Owens & Minor is a global healthcare solutions company providing essential products, services and technology solutions that support care delivery in leading hospitals, health systems and research centers around the world. For over 140 years, Owens & Minor has delivered comfort and confidence behind the scenes, so healthcare stays at the forefront, helping to make each day better for the hospitals, healthcare partners, and communities we serve. Powered by more than 14,000 teammates worldwide, Owens & Minor exists because every day, everywhere, Life Takes Care™.

Global Reach with a Local Touch

• 140+ years serving healthcare

• Over 14,000 teammates worldwide

• Serving healthcare partners in 80 countries

• Manufacturing facilities in the U.S., Honduras, Mexico, Thailand and Ireland

• 40+ distribution centers

• Portfolio of 300 propriety and branded product offerings

• 1,000 branded medical product suppliers

• 4,000 healthcare partners served

Benefits

• Comprehensive Healthcare Plan - Medical, dental, and vision plans start on day one of employment for full-time teammates.

• Educational Assistance - We offer educational assistance to all eligible teammates enrolled in an approved, accredited collegiate program.

• Employer-Paid Life Insurance and Disability - We offer employer-paid life insurance and disability coverage.

• Voluntary Supplemental Programs – We offer additional options to secure your financial future including supplemental life, hospitalization, critical illness, and other insurance programs.

• Support for your Growing Family – Adoption assistance, fertility benefits (in medical plan) and parental leave are available for teammates planning for a family.

• Health Savings Account (HSA) and 401(k) - We offer these voluntary financial programs to help teammates prepare for their future, as well as other voluntary benefits.

• Paid Leave - In addition to sick days and short-term leave, we offer holidays, vacation days, personal days, and additional types of leave – including parental leave.

• Well-Being – Also included in our offering is a Teammate Assistance Program (TAP), Calm Health, Cancer Resources Services, and discount programs – all at no cost to you.

The annual salary for this position will be $280,000 - $310,000 with 40% bonus eligibility.

Summary

The Vice President, Talent, Learning & Culture is a strategic member of the Human Resources Leadership Team responsible for developing and executing integrated talent, learning, leadership, and culture strategies that enable business growth, strengthen organizational capability, and foster a high-performance culture.

Reporting to the Chief Human Resources Officer, this leader serves as the architect of the organization's talent engine, ensuring the company attracts, develops, engages, and retains exceptional talent while building the leadership capabilities and workforce readiness necessary to achieve strategic objectives. The role partners closely with executive leaders, HR Business Partners, and business teams to align talent investments with enterprise priorities and future workforce needs.

Core Responsibilities

• Lead the development and execution of an enterprise talent strategy that aligns workforce capabilities, leadership pipelines, and talent investments with the company's business objectives, growth plans, and long-term strategic priorities.
• Design and oversee integrated talent management processes, including robust talent reviews, succession planning, performance management, talent assessments, and development planning, to strengthen organizational capability and leadership readiness driving a high-performance culture across the enterprise.
• Establish and continuously evolve leadership development strategies, programs, and experiences that prepare current and future leaders to effectively lead teams, drive performance, and navigate change.
• Develop and implement enterprise competency frameworks and leadership expectations that provide consistency in how talent is selected, developed, evaluated, and advanced throughout the organization.
• Create and execute a comprehensive learning and development strategy that builds critical business, leadership, functional, and professional capabilities required for organizational success and future growth.
• Oversee learning technologies, development programs, onboarding experiences, mentoring initiatives, and leadership curriculum to support teammate growth, career progression, and workforce effectiveness.
• Oversee the innovation, maintenance, and execution of processes and systems that support performance management, talent review discussions, succession, development and workforce planning and talent acquisition. Establish key relationships with external partners and networks to leverage economies of scale, technology, automation and best practices.
• Partner with Talent Acquisition to create innovative solutions that focus on building a robust internal talent pipeline, retaining top talent, increasing internal mobility, and fostering a culture committed to the development and growth of our teammates. Support a culture of internal sourcing, promotion and development through internal slating, pro-active planning and succession planning.
• Partner with commercial leadership to strengthen sales capability, sales leadership development, onboarding, coaching, and commercial learning programs that enhance customer engagement and business performance.
• Lead enterprise talent acquisition strategies and workforce planning initiatives to ensure the organization attracts, assesses, and secures high-quality talent aligned with business needs, culture, and future capability requirements.
• Partner with executive leaders and HR Business Partners to identify talent risks, succession needs, organizational capability gaps, and workforce opportunities while ensuring talent strategies remain aligned with evolving business priorities.
• Develop and lead a culture strategy that reinforces the organization's values, strengthens teammate engagement, and supports the creation of a workplace where teammates can perform, grow, and thrive.
• Oversee engagement surveys, listening strategies, and action-planning processes that provide meaningful insights into organizational health, teammate experience, and culture effectiveness.
• Lead change management strategies that support enterprise transformation, organizational evolution, and successful adoption of key business initiatives while strengthening organizational resilience and readiness.
• Leverage talent analytics, workforce insights, and external market intelligence to inform decision-making, measure effectiveness, and continuously improve talent, learning, and culture outcomes.
• Build and lead a high-performing team of talent, learning, culture, and talent acquisition professionals while fostering collaboration, accountability, innovation, and continuous improvement.

Qualifying Experience

If you feel this opportunity could be the next step in your career, we encourage you to apply. This position will accept applications on an ongoing basis.

Owens & Minor is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, national origin, sex, sexual orientation, genetic information, religion, disability, age, status as a veteran, or any other status prohibited by applicable national, federal, state or local law.