PAR Technology

Compensation

Full Description

For over four decades, PAR Technology Corporation (NYSE: PAR) has been a leader in restaurant technology, empowering brands worldwide to create lasting connections with their guests. Our innovative solutions and commitment to excellence provide comprehensive software and hardware that enable seamless experiences and drive growth for over 100,000 restaurants in more than 110 countries. Embracing our "Better Together" ethos, we offer Unified Customer Experience solutions, combining point-of-sale, digital ordering, loyalty and back-office software solutions as well as industry-leading hardware and drive-thru offerings. To learn more, visit partech.com or connect with us on LinkedIn, X (formerly Twitter), Facebook, and Instagram. Position Description: At PAR, we’re building the next generation of talent systems where learning, leadership, and performance work together to fuel business growth and readiness for an AI-powered future. As the Head of Global Talent Strategy, you’ll design and lead the enterprise-wide approach to talent acquisition, talent development, leadership readiness, and workforce capability building. You’ll own the global strategy that connects acquisition, learning, performance, and succession into one seamless ecosystem to build capability at every level, from early career to senior leaders. This is a role for an architect and builder. Someone who sees talent as a system, connects the dots across programs, and turns insight into action. Position Location: Hybrid - Syracuse, NY, Philadelphia, PA, or Chicago, IL This role operates in a hybrid capacity, with flexibility to work remotely and onsite as business needs dictate. There are no mandated office days; rather, the global Talent team will exercise judgment in determining when in-person presence adds value. Occasional in-person meetings, leadership sessions, and team events will take place in the other company global locations. Reports To: Chief Human Resources Officer What We’re Looking For: Requirements: 15+ years of progressive experience in Talent, Learning, or Organizational Development with global scope. A track record of designing and implementing enterprise talent strategies that link acquisition, development, performance, and succession. Experience leading leadership and capability programs that prepare organizations for transformation and growth. Strong understanding of career architectures, skill frameworks, and digital/AI readiness programs. Deep experience in succession planning, 360 feedback, and leadership assessment methodologies. Proven ability to connect data to action using analytics to measure impact and drive decisions. Comfort navigating M&A integration and talent assessment during periods of scale or change. Exceptional executive presence and influence skills, including Board-level exposure. A systems mindset and proven ability to translate how programs interconnect and design for scalability, not silos. A builder’s energy with a passion for rolling up your sleeves to prototype, test, and iterate. Unleash your potential: What you will be doing and owning: Set the enterprise talent strategy that builds future workforce and leadership capability aligned to business priorities. Oversee the full talent ecosystem from university relations and early-career cohort programs to leadership development, succession planning, and performance management. Architect a global approach to talent acquisition and internal mobility — building systems, playbooks, and pipelines that connect how we attract, assess, and grow talent across regions. Enable internal movement as a core lever for development, readiness, and retention. Shape capability frameworks and skill taxonomies linked to our evolving career architecture and AI readiness roadmap. Own performance enablement systems including goal setting, feedback, and talent review tools that elevate accountability and clarity across the organization. Lead global learning and development strategy, integrating digital, technical, and leadership curricula that build both depth and agility. Partner with HRBPs, business leaders, and COEs to forecast emerging skill needs and direct investments toward the highest impact areas. Guide and govern enterprise tools and processes, including performance management, 360 assessments, succession planning, and learning platforms. Represent talent strategy at the executive and Board level, reporting on leadership pipeline strength, workforce readiness, and capability growth. Interview Process: Interview #1: Video interview with Talent Acquisition Team Interview #2: Video interview with the Hiring Manager (via MS Teams) Interview #3: Video interview with the Team (via MS Teams) PAR is proud to provide equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. We also provide reasonable accommodations to individuals with disabilities in accordance with applicable laws. If you require reasonable accommodation to complete a job application, pre-employment testing, a job interview or to otherwise participate in the hiring process, or for your role at PAR, please contact accommodations@partech.com. If you’d like more information about your EEO rights as an applicant, please visit the US Department of Labor's website.