layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

Vice President, People & Culture Corporate and Enablement at H&R Block | LAYIQ

Strategic P&C generalist support for enterprise functions: Lead People & Culture partnership for Marketing, Finance, Legal, and People & Culture, ensuring leaders have clear talent strategies, organizational plans, and people solutions that support business priorities and advance Block Next.
Executive partnership and talent advisory: Partner with functional executives and senior leaders to define leadership expectations, talent priorities, succession needs, and performance actions that help teams connect their work to our purpose, clients, and enterprise results.
Org design, operating effectiveness & change: P ar tn er with business fu nctions to support org reviews, role clarity, spans and layers, decision rights, and people strategies for reorganizations and business transformations, with clear communication and adoption plans.
Leader and team effectiveness: Coach and enable leaders to build high-performing teams through strong leadership team dynamics and connected leadership practices, including connection, clarity, feedback, development, and accountability.
Tal ent planning
& performance: Shape quarterly and annual talen t plans, including headcount, critical roles, succession, and capability needs
, and drive consistent performance and talent actions with fair calibration using the Block Behaviors as the shared language for what great looks like.
P&C enablement and cross-functional coordination: Lead the P&C
Enablement & Execution
Director in coordinating cross-functional work across the P&C organization, improving operating rhythms, clarifying ownership, tracking progress, and enabling effective execution of enterprise people priorities.
Data, technology & COE-enabled people solutions: Leverage people analytics, systems, and
AI/automation to surface insights to influence and support business leaders; utilize data-led decision making to develop talent strategies that will lead to improved business outcomes for clients.
Risk, compliance
& policy stewardship: Partner with Legal to manage people-related risk, ensure compliant practices, and maintain policies that are clear, scalable, and aligned to our culture.
Leadership & Team Management
Set a clear vision, annual priorities, and measurable outcomes for the P&C generalist and operations teams.
Lead two direct reports: the P&C
Enablement & Execution
Director and the Generalist Director, who leads two Business Partners.
Establish a high-quality operating cadence for business partnership and P&C operations, including weekly staff meetings, stakeholder reviews, talent/AR reviews, cross-functional work coordination, and quarterly planning.
Coach and develop Directors and Business Partners through regular feedback, capability building, delegation, and succession planning.
Create an environment of psychological safety, accountability, and continuous improvement.
Core Competencies
Executive presence & influence: Trusted advisor who can challenge and support senior leaders with clarity and conviction.
Business acumen: Understands product development and go-to-market motions, financial drivers, and risk/compliance considerations; connects people decisions to measurable outcomes.
Org and talent diagnosis: Identifies root causes through structure, capability, incentives, leadership, and culture; brings clear options, trade-offs, and recommendations.
Systems, data & technology: Leverages people analytics, HR platforms, and automation to design scalable solutions and improve manager/associate experience.
Coaching & facilitation: Skilled in leadership coaching, team effectiveness, and conflict navigation.
Required Qualifications
12+ years of progressive HR experience, including senior HRBP/generalist leadership and advising executive leaders.
Demonstrated success leading and developing high-performing teams, including leaders of leaders.
Experience partnering across multiple business functions, including Marketing, Finance, Legal, and
People & Culture
, to drive outcomes through org design, workforce planning, leadership effectiveness, and performance management.
Experience leading or partnering with HR/P&C operations teams to coordinate cross-functional work, improve operating cadence, and drive execution across a complex organization.
Proven capability leading transformation and culture work, including reorganizations, operating model shifts, and leadership effectiveness initiatives.
Strong judgment in employee relations, compliance, and people-related risk management, with effective partnership across Legal, Finance, and People & Culture Centers of Excellence.
Bachelor’s degree or equivalent practical experience in HR, Business, Organizational Psychology, or a related field (advanced degree a plus). Experience using people technology and analytics to drive scale and efficiency strongly preferred.
Why work for us
At H&R Block, our purpose is simple: to provide help and inspire confidence in our clients and communities everywhere. For more than 70 years, we’ve led the tax industry and we continue to evolve through our Block Next strategy, blending human expertise with digital innovation.
That same commitment to care extends to our associates. When you join us, you become part of a High Performing, Connected Culture built on strong relationships, continuous learning, and a shared commitment to making a meaningful impact. We invest in your well-being through competitive pay, comprehensive benefits, and support for life both in and outside of work.
Sponsored Job

Strategic P&C generalist support for enterprise functions: Lead People & Culture partnership for Marketing, Finance, Legal, and People & Culture, ensuring leaders have clear talent strategies, organizational plans, and people solutions that support business priorities and advance Block Next.
Executive partnership and talent advisory: Partner with functional executives and senior leaders to define leadership expectations, talent priorities, succession needs, and performance actions that help teams connect their work to our purpose, clients, and enterprise results.
Org design, operating effectiveness & change: P ar tn er with business fu nctions to support org reviews, role clarity, spans and layers, decision rights, and people strategies for reorganizations and business transformations, with clear communication and adoption plans.
Leader and team effectiveness: Coach and enable leaders to build high-performing teams through strong leadership team dynamics and connected leadership practices, including connection, clarity, feedback, development, and accountability.
Tal ent planning
& performance: Shape quarterly and annual talen t plans, including headcount, critical roles, succession, and capability needs
, and drive consistent performance and talent actions with fair calibration using the Block Behaviors as the shared language for what great looks like.
P&C enablement and cross-functional coordination: Lead the P&C
Enablement & Execution
Director in coordinating cross-functional work across the P&C organization, improving operating rhythms, clarifying ownership, tracking progress, and enabling effective execution of enterprise people priorities.
Data, technology & COE-enabled people solutions: Leverage people analytics, systems, and
AI/automation to surface insights to influence and support business leaders; utilize data-led decision making to develop talent strategies that will lead to improved business outcomes for clients.
Risk, compliance
& policy stewardship: Partner with Legal to manage people-related risk, ensure compliant practices, and maintain policies that are clear, scalable, and aligned to our culture.
Leadership & Team Management
Set a clear vision, annual priorities, and measurable outcomes for the P&C generalist and operations teams.
Lead two direct reports: the P&C
Enablement & Execution
Director and the Generalist Director, who leads two Business Partners.
Establish a high-quality operating cadence for business partnership and P&C operations, including weekly staff meetings, stakeholder reviews, talent/AR reviews, cross-functional work coordination, and quarterly planning.
Coach and develop Directors and Business Partners through regular feedback, capability building, delegation, and succession planning.
Create an environment of psychological safety, accountability, and continuous improvement.
Core Competencies
Executive presence & influence: Trusted advisor who can challenge and support senior leaders with clarity and conviction.
Business acumen: Understands product development and go-to-market motions, financial drivers, and risk/compliance considerations; connects people decisions to measurable outcomes.
Org and talent diagnosis: Identifies root causes through structure, capability, incentives, leadership, and culture; brings clear options, trade-offs, and recommendations.
Systems, data & technology: Leverages people analytics, HR platforms, and automation to design scalable solutions and improve manager/associate experience.
Coaching & facilitation: Skilled in leadership coaching, team effectiveness, and conflict navigation.

Vice President, People & Culture Corporate and Enablement

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