Ferguson Enterprises, Inc. Vice President, US Talent in Newport News, Virginia

Job Description:

Ferguson is seeking a VP US Talent. This role reports to the CHRO and a member of the US HR leadership team. The role can be completed from a remote base, preference is East coast due to the proximity of the US headquarters in Virginia. This role will partner with the US Human Resources Leadership Team and Business Leaders regarding the attraction, development and retention of talent across the US. The selected candidate will ensure the organization has the requisite capabilities to meet current and future business needs while defining talent strategy and integrating a practical framework for developing leaders.


  • Direct Reports:

  • Talent Management Processes

  • Diversity and Inclusion

  • Leadership Development and Training

  • Organization Design and Change Management

  • Other key relationships:

  • Senior Director, US Total Rewards

  • Senior Director, US Operational Excellence

  • Vice President, US Business Unit HRBP’s

  • Senior Director, US COO and Function HRBP’s

  • Vice President Global Talent



The successful candidate’s responsibilities shall include but not limited to:

  • Promoting world class talent acquisition initiatives including a key focus on diversity and inclusion and creating an employer brand.

  • Leads our Diversity and Inclusion efforts from a start-up perspective.

  • Creating talent management strategies including succession planning, employee engagement (including employee surveys), and learning and development.

  • Leading talent assessment and development processes to identify high potential development opportunities and create specific development plans using a 70-20-10 including coaches.

  • Overseeing performance management processes including training and development for leaders and ensuring efforts reflect and support our long term objectives.

  • Leading corporate training initiatives including on-boarding and development of senior leaders across a widely distributed associate population.

  • Providing and supporting strategic workforce planning efforts.

  • Leading the implementation of our change management model including embedding change management toolkit processes throughout the organization.

  • Defining and leading organization design capabilities across the organization.

  • Chairing the Leadership Development Committee which focuses on creating high potential opportunities.

  • Leading and developing a team of experts to ensure the team is meeting the needs of the business strategy.

  • Measuring progress and impact across all areas of responsibility while leveraging latest tools available to determine ROI of various initiatives.


  • Prospective candidates will have a minimum of 15 years of progressive experience in the field of talent management with best in class organizations.

  • A high degree of interaction and collaborating with teams internationally is a definite plus, as is experience living outside the U.S.

  • Strong interpersonal and team building acumen with demonstrated ability to foster productive and trusting relationships. History of leading through influence at all levels.

  • A successful track record of working for world-class high-performing companies, working in a fast-paced, highly demanding environment, with highly motivated and driven professionals.

  • A strong, visible and continued commitment to the attraction, development and retention of diverse leadership, management and associate talent.

  • The executive stature, confidence and maturity to add value as an integral member of the leadership team as well as proven communication skills to effectively present to the Executive Leadership team.

  • This position requires an individual with the potential to assume higher level roles in the organization.

Success Drivers

  • Delivering their strategy: Enhancing their position via intense focus on creating value for their customers

  • Passionately driving for results: Setting and achieving ambitious goals that deliver sustainable results for their company

  • Fostering results focused innovation: Continuously seeking and embracing ways to improve how they do business through results-focused innovation

  • Operating with Agility: Rapidly adapting to an ever-changing and demanding environment

  • Building Trusted Partnerships: Continuously building open and collaborative relationships with stakeholders and fostering teamwork

  • Encouraging personal growth: Ensuring the continuous professional growth and development of individuals and teams

Human Resources Success Drivers

The following drivers have been identified as key to providing and delivering a successful Human Resources effort:

  • Talent Acquisition: Leads the adoption and implementation of Talent Acquisition Best Practices.

  • Employee Development: Designs and delivers overall talent development strategy aligned with company strategy.

  • Change Enablement/Communications: Embeds a change ready culture by mobilizing professional expertise and tools.

  • Employee Engagement/Employee Relations: Leads the development and implementation of a company-wide employee engagement strategy.

  • Organization Effectiveness/Design: Partners with leaders to design and implement organization design solutions to execute long-term business strategies.

  • Performance Management: Leads the design and implementation of effective goal-setting, feedback and recognition processes to support strategy execution.

  • Continuous Improvement/Data Analysis: Builds a continuous improvement/data-driven culture across the business.


Prospective candidates must possess a an undergraduate degree and Master’s degree is preferred.


Compensation will be competitive and commensurate with experience. A package, including base salary, annual cash bonus opportunity and equity-based compensation will be developed to attract the finalist candidate.


The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability.

Ferguson raises the bar for industry standards as the top-rated wholesale supplier of commercial and residential plumbing supplies. However, our expertise goes beyond plumbing. We are a diverse distributor that spans multiple businesses including HVAC/R, waterworks and industrial. In the past 65 years, we’ve grown from a local distributor to a $15 billion dollar company with more than 1,400 locations and over 24,000 associates nationwide. We pride ourselves on delivering world-class service, and our customers know that “Nobody expects more from us than we do” is more than just a tagline to Ferguson associates. It’s a cultural belief that is demonstrated every day through exceptional customer service, product selection and industry knowledge.