GRC Director (468956) NUMÉRO DE POSTE: 470324
DETAILS
Location: Dallas, TX 75231 (onsite 2-3 days per week)
Position Type: Direct-Hire
Hourly / Salary: $160K-$180K (based on experience level)
JOB SUMMARY
Vaco is currently seeking a GRC Director for a Direct-Hire opportunity that is located in Dallas, TX 75231 (onsite 2-3 days per week). The GRC Director will serve as the SME responsible for developing and implementing the enterprise cybersecurity operations and GRC initiatives. The GRC Director will work closely with internal / external leaders within Business Technology, Legal, Compliance, and Privacy. The GRC Director will work closely with the BT Cybersecurity team, understanding GRC and business requirements, tying technical concepts to enterprise and business risk.
- GRC Strategy / Roadmap – Develops / Maintains / Executes the BT GRC Strategy and Multi-Year Roadmap in Alignment With Organizational Information Security and Business Objectives, Including Defining Strategic Direction / Governance Structure / Control Standards / Risk Appetite Alignment
- Policy / Standards Governance – Develops / Maintains Policies / Processes / Procedures / Standards Supporting GRC and Cybersecurity Requirements based on Selected Regulatory / Industry Frameworks | Collaborates With Business Units / Legal / HR to Ensure Consistent Policy Enforcement / Awareness / Lifecycle Management / Version Control
- Enterprise Risk Management – Manages the BT Risk Management Program (Risk Identification / Inherent and Residual Risk Assessment / Control Evaluation / Mitigation Planning / Executive Reporting) | Maintains and Regularly Updates the Centralized Risk Register for Leadership Visibility and Board-Level Reporting
- Regulatory / Privacy Alignment – Ensures GRC Strategy Incorporates Security / Privacy Frameworks | Adapts to Legislative / Regulatory Changes | Monitors National / State / Local Privacy Laws and Data Governance Requirements | Translating Requirements into Control / Policy Updates
- Compliance Program Execution – Translates GRC Requirements into Actionable Control Guidance for Stakeholders | Identifies Compensating Controls / Gaps | Maintains a Compliance Calendar Tracking Policy Reviews / Annual Security Training / Risk Assessments / Control Testing / Evidence Collection
- Remediation / Risk Treatment – Drives Remediation Plans / Risk Treatment Strategies in Collaboration with Technology / Business Leaders | Tracks Corrective Actions / Validates Control Enhancements | Ensures Alignment with Internal Standards / External Regulatory Obligations
- Audit Leadership – Leads / Supports Internal / External Audits (Readiness Assessments / Control Walkthroughs / Evidence Compilation / Remediation Tracking) | Serves as Primary PoC for Third-Party Auditors / Assessors / Regulatory Examiners
About the Project: This role is a newly created Director-level position, reporting to the National SVP of Cybersecurity Technology, focusing on building and leading a comprehensive GRC Program from the ground-up in the Business Technology / Cybersecurity Team. Right now, GRC work is fragmented and reactive among busy leaders with no dedicated owner, while they maintain heavy compliance obligations (PCI DSS / FedRAMP Low / SOC 2 Type 2) and prepare for HIPAA as the next big requirement. They are also shifting their cybersecurity benchmark from CIS Controls to the more organizationally aligned NIST Cybersecurity Framework. This is a high-impact, change-agent role for a seasoned GRC leader with proven experience standing up programs in complex environments. It's about transforming how this organization governs risk and compliance at an enterprise scale to support its ambitious mission, perfect for someone who thrives on building growth, influencing cross-functionally, and driving real organizational evolution.
- Own the BT GRC strategy, multi-year roadmap, policies, processes, and standards.
- Lead the full enterprise risk management program (identification / assessment / mitigation / risk register / leadership reporting).
- Champion the NIST transition and drive organizational change as a true catalyst, not just a maintainer.
- Manage audit prep / readiness / remediation and be the primary contact for external auditors.
- Build / Scale a small team (starting with 2 direct reports: Risk Manager Risk Analyst), make cases for growth, and partner closely with Legal / Cybersecurity / Business Units to translate complex requirements into actionable guidance.
- Ensure sustainable compliance, proactive risk treatment, and education across teams (including sales / marketing on privacy trends).
JOB REQUIREMENTS
- GRC Director / Leadership (5 years) – Building / Scaling Enterprise GRC Programs | Oversight of Multi-Framework Environments / Executive Reporting / Board-Level Risk Communication
- Enterprise GRC Program Development – Proven Track Record of Standing-Up / Growing Comprehensive GRC Programs from Ground-Up in Complex / Large-Scale / Regulated Environments | Establishing Governance Structures / Control Libraries / Risk Methodologies / Reporting Cadence
- Multi-Framework Compliance Oversight (direct hands-on) – Managing Concurrent Compliance Initiatives Across PCI DSS / SOC 2 Type 2 / FedRAMP (Low or Moderate) / HIPAA or Similar Privacy Regulations | Coordinating Control Harmonization / Evidence Strategies / Continuous Monitoring Across Frameworks
- ERM (expertise) – Risk Identification / Qualitative & Quantitative Risk Assessment / Mitigation Planning / Risk Treatment Strategies / KRIs & KPIs / Ongoing Monitoring | Maintenance of Executive-Level Risk Register with Clear Escalation / Reporting Mechanisms
- Cybersecurity Framework Strategy – Transitioning Organizations Between Maturity Models (CIS Controls to NIST Cybersecurity Framework) | Control Mapping / Gap Analysis / Organizational Change Management
- Audit / Assurance Leadership –Leading Audit Readiness / Control Walkthroughs / Remediation Programs / Evidence Governance | Serving as Primary Executive PoC for External Auditors / 3PAOs / Assessors Across Multiple Regulatory Frameworks
- Policy / Control Operationalization –Develop / Document / Operationalize Enterprise-Wide Policies / Standards / Procedures / Technical Control Baselines | Ensuring Scalability / Sustainability / Alignment With Business and Regulatory Objectives
- Change Leadership / Organizational Influence – Drive Enterprise Adoption of GRC Practices Across Business Units / Technology / Legal / Leadership | Leading Cultural Transformation Beyond “Check-the-Box” Compliance
- GRC Team Development – Building / Leading Small-to-Medium GRC / Risk Teams | Conducting Capability Assessments / Defining Roles & Competencies / Creating Business Cases for Headcount & Tooling Investment
- Privacy / Data Governance Expertise (strong understanding) –Privacy / Data Protection / Health Information Handling Requirements | Translating Complex Regulatory Obligations into Practical Guidance for Non-Technical Stakeholders (Sales / Marketing / HR)
PREFERRED (not required)
- Nonprofit / Healthcare / Highly-Regulated Industry Experience
Determining compensation for this role (and others) at Vaco/Highspring depends upon a wide array of factors including but not limited to the individual’s skill sets, experience and training, licensure and certifications, office location and other geographic considerations, as well as other business and organizational needs. With that said, as required by local law in geographies that require salary range disclosure, Vaco/Highspring notes the salary range for the role is noted in this job posting. The individual may also be eligible for discretionary bonuses, and can participate in medical, dental, and vision benefits as well as the company’s 401(k) retirement plan. Additional disclaimer: Unless otherwise noted in the job description, the position Vaco/Highspring is filing for is occupied. Please note, however, that Vaco/Highspring is regularly asked to provide talent to other organizations. By submitting to this position, you are agreeing to be included in our talent pool for future hiring for similarly qualified positions. Submissions to this position are subject to the use of AI to perform preliminary candidate screenings, focused on ensuring minimum job requirements noted in the position are satisfied. Further assessment of candidates beyond this initial phase within Vaco/Highspring will be otherwise assessed by recruiters and hiring managers. Vaco/Highspring does not have knowledge of the tools used by its clients in making final hiring decisions and cannot opine on their use of AI products.
Vaco by Highspring promeut un milieu de travail diversifié et encourage fortement les femmes, les personnes de couleur, les membres des communautés LGBTQ+, les personnes handicapées, les membres de minorités ethniques, les résidents nés à l’étranger et les anciens combattants à postuler.
Avis : Égalité des chances en matière d’emploi
Vaco by Highspring garantie l’égalité des chances et ne discrimine pas les employé.e.s ou candidat.e.s en fonction de la race (y compris les traits historiquement associés à une race tels qu’une coiffure ou la texture des cheveux), couleur de la peau, sexe (y compris la grossesse ou des conditions connexes), religion ou croyances, origine nationale, citoyenneté, âge, situation de handicap, statut d’ancien.ne combattant.e, appartenance à un syndicat, origine ethnique, genre, identité de genre, expression de genre, orientation sexuelle, état matrimonial, affiliation politique, ou toute autre caractéristique protégée comme requis par la loi.
Vaco by Highspring et ses sociétés mères, sociétés affiliées et filiales (Vaco by Highspring) s’engagent à inclure pleinement toutes les personnes qualifiées. Dans le cadre de cet engagement, Vaco by Highspring veillera à ce que les personnes handicapées bénéficient d’aménagements raisonnables. Si un aménagement raisonnable est nécessaire pour participer au processus de candidature ou d’entrevue, pour vaquer à des fonctions professionnelles essentielles et/ou pour bénéficier d’autres avantages et privilèges liés à l’emploi, veuillez contacter HR@vaco.com.
Vaco by Highspring souhaite également que tous les candidats connaissent leurs droits, à savoir que la discrimination sur le lieu de travail est illégale.
En vous soumettant à ce poste, vous acceptez de donner à Vaco by Highspring le droit exclusif de présenter votre candidat pour l’opportunité d’emploi précédente. Vous convenez en outre que vous avez représenté des informations vous concernant avec exactitude et que vous n’avez pas déformé vos qualifications de manière affirmative. Vous acceptez également de garder confidentielle, dans toute la mesure permise par la loi, toute information que vous apprenez de Vaco by Highspring sur le poste et vous limiterez la divulgation des informations sur le poste uniquement dans la mesure nécessaire pour exécuter toute obligation dans la poursuite de votre candidature. En échange, Vaco by Highspring accepte de faire des efforts raisonnables pour vous représenter par le biais de toute sollicitation, sélection d’emploi et dispersion de CV.
Avis de confidentialité
Vaco by Highspring, ses sociétés mères, ses filiales et les sociétés du même groupe (« nous », « nos » ou « Vaco by Highspring») respectent votre vie privée et s’engagent à présenter un avis transparent concernant leurs politiques.
- Les résidents de la Californie peuvent consulter l’avis relatif à la collecte de renseignements publié par le service des RH de Vaco by Highspring à l’intention des candidats et des employés de la Californie ici.
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Avis sur la transparence salariale
La détermination de la rémunération pour ce poste (et d’autres) chez Vaco by Highspring dépend d’un large éventail de facteurs, notamment :
- les compétences, l’expérience et la formation de la personne;
- les exigences relatives au permis d’exercice et à l’agrément;
- l’emplacement du bureau et d’autres considérations géographiques;
- d’autres besoins professionnels et de l’entreprise.
Ainsi, comme l’exige la loi locale, Vaco by Highspring estime que l’échelle salariale ci-dessus représente une estimation raisonnable de la rémunération de base d’une personne embauchée à ce poste dans des régions qui requièrent la divulgation de l’échelle salariale. La personne peut également être admissible à des primes discrétionnaires.