Vice President, GTM Strategy and Planning

Vice President, Strategy, Planning & Performance

Tax, Audit & Accounting Professionals

The Opportunity

Thomson Reuters is a content-driven AI and technology company, and Tax, Audit & Accounting Professionals is where that technology meets the professionals who most depend on getting things right. The segment serves accounting firms of every size, from sole practitioners to national firms, with the research, compliance and workflow software they run their practices on. It is a $1 billion+ business inside a multi-billion company, with more than 80% of recurring revenue, and it is in the middle of the most significant transition in its history: from established desktop and research products to an AI-enabled platform. CoCounsel, Ready to Review, Ready to Advise and Audit Intelligence are not pilots. They are revolutionary products with customers, revenue and real adoption.

The segment has a strong strategy, capable commercial leaders and a durable recurring revenue base. What it does not yet have is the operating system that connects the three: the planning cycle, the goal architecture, the decision rights and the measurement layer through which a business of this scale decides what to do and then confirms that it happened.

WHAT MAKES THIS ROLE DIFFERENT

This is not a reporting function, a coordination layer, or a role that inherits an operating rhythm and maintains it. The successful candidate will design the system (the cadence, the metric dictionary, the authority model, the planning cycle) largely from a standing start, and then hold the segment to it. The role reports to the TAAP Chief Operating Officer with direct access to the segment President and the General Managers who run the business.

If you have worked inside a mature commercial operating system and wanted the opportunity to build one, this is an unusually direct route to doing it, with a small, senior team, a business that needs it, and the proximity to making decisions quickly.

Job Description:

The Vice President, Strategy, Planning & Performance owns TAAP's operating system: the mechanism that translates segment strategy into clear priorities, measurable OKRs, structured cadences and coordinated execution. The role is the Chief Operating Officer's principal partner on strategy translation and planning discipline and holds the segment's three-year go-to-market plan: the customer cohort model, cohort economics, the value proposition by cohort, and the choices about which workflows and customer groups TAAP pursues. Finance partners on quantification.

The Vice President empowers Sales, Customer Success delivery, Product delivery, pricing and other functions through a disciplined operating rhythm, decision rights that are documented and enforced, capability and coverage frameworks, and a metric layer that makes performance visible before it becomes a surprise.

The role is organized in four sub-functions. Planning & Performance owns the operating cadence, the goal architecture and decision rights. Customer Strategy & Planning owns the three-year plan, the cohort model, competitive response and the multi-product motion. Field Readiness owns whether the segment's sellers can execute: capacity and coverage frameworks, certification coverage, workflow readiness by discipline, and solution consulting effectiveness. Performance Standards & Inspection owns the metric dictionary, the leading-indicator set, commercial inspection and forecast accuracy measurement.

Each sub-function is constituted with its own measures and its own working relationship with the broader TAAP team. The Vice President is expected to develop those leaders and to establish clear, independently measurable outcomes for each area within the first year.

The role carries the segment's primary interlock with enterprise Revenue Operations on go-to-market strategy. A defining feature of the position is that it builds capability by specifying what the segment requires of enterprise partners and holding them to it, rather than by creating parallel capacity, an approach that depends on clarity of specification and disciplined inspection.

The role can be based anywhere in the US, with a preference for Thomson Reuters' primary corporate and operational hubs in New York, Ann Arbor or Minneapolis.

KEY RELATIONSHIPS

Reports to

Farrah Lakhani, Chief Operating Officer, Tax, Audit & Accounting Professionals

Direct reports

A team of approximately [17], organized in four sub-functions:

• Planning & Performance

• Customer Strategy & Planning

• Field Readiness

• Performance Standards & Inspection

Other key relationships

President TAAP; TAAP ELT and General Managers; Revenue Operations; Segment Strategy; Finance; Corporate Finance; Data & Analytics; Product & Technology; Marketing; HR/Talent, among others.

KEY RESPONSIBILITIES INCLUDE:

TAAP Operating System: Strategy to Execution

▪ Partner with the Chief Operating Officer and the TAAP President to translate segment strategy into execution-ready operating plans, priorities and measurable OKRs across four sub-segments.

▪ Own the OKR architecture, its cascade into the sub-segments, and quarterly scoring, ensuring prior-period results are graded before subsequent commitments are set.

▪ Establish and maintain a single source of truth for segment priorities and OKRs, adopted and used by the TAAP leadership team.

▪ Own the replan mechanism, including the conditions under which the plan is re-cut and the authority to trigger it.

Customer Strategy and the Three-Year Plan

▪ Own the construction and execution of TAAP's three-year go-to-market plan, including addressable market and workflow sizing, the customer cohort model and cohort economics.

▪ Define and maintain the value proposition by cohort, and the segmentation basis by which TAAP prioritizes customers and workflows.

▪ Establish recurring inspection of how customer needs, buying behavior and firm economics are shifting by sub-segment, together with the mechanism that converts that signal into a changed play, price or message. This is the voice-of-customer channel into product and go-to-market decisions.

▪ Own competitive response for the segment: the TAAP threat tier, win/loss on deals where a competitor was present, and the decision to change a play as a result. Market-level research, buyer personas and battlecard authorship are produced centrally; the segment threat assessment and the response to it are not.

▪ Own accountability for the multi-product motion across product platforms, including products per account, attach rate and the retention differential between multi-product and single-product accounts.

Operating Cadence, Decision Rights and Governance

▪ Own TAAP's operating cadence, covering leadership routines, monthly and quarterly business reviews, initiative health reviews and the annual planning calendar, constructed to nest within the enterprise operating system rather than alongside it.

▪ Design the format and content of the segment's monthly and quarterly business reviews, including the written pre-read through which the enterprise sees TAAP's performance.

▪ Rationalize the segment's recurring forums, ensuring each surviving forum has a documented purpose, a named decision-maker and a defined output, and closing those that do not.

▪ Own the decision log and the measurement of decision cycle time from issue surfaced to decision taken.

▪ Establish and inspect cross-functional service commitments, ensuring dependencies between TAAP and its enterprise partners are documented, measured and escalated to a named owner.

▪ Own adoption accountability across segment initiatives, measuring and reporting whether change landed and altered behavior rather than whether it was deployed.

Performance Standards, Inspection and Metric Integrity

▪ Own the segment metric dictionary, ensuring consistent definition and calculation of performance measures across sub-segments and functions.

▪ Define the specification for segment reporting and dashboards (the required content, audience and cadence of each) in partnership with Data & Analytics and Revenue Operations, who deliver the build.

▪ Establish and inspect the segment's leading-indicator set, ensuring forward signals are reported ahead of lagging outcomes.

▪ Own forecast accuracy measurement by cycle and by owner, and the discipline that improves it.

▪ Own CRM and data discipline for the segment, including the system-of-record standard, adoption measurement, and identification of offline reporting operating outside the system.

Field Readiness

▪ Own capacity, coverage and territory frameworks for the segment's go-to-market motions, including Sales, Solution Consultants and Sales Development, while day-to-day execution remains within the sales organization.

▪ Own solution consulting effectiveness, including the engagement model, allocation and utilization measurement, while the solution consulting organization itself remains within the sub-segments.

▪ Own accountability for certification coverage across the segment's strategic product portfolio, ensuring demonstrated seller readiness in advance of peak selling periods.

▪ Own workflow readiness for tax, audit and advisory disciplines, translating the accreditation and certification content delivered by Revenue Operations into the segment, role and account-specific plays a seller executes.

▪ Establish measurement of readiness through ramp time, certification currency and coverage, and product attach rate, complementing the completion reporting provided centrally.

Enterprise Integration and Revenue Operations Partnership

▪ Serve as TAAP's primary interlock with Revenue Operations on go-to-market strategy, ensuring segment requirements are represented and enterprise capability is adopted effectively.

▪ Specify the capability TAAP requires of the embedded sub-segment Revenue Operations partners, and inspect delivery against that specification.

▪ Author and maintain the segment's authority matrix, ensuring every recurring decision has one named accountable owner, and that escalation follows the matrix rather than the reporting line.

▪ Adopt and land enterprise capability within the segment, covering analytics and reporting platforms, enablement and certification programs, commercial systems and the common data model, by specifying what the segment requires, agreeing it, and inspecting delivery against it.

▪ Represent TAAP's requirements into enterprise planning cycles, including the three-year plan and annual plan sessions, to the enterprise calendar.

Leadership, Talent and Culture of Execution

▪ Build and lead a high-performing team across planning and performance, customer strategy, field readiness and performance standards, setting a high bar for accountability, clarity and written rigor.

▪ Develop three Director-level leaders, including succession depth in planning and commercial capability.

▪ Establish a culture in which an accurate status is valued above a favorable one, and in which problems are surfaced early with a proposed mitigation attached.

Candidate Profile

The ideal candidate will bring experience within complex B2B software and SaaS environments, a demonstrated record of building operating mechanisms where none previously existed, and familiarity with what a mature commercial operating system looks like at scale. The role requires the capacity to make timely decisions on operating design under incomplete information, to hold enterprise partners to specified commitments without direct authority, and the judgment to build capability by specifying and inspecting what enterprise partners deliver rather than by creating parallel capacity. It also requires the credibility to establish a planning discipline alongside experienced commercial leaders. With executive presence, analytical depth and a strong bias for action, the Vice President will be central to closing the gap between TAAP's strategy and its execution.

REQUIRED QUALIFICATIONS:

15+ years in strategy and operations within B2B software or SaaS

Experience in Strategy & Operations, Business Operations, Revenue Operations, chief-of-staff functions or management consulting, predominantly within enterprise software or technology-enabled services. At least five years leading a function and three or more in formal people management. Experience of a business transitioning from legacy products to platform and AI-enabled solutions is strongly preferred.

Operating system design and mechanism building

Demonstrated ability to build programs from ambiguity by creating mechanisms, processes and playbooks where none existed. Specifically, the planning calendar, goal architecture, review cadence and decision rights for a business that previously lacked them.

Mature-state operating discipline and benchmarking

Experience benchmarking an operating function against internal and external best practice and using those benchmarks to define a target operating model rather than deriving one by experimentation. Candidates will be expected to recognize the target operating state described above from direct experience, and to identify where they consider it incomplete.

Executive written communication

Demonstrated capability in written executive communication, including authoring monthly and quarterly business reviews independently and producing concise narrative documents for senior audiences. The segment's monthly representation to enterprise leadership is a written pre-read designed and owned by this role.

Enterprise partnership

Experience operating within a company-wide operating model, whether an enterprise planning cycle, a centralized Revenue Operations function or a corporate finance calendar, and landing enterprise standards and capability successfully within a business line. Demonstrated ability to hold a central function to a specified commitment and to be held to one in return.

Commercial literacy and domain familiarity

Sufficient commercial depth to interpret retention, pipeline and adoption performance and form an independent view, rather than to report it. Familiarity with tax, accounting, audit or professional services software, or another business serving customers whose own economics are markedly seasonal, is preferred.

Building talent

A collaborative and results-oriented leader with the ability to develop Director-level leaders and to build cross-functional credibility in a matrixed environment. Experience leading teams whose authority derives from mechanism and specification rather than from reporting lines.

CRITICAL LEADERSHIP CAPABILITIES

Driving Results

▪ Acts to surpass Thomson Reuters' strategic business objectives, establishing operating discipline as a means of accelerating commercial outcomes rather than as an end in itself.

▪ Sets continually higher goals for the team that are ambitious and measurable, and grades performance against them candidly.

▪ Makes timely decisions on operating design under incomplete information, on the basis that a mechanism can be corrected in its second cycle whereas an absent mechanism cannot.

▪ Prioritizes root cause over symptom, and escalates with a proposed mitigation rather than to transfer a problem.

Acting Strategically

▪ Creates a two-to-three year roadmap to implement the segment's operational and customer strategy, and translates it into an executable annual plan.

▪ Identifies and prioritizes the most critical market dynamics to consider in making decisions, including shifts in customer economics and buying behavior.

▪ Develops plans that consider commercial impact beyond own area, function or market, and that account for downstream dependencies explicitly.

▪ Distinguishes the decisions that require segment knowledge from those that require enterprise consistency, and assigns accountability accordingly.

Collaborating and Influencing

▪ Identifies all necessary stakeholders and connects with them to gain collaborative support for Thomson Reuters' goals.

▪ Negotiates with a genuine give-and-take approach that takes all parties' business perspectives into account, and reaches documented agreement rather than accommodation.

▪ Engages others in open dialogue and adapts own influence approach to different cross-functional teams in ways that address their interests or concerns.

▪ Delivers an unfavorable assessment to a business leader in a manner that preserves the working relationship.

PREFERRED QUALIFICATIONS:

▪ Executive presence and credibility; a trusted operating partner to senior leaders

▪ Pattern recognition drawn from a mature operating environment, applied with judgment rather than replication

▪ Bias for clarity, sequence and speed; low tolerance for ambiguity and drift

▪ Systems thinking across people, process, data and tools

▪ Writes more than presents; comfortable that the document carries the argument

▪ Cross-functional influence without direct authority

▪ Comfortable moving between an executive review and the detail of a broken process within the same day

▪ Values an accurate status above a favorable one, and sets that tone for others

▪ Strong stakeholder management and enterprise partnership discipline

What’s in it For You?

• Hybrid Work Model: We’ve adopted a flexible hybrid working environment for our office-based roles while delivering a seamless experience that is digitally and physically connected.
• Flexibility & Work-Life Balance: Flex My Way is a set of supportive workplace policies designed to help manage personal and professional responsibilities, whether caring for family, giving back to the community, or finding time to refresh and reset. This builds upon our flexible work arrangements, including work from anywhere for up to 8 weeks per year, empowering employees to achieve a better work-life balance.
• Career Development and Growth: By fostering a culture of continuous learning and skill development, we prepare our talent to tackle tomorrow’s challenges and deliver real-world solutions. Our Grow My Way programming and skills-first approach ensures you have the tools and knowledge to grow, lead, and thrive in an AI-enabled future.
• Industry Competitive Benefits: We offer comprehensive benefit plans to include flexible vacation, two company-wide Mental Health Days off, access to the Headspace app, retirement savings, tuition reimbursement, employee incentive programs, and resources for mental, physical, and financial wellbeing.
• Culture: Globally recognized, award-winning reputation for inclusion and belonging, flexibility, work-life balance, and more. We live by our values: Obsess over our Customers, Compete to Win, Challenge (Y)our Thinking, Act Fast / Learn Fast, and Stronger Together.
• Social Impact: Make an impact in your community with our Social Impact Institute. We offer employees two paid volunteer days off annually and opportunities to get involved with pro-bono consulting projects and Environmental, Social, and Governance (ESG) initiatives.
• Making a Real-World Impact: We are one of the few companies globally that helps its customers pursue justice, truth, and transparency. Together, with the professionals and institutions we serve, we help uphold the rule of law, turn the wheels of commerce, catch bad actors, report the facts, and provide trusted, unbiased information to people all over the world.

In the United States, Thomson Reuters offers a comprehensive benefits package to our employees. Our benefit package includes market competitive health, dental, vision, disability, and life insurance programs, as well as a competitive 401k plan with company match. In addition, Thomson Reuters offers market leading work life benefits with competitive vacation, sick and safe paid time off, paid holidays (including two company mental health days off), parental leave, sabbatical leave. These benefits meet or exceeds the requirements of paid time off in accordance with any applicable state or municipal laws. Finally, Thomson Reuters offers the following additional benefits: optional hospital, accident and sickness insurance paid 100% by the employee; optional life and AD&D insurance paid 100% by the employee; Flexible Spending and Health Savings Accounts; fitness reimbursement; access to Employee Assistance Program; Group Legal Identity Theft Protection benefit paid 100% by employee; access to 529 Plan; commuter benefits; Adoption & Surrogacy Assistance; Tuition Reimbursement; and access to Employee Stock Purchase Plan.Thomson Reuters complies with local laws that require upfront disclosure of the expected pay range for a position. The base compensation range varies across locations.

For any eligible US locations, unless otherwise noted, the base compensation range for this role is $175,000 USD - $325,000 USD.

Base pay is positioned within the range based on several factors including an individual’s knowledge, skills and experience with consideration given to internal equity. Base pay is one part of a comprehensive Total Reward program which also includes flexible and supportive benefits and other wellbeing programs.
This role may also be eligible for an Annual Bonus based on a combination of enterprise and individual performance.

About Us

Thomson Reuters informs the way forward by bringing together the trusted content and technology that people and organizations need to make the right decisions. We serve professionals across legal, tax, accounting, compliance, government, and media. Our products combine highly specialized software and insights to empower professionals with the data, intelligence, and solutions needed to make informed decisions, and to help institutions in their pursuit of justice, truth, and transparency. Reuters, part of Thomson Reuters, is a world leading provider of trusted journalism and news.

We are powered by the talents of 26,000 employees across more than 70 countries, where everyone has a chance to contribute and grow professionally in flexible work environments. At a time when objectivity, accuracy, fairness, and transparency are under attack, we consider it our duty to pursue them. Sound exciting? Join us and help shape the industries that move society forward.

As a global business, we rely on the unique backgrounds, perspectives, and experiences of all employees to deliver on our business goals. To ensure we can do that, we seek talented, qualified employees in all our operations around the world regardless of race, color, sex/gender, including pregnancy, gender identity and expression, national origin, religion, sexual orientation, disability, age, marital status, citizen status, veteran status, or any other protected classification under applicable law. Thomson Reuters is proud to be an Equal Employment Opportunity Employer providing a drug-free workplace.

Thomson Reuters makes reasonable accommodations for applicants with disabilities, including veterans with disabilities, and for sincerely held religious beliefs in accordance with applicable law. If you reside in the United States and require an accommodation in the recruiting process, you may contact our Human Resources Department at HR.Leave-Expert@thomsonreuters.com. Disability accommodations in the recruiting process may include things like a sign language interpreter, making interview rooms accessible, providing assistive technology, or other relevant accommodations. Please note this email is not intended for general recruitment questions and we will promptly respond to inquiries regarding accommodations. More information on requesting an accommodation here.

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