Head of Talent Management

Pacific Northwest National Laboratory•Richland, WA

15h•Hybrid

About The Position

Reporting to the Chief Human Resources Officer, the Head of Talent Management provides strategic leadership for Human Resources Strategic Partners, Employee Relations, and Labor Relations, serving as a strategic leader responsible for shaping workforce strategy, organizational capability, and talent outcomes. This role drives the integration of talent, culture, leadership, and workforce planning initiatives that enable the organization to meet current mission priorities while building the workforce of the future. This role partners with senior leaders to lead enterprise-wide efforts that enhance employee and manager effectiveness, foster a culture of growth, accountability, and well-being, and create an environment where people can do their best work. The role champions data informed decision making, change leadership, and innovative talent solutions that accelerate individual, team, and organizational success across the Laboratory.

Requirements

Demonstrated business acumen and ability to align workforce and talent solutions with organizational priorities and mission objectives.
Ability to evaluate complex workforce challenges, balance competing priorities, and develop practical solutions that support organizational effectiveness and operational success.
Ability to influence outcomes, build alignment, and partner effectively with leaders and stakeholders across organizational levels and functions.
Ability to translate business strategy into workforce and talent strategies that support organizational objectives.
Ability to analyze and interpret workforce, talent, and employee data to identify trends, risks, and opportunities.
Ability to solve complex workforce and organizational challenges through consultation, collaboration, sound judgment, and strategic thinking.
Ability to communicate complex workforce and talent concepts clearly to leaders and stakeholders.
Ability to lead, develop, and coach professional staff and high-performing teams.
Ability to lead enterprise-wide change initiatives and drive adoption across a complex, matrixed organization.
Bachelor's degree plus 15+ years of relevant experience OR Master's degree plus 13+ years of relevant experience.
Relevant experience includes progressively responsible leadership experience in Human Resources, Human Resources Business Partner functions, Employee Relations, Labor Relations, Talent Management, Leadership Development, Workforce Planning, Succession Planning, Performance Management, Employee Engagement, Organizational Development, or related human capital functions.
Experience leading enterprise talent management strategies, including workforce planning, succession planning, leadership development, performance management, and employee engagement.
Experience leading complex employee relations matters, including investigations, conflict resolution, organizational risk mitigation, and employee engagement strategies.
Experience supporting labor relations activities and represented workforce environments, including collective bargaining agreements and labor-management partnerships.
Experience partnering with executive and senior leaders to address complex workforce challenges and develop workforce, talent, employee relations, and organizational solutions aligned with business objectives.
Experience leading and developing high-performing, multi-disciplinary HR teams.
Experience leading leaders, managers, and/or senior HR professionals within a complex organization.
Experience building trusted relationships, influencing stakeholders, and leading through collaboration across organizational levels and functions.

Nice To Haves

Experience supporting enterprise organizational effectiveness, workforce transformation, and change initiatives that improve workforce capability, leadership effectiveness, and organizational performance.
Experience leveraging workforce analytics, labor market intelligence, and organizational data to inform talent decisions and workforce strategy.
Experience working in complex, matrixed organizations, preferably within research institutions, government contractors, national laboratories, higher education, or similarly sophisticated environments.
Professional certification such as SHRM-SCP, SPHR, CPTD, Human Capital Strategist (HCS), or equivalent advanced certification in Human Resources, Talent Management, Leadership Development, or Organizational Effectiveness.

Responsibilities

Lead enterprise talent efforts through a team of multidisciplinary HR professionals who partner with leaders to strengthen workforce capability, leadership effectiveness, organizational performance, employee engagement, and culture.
Lead employee relations and engagement strategies that foster trust, accountability, inclusion, and positive employee experience.
Ensure effective investigation, conflict resolution, and alternative dispute resolution processes while partnering with HR Centers of Excellence to strengthen engagement and organizational culture.
Work collaboratively with HR Centers of Excellence and enterprise leaders to address complex workforce challenges, advance workforce readiness, succession planning, and team performance strategies that empower people, foster resilience, and build the workforce of the future while driving operational excellence and mission impact.
Leverage workforce analytics, organizational insights, labor market intelligence, emerging talent trends, and performance metrics to anticipate future workforce needs, evaluate talent outcomes, identify strategic risks and opportunities, and inform workforce and talent strategies that strengthen organizational readiness and long-term mission success.
Provide strategic oversight of labor-management relations, collective bargaining agreements, contract negotiations, and dispute resolution processes, fostering collaborative partnerships that balance workforce needs, organizational priorities, and positive employee experience while supporting operational continuity and mission success.
Partner with executive leadership, Human Resources, and key stakeholders to align workforce, talent, employee relations, and labor relations strategies with organizational priorities and mission objectives.
Provide strategic oversight for enterprise talent management programs and processes, including performance management, leadership and employee development, succession planning, workforce readiness, employee engagement, and organizational capability development.
In partnership, enable leaders to effectively attract, develop, engage, and retain talent by providing strategic consultation, development programs, tools, resources, and insights that strengthen leadership capability and organizational performance.
Serve as a trusted advisor and enterprise thought leader on talent management, including employee experience, labor and employee relations, workforce capability, and emerging workforce trends, advancing innovative, evidence-based solutions that enhance workforce competitiveness, operational excellence, and mission impact.