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Company description Publicis Media harnesses the power of modern media through leading agency brands Dysrupt, Infinite Roar, Publicis Collective, Publicis Health Media, Spark Foundry, Starcom and Zenith, as well as global accelerator PMX; immersive experience group PMCI (inclusive of Picture Motion and RDL Worldwide); and access to integrated platform-based technologies and offerings from CJ, Epsilon and Influential. A key business solution of Publicis Groupe ([Euronext Paris FR0000130577, CAC 40]), Publicis Media’s digital-first, data-driven global solutions deliver client value and drive growth in a platform-powered world. It is present in over 100 countries with over 23,000 employees worldwide. Overview Publicis Media’s Talent team is seeking a Senior Vice President to serve as a senior talent leader and strategic partner across a broad portfolio of client groups within the Publicis SE divisions. This leader will help shape and implement the people strategy, advise senior business leaders, and support a population of 600+ employees. Working in close partnership with practice leadership and the broader Talent organization, the SVP will translate business priorities into practical talent strategies that strengthen leadership effectiveness, workforce planning, culture, performance, engagement, and organizational health. This role reports into our Chief Talent Officer and is based in our New York, NY office. Responsibilities Responsibilities: Serve as a strategic advisor to senior business leaders on talent, culture, organizational effectiveness, leadership, and workforce-related priorities. Help define and lead talent strategies that support business growth, operating priorities, organizational agility, and employee engagement across assigned client groups. Provide counsel on organization design, organizational planning, leadership effectiveness, performance management, workforce planning, employee relations, and change management. Partner with finance and business leaders to align talent decisions with commercial priorities, operating plans, financial performance, and growth objectives. Identify and address organizational health, morale, culture, and leadership effectiveness issues that may affect business performance, retention, or employee experience. Support compensation planning and decision-making with a solid understanding of compensation philosophy, market competitiveness, pay equity, governance, and implementation in a matrixed environment. Translate business strategy into actionable people plans that strengthen leadership capability, retain critical talent, enable growth, and support evolving organizational needs. Assess workforce needs across organization design, staffing, performance, succession, development, communications, and change readiness. Develop clear action plans with defined priorities, owners, landmarks, and measurable outcomes. Ensure disciplined execution of key Talent deliverables within a complex, matrixed professional services organization, with accountability for quality, timeliness, adoption, and business partnership. Identify and support leadership development, capability-building, and learning initiatives that accelerate talent readiness and strengthen the leadership pipeline. Evolve continuing education and development programs to meet business needs, strengthen manager capability, and support talent competitiveness. Lead resolution of complex, sensitive, or high-impact HR matters with sound judgment, discretion, and strong partnership. Advise leadership on practical interventions, decision points, and risk mitigation plans related to talent, culture, performance, and organizational effectiveness. Facilitate leadership discussions and present data-driven insights on employee listening, performance management, engagement, inclusion, leadership effectiveness, and talent priorities. Use HR metrics, analytics, workforce insights, and external talent trends to inform recommendations and improve programs, processes, and organizational practices. Drive improvements to Talent communications, operating rhythms, and standards to increase consistency, clarity, efficiency, and employee experience. Promote the responsible use of AI and technology to improve operational efficiency, manager effectiveness, employee experience, and scalable Talent support. Lead and develop a multi-state Talent team, ensuring high-quality, cohesive, and proactive support for business leaders and employee populations across assigned verticals. Operate effectively across multiple business verticals and competing priorities while maintaining focus, judgment, accountability, and delivery excellence. Provide global oversight of the talent agenda for assigned client groups, ensuring people strategies, programs, and priorities are aligned and consistently delivered across regions and markets. Partner closely with local HR teams across international markets to align global talent priorities with local business needs, employment practices, labor regulations, and cultural considerations. Serve as the connection point between global leadership and local HR partners, coordinating communications, sharing guidelines, and ensuring consistent delivery of key Talent processes such as performance, compensation, succession, and change management. Key Performance Metrics: Talent strategy execution: progress against annual people priorities, business-aligned initiatives, and agreed outcomes for assigned client groups. Retention and critical talent health: improved retention of hard-working and business-critical talent, reduced regrettable attrition, and clear insight into retention risks and mitigation plans. Succession and leadership pipeline strength: stronger organizational planning, internal mobility, and development plans for priority leadership roles and emerging talent. Organizational effectiveness: improved alignment of structure, roles, workforce plans, and leadership capacity to business needs. Employee engagement and culture: improvement in employee listening results, engagement indicators, leadership trust, inclusion, and action-plan completion. Manager and leadership effectiveness: stronger manager capability, improved performance management discipline, and increased adoption of leadership development tools and programs. Talent operations and delivery excellence: timely, high-quality execution of core Talent processes, including performance, compensation, workforce planning, employee relations, and change management deliverables. Data-informed recommendations: increased use of people analytics, employee insights, talent dashboards, and market intelligence to guide recommendations and interventions. Risk management and employee relations: effective resolution of complex matters with appropriate governance, documentation, partnership, and risk mitigation. Global alignment and consistency: consistent execution of global talent priorities, programs, and core processes across regions and markets, with clear insight into progress, gaps, and adoption while maintaining alignment with US leadership priorities. Local HR partnership effectiveness: strong, collaborative relationships with local HR teams, measured by timely coordination, successful local adaptation of global initiatives, compliance with local requirements, and positive feedback from local HR and business partners. Talent team effectiveness: strong engagement, development, accountability, and service quality across the Talent team supporting assigned client groups. Qualifications Strong executive presence, sound judgment, coaching capability, high emotional intelligence, and the ability to navigate complex and sensitive matters with discretion and credibility. Proven track record leading talent strategies, large-scale initiatives, and complex change efforts using data, analytics, workforce insights, and business context to inform recommendations. Strategic orientation with the ability to connect business priorities to practical Talent solutions, operating plans, and measurable outcomes. Recommended 12+ years of progressive Human Resources leadership experience, including significant experience as a strategic business partner and trusted advisor to senior business leaders. The Senior Vice President, Talent should possess a BS/BA in a related field or an equivalent combination of education and senior-level experience. Familiarity with international employment laws Additional information Our Publicis Groupe motto “Viva La Différence” means we’re better together, and we believe that our differences make us stronger. It means we honor and celebrate all identities, across all facets of intersectionality, and it underpins all that we do as an organization. We are focused on fostering belonging and creating equitable & inclusive experiences for all talent. Publicis Groupe provides robust and inclusive benefit programs and policies to support the evolving and diverse needs of our talent and enable every person to grow and thrive. Our benefits package includes medical coverage, dental, vision, disability, 401K, as well as parental and family care leave, family forming assistance, tuition reimbursement, and flexible time off. If you require accommodation or assistance with the application or onboarding process specifically, please contact USMTTACompliance@publicis.com. All your information will be kept confidential according to EEO guidelines. #LI-JG1 Compensation Range: USD $180,215.00 - USD $299,637.00/Annually. This is the pay range the Company believes it will pay for this position at the time of this posting. This role may also be eligible for bonus or incentive compensation. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time. Temporary roles may be eligible to participate in our freelancer/temporary employee medical plan through a third-party benefits administration system once certain criteria have been met. For regular roles, the Company will offer medical coverage, dental, vision, disability, 401k, and paid time off. The Company anticipates the application deadline for this job posting will be 12/16/2026.

Responsibilities: Serve as a strategic advisor to senior business leaders on talent, culture, organizational effectiveness, leadership, and workforce-related priorities. Help define and lead talent strategies that support business growth, operating priorities, organizational agility, and employee engagement across assigned client groups. Provide counsel on organization design, organizational planning, leadership effectiveness, performance management, workforce planning, employee relations, and change management. Partner with finance and business leaders to align talent decisions with commercial priorities, operating plans, financial performance, and growth objectives. Identify and address organizational health, morale, culture, and leadership effectiveness issues that may affect business performance, retention, or employee experience. Support compensation planning and decision-making with a solid understanding of compensation philosophy, market competitiveness, pay equity, governance, and implementation in a matrixed environment. Translate business strategy into actionable people plans that strengthen leadership capability, retain critical talent, enable growth, and support evolving organizational needs. Assess workforce needs across organization design, staffing, performance, succession, development, communications, and change readiness. Develop clear action plans with defined priorities, owners, landmarks, and measurable outcomes. Ensure disciplined execution of key Talent deliverables within a complex, matrixed professional services organization, with accountability for quality, timeliness, adoption, and business partnership. Identify and support leadership development, capability-building, and learning initiatives that accelerate talent readiness and strengthen the leadership pipeline. Evolve continuing education and development programs to meet business needs, strengthen manager capability, and support talent competitiveness. Lead resolution of complex, sensitive, or high-impact HR matters with sound judgment, discretion, and strong partnership. Advise leadership on practical interventions, decision points, and risk mitigation plans related to talent, culture, performance, and organizational effectiveness. Facilitate leadership discussions and present data-driven insights on employee listening, performance management, engagement, inclusion, leadership effectiveness, and talent priorities. Use HR metrics, analytics, workforce insights, and external talent trends to inform recommendations and improve programs, processes, and organizational practices. Drive improvements to Talent communications, operating rhythms, and standards to increase consistency, clarity, efficiency, and employee experience. Promote the responsible use of AI and technology to improve operational efficiency, manager effectiveness, employee experience, and scalable Talent support. Lead and develop a multi-state Talent team, ensuring high-quality, cohesive, and proactive support for business leaders and employee populations across assigned verticals. Operate effectively across multiple business verticals and competing priorities while maintaining focus, judgment, accountability, and delivery excellence. Provide global oversight of the talent agenda for assigned client groups, ensuring people strategies, programs, and priorities are aligned and consistently delivered across regions and markets. Partner closely with local HR teams across international markets to align global talent priorities with local business needs, employment practices, labor regulations, and cultural considerations. Serve as the connection point between global leadership and local HR partners, coordinating communications, sharing guidelines, and ensuring consistent delivery of key Talent processes such as performance, compensation, succession, and change management. Key Performance Metrics: Talent strategy execution: progress against annual people priorities, business-aligned initiatives, and agreed outcomes for assigned client groups. Retention and critical talent health: improved retention of hard-working and business-critical talent, reduced regrettable attrition, and clear insight into retention risks and mitigation plans. Succession and leadership pipeline strength: stronger organizational planning, internal mobility, and development plans for priority leadership roles and emerging talent. Organizational effectiveness: improved alignment of structure, roles, workforce plans, and leadership capacity to business needs. Employee engagement and culture: improvement in employee listening results, engagement indicators, leadership trust, inclusion, and action-plan completion. Manager and leadership effectiveness: stronger manager capability, improved performance management discipline, and increased adoption of leadership development tools and programs. Talent operations and delivery excellence: timely, high-quality execution of core Talent processes, including performance, compensation, workforce planning, employee relations, and change management deliverables. Data-informed recommendations: increased use of people analytics, employee insights, talent dashboards, and market intelligence to guide recommendations and interventions. Risk management and employee relations: effective resolution of complex matters with appropriate governance, documentation, partnership, and risk mitigation. Global alignment and consistency: consistent execution of global talent priorities, programs, and core processes across regions and markets, with clear insight into progress, gaps, and adoption while maintaining alignment with US leadership priorities. Local HR partnership effectiveness: strong, collaborative relationships with local HR teams, measured by timely coordination, successful local adaptation of global initiatives, compliance with local requirements, and positive feedback from local HR and business partners. Talent team effectiveness: strong engagement, development, accountability, and service quality across the Talent team supporting assigned client groups.

Strong executive presence, sound judgment, coaching capability, high emotional intelligence, and the ability to navigate complex and sensitive matters with discretion and credibility. Proven track record leading talent strategies, large-scale initiatives, and complex change efforts using data, analytics, workforce insights, and business context to inform recommendations. Strategic orientation with the ability to connect business priorities to practical Talent solutions, operating plans, and measurable outcomes. Recommended 12+ years of progressive Human Resources leadership experience, including significant experience as a strategic business partner and trusted advisor to senior business leaders. The Senior Vice President, Talent should possess a BS/BA in a related field or an equivalent combination of education and senior-level experience. Familiarity with international employment laws