Manager Talent Management 3

Northrop Grumman•Falls Church, VA

11d•$137,800 - $239,300•Onsite

About The Position

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.

Requirements

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.

Nice To Haves

Master’s degree in Human Resources, Organization Development, Psychology, or related disciplines.
Experience with Workday and Eightfold or other talent management systems or software.

Responsibilities

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.