall between $145,500 and $177,500, commensurate with relevant experience and qualifications and in alignment with internal equity. - This role is also eligible for performance pay based on organizational performance and goal attainment. - Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan. - You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/ . - IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable. Application Process - Submit your application online through Jobvite. - Please note that applications will be reviewed on an ongoing basis until the position is filled. Applicants are encouraged to apply as early as possible. Learn More About IDEA At IDEA, the Staff Experience Team uses our Core Values to promote human connection and a culture of integrity, respect, and belonging for all Team and Family members. Learn more about our Commitment to Core Values here: https://ideapublicschools.org/our-story/#core-values

• Set the Brand Vision: Define and evolve how Vanta shows up across every touchpoint. Ensure the brand is consistent, distinctive, and clearly differentiated across Creative, Content & Social, and Communications. • Lead Creative: Build and scale a world-class creative organization across brand design, advertising, web, video, motion, and production. Set the visual and experiential standard for Vanta. Develop strong second-line leadership and maintain a high bar for craft. Embrace the cutting edge of AI tools and use them to constantly find an edge. • Lead Content & Social: Own Vanta’s voice, editorial strategy, and presence across owned channels. Build programming that earns attention and drives sharing, from short-form video to data-driven storytelling. Establish a clear point of view on where attention is going and how Vanta shows up in culture. Make Vanta feel relevant and hard to ignore. • Lead Communications: Own Vanta’s external narrative across media, analysts, and industry voices. Drive narrative ownership and share of voice for our category. Expand earned media and build a durable executive thought leadership platform. • Drive measurable brand impact: Build a brand engine that drives demand, increases awareness, and ties investment to pipeline and revenue through clear leading indicators. • Craft unexpected in-person experiences: Design Vanta’s presence at events, conferences, and experiential moments, including our flagship conference and major industry events like RSA. • Experiment and scale: Test bold creative ideas across new formats and channels. Turn what works into repeatable systems and playbooks. • Partner with leadership: Work closely with the CMO, CEO, and cross-functional leaders in Growth, Product Marketing, and Product to ensure brand work drives business outcomes.

Role Description The Associate Vice President (AVP), Leadership Giving is a senior fundraising and team leadership role responsible for driving regional revenue growth, managing a team of 3–5 gift officers, and owning all principal gift strategy decisions for their region. The AVP operates both as a frontline fundraiser with a personal portfolio of ~50 high-capacity accounts ($500K–$5M+) and as the team's strategic anchor. - Proactive co-owner of the team's most significant donor relationships. - Architect of the collaboration culture. - Primary driver of transformational gift pipeline. - Expected to be embedded in $1M+ strategy conversations across the team. This is a remote position open to candidates in a major metro market in the West/Midwestern US. Qualifications - Minimum 10 years of progressive fundraising experience with at least 5 years in major gift fundraising; demonstrated success closing gifts of $1M+. - Minimum 3 years directly managing a major gift fundraising team, with a record of building team performance and developing staff. - Bachelor's degree or equivalent combination of education and experience; advanced degree or CFRE preferred. - Proven ability to balance frontline donor engagement with operational management, KPI accountability, and staff development. - Experience developing and executing professional development plans and succession pipelines for major gift teams. - Strong project management and strategic problem-solving skills; ability to manage multiple priorities in a fast-paced, matrixed organization. - Demonstrated experience with complex, multi-asset gift strategies (outright, planned, blended, corporate, foundation). - Excellent written, verbal, and presentation skills; ability to present to and engage with sophisticated philanthropists and volunteer leaders. - Proficiency in Salesforce or comparable CRM and Microsoft Office suite. - Willingness to travel approximately 30–40% of the time, including occasional evenings and weekends. - Entrepreneurial spirit, sound professional judgment, and a genuine commitment to Breakthrough T1D's mission. Requirements - Lead, coach, and manage a team of 3–5 Leadership Gift Officers. - Accountable for the team's collective annual revenue goal of $15M–$25M+, in addition to a personal portfolio revenue goal of $3M–$5M. - Conduct structured monthly 1:1 portfolio strategy sessions with each team member. - Own all $1M+ strategy decisions for team members. - Manage a personal portfolio of ~50 accounts, weighted toward $1M–$5M+ gift capacity. - Facilitate regular prospect strategy and portfolio health meetings. - Collaborate with Territory Executives, Divisional AVPs, volunteer leaders, and chapter staff. - Develop and implement individualized professional development plans for each team member. - Ensure consistent application of the Leadership Giving Playbook and best practices across the team. Benefits - Competitive medical, dental, and vision coverage. - 403(b) retirement plan. - Voluntary benefits. - Flexible spending and commuter benefit accounts. - Employee assistance program (EAP). - Life and disability insurance. - Performance-based bonuses. - Generous paid time off.