Vice President, Talent & Performance Management

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Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast. Job Summary The Vice President of Talent & Performance Management is accountable for designing, governing, executing, and continuously evolving the enterprise Talent & Performance ecosystem in direct support of business strategies and long‑term growth. This role ensures the organization has the right skills, the right talent, and sustainable pipelines of talent to execute today's priorities while building future capability. Operating across a complex, multi‑business environment, the role provides enterprise leadership across integrated talent management disciplines, enabling data‑driven talent decisions, simplified and repeatable operating rhythms, and focused investment in critical roles and people. The role serves as a trusted advisor to senior leaders, aligning workforce capability, performance, and development to business outcomes and transforming talent into a strategic levers for growth and execution. Job Description Core Responsibilities: Aligns the enterprise Talent & Performance Management strategy with business priorities, workforce strategies, and talent investments; translates strategy into clear, executable priorities and operating plans to ensure the organization has the skills, leadership, and pipelines required for sustained performance and growth. Owns enterprise‑level talent performance outcomes and insights, establishing clear KPIs and analytics that demonstrate the impact of talent, skills, and performance strategies on business results such as growth, productivity, execution speed, and leadership readiness, and informs enterprise investment and tradeoff decisions. Actively monitors, inspects, and intervenes on outcomes, holding leaders accountable and ensuring actions are implemented with speed and rigor. Leads the organization's Skills Intelligence capability, maintaining a future‑facing view of emerging, critical, declining, and retiring skills based on industry trends, competitive insights, and business strategies. Ensures insights are translated into tangible workforce decisions and actions across hiring, development, and deployment. Establishes formal skills governance and rationalization processes and drives adoption and compliance across the enterprise; determines which skills are strategically critical and ensures approved skills are consistently integrated into enterprise job architecture, job catalogs, role definitions, and workforce planning. Drives the integration of skills intelligence into core talent systems, including workforce planning, performance conversations, learning investments, succession strategies, and internal and external talent pipeline design. Designs and executes the enterprise performance management strategy and tools, enabling high‑quality, consistent performance conversations that integrate business outcomes and leader behaviors, ensuring performance is assessed and differentiated by both what is achieved and how it is delivered, while supporting skill development, growth, and career progression. Ensures talent and performance systems actively reinforce Comcast Leader Behaviors and culture expectations, translating values and ways of working into observable, measurable leadership outcomes and hold leaders accountable for demonstrating these behaviors through performance decisions and talent actions. Leads workforce segmentation and enterprise talent assessments, evaluating roles by strategic value and assessing individual performance, potential, and readiness to prioritize investment in enterprise‑critical and high‑impact talent. Oversees succession planning and internal pipeline development, translating workforce segmentation and talent assessment outcomes into actionable succession; ensures development actions are executed, tracked, and yield measurable readiness improvements for critical roles. Leads and executes enterprise talent pipeline education strategies, integrating early‑career, high‑potential, and future‑critical role development programs and aligning learning investments to skills intelligence, succession needs, and business priorities. Supports the evolution of AI‑enabled and technology‑driven talent capabilities, leveraging automation, advanced analytics, and emerging technologies to improve the speed, quality, and predictive power of workforce,

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