Manager Talent Management 3

RELOCATION ASSISTANCE: No relocation assistance available
CLEARANCE REQUIRED FOR START: No
CLEARANCE TYPE: None
TRAVEL: Yes, 25% of the Time

Description

At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history.

Northrop Grumman is seeking a Manager of Talent Management 3 to drive organizational change in the company’s talent management strategies and practices, with a particular focus on succession management and performance management. This position is part of the Enterprise Talent team and reports to the Senior Director, Talent Management and Organization Effectiveness.

We are strengthening our performance and succession management practices to accelerate leadership readiness—both to address immediate needs and to build a robust pipeline for future leadership requirements. This role will be instrumental in designing and executing approaches that ensure our talent is equipped to fill critical roles quickly and effectively, and that our talent management practices are tightly aligned to our business, leadership, and critical skills strategies.

This position is preferred to be located in Falls Church, VA, but must be located near an existing major Northrop Grumman facility within the continental United States. This is not a remote position.

This position will lead a team of talent management specialists. Key responsibilities include:

• Collaborate with the VP of Talent and the Senior Director of TM & OE to lead talent management strategy and succession and performance activities for the enterprise to ensure we strengthen our pipeline of people leaders and technical talent.

• Shape and mature enterprise succession management practices to accelerate leadership readiness, address near-term succession needs, and build a sustainable leadership pipeline for the future.

• Define and refine the critical success factors for excelling in executive and other key leadership roles, and translate these into clear profiles, criteria, and tools that guide development decisions.

• Design and enable development strategies that ensure employees receive the right development moves and experiences to prepare them for critical roles.

• Determine how we can use AI, automation, and other enabling technologies to enhance performance, succession, and development practices, and help guide the transformation needed to leverage new technologies effectively.

• Facilitate the Enterprise Organizational Leadership Review (OLR) process in partnership with sector HR, OE, and Talent teams and support all related executive talent discussions.

• Evaluate the effectiveness of our performance management process—Quarterly Connections and systems, including goal setting, feedback, and coaching—and make recommendations for continuous improvement.

• Collaborate with cross-functional teams to ensure integration of talent management and performance management initiatives with overall business objectives and to strengthen the role of people leaders as talent developers.

• Analyze internal talent data to identify trends and areas for improvement and stay current on industry trends and best practices in talent management and performance management.

• Promote and enhance our enterprise-wide utilization of succession planning processes, metrics, and system functionality, including awareness, training, and resources for stakeholders.

• Partner with and influence stakeholders across the company to build consistent talent management and performance management practices that drive overall business strategies.

• Work collaboratively with teams across the enterprise in Leadership Development, Critical Skills, Organization Effectiveness, People Insights and Intelligence, Compensation, Executive Recruiting, Legal, and other subject matter experts.

A successful candidate will have the following characteristics:

• Unwavering ethics and values; serves as a trusted partner.

• Exceptional interpersonal, verbal, written, and presentation skills; strong listening and team-building skills.

• Strong business acumen; focused on how HR processes and tools accelerate business results.

• High learning agility and the ability to quickly apply new concepts, tools, and insights in practice.

• Ability to leverage talent systems functionality and reporting to advance talent management strategy and objectives.

• Excellent data analysis and storytelling skills.

• Exceptional project management skills, with the ability to move at pace while maintaining strong attention to detail.

Basic Qualifications:

• Bachelor’s degree and at least 10 years of experience in Talent Management, Employee Development, and/or HR Business Partner/Leader roles or related disciplines; or a Master’s degree and at least 8 years of experience in Talent Management, Employee Development, and/or HR Business Partner/Leader roles or related disciplines.

• Experience leading projects, influencing/managing organizational change, and facilitating talent management processes including succession planning and development strategies.

• Strong relationship-building skills; proven track record of building collaborative partnerships as the basis for influencing direction and driving change.

• Proficiency in Microsoft Office Suite, with particular emphasis on Excel and PowerPoint.

Preferred Qualifications:

• Master’s degree in Human Resources, Organization Development, Psychology, or related disciplines.

• Experience with Workday and Eightfold or other talent management systems or software.

Primary Level Salary Range: $137,800.00 - $239,300.00
The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.
Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.
The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.
Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO. U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.