Principal, Talent Management

L3Harris•Salt Lake, FL

13d•Onsite

About The Position

The Corporate Human Resources team is seeking a proactive and strategic Principal, Talent Management to lead and execute key talent initiatives across CHQ. This role partners closely with corporate and enterprise HR executive leadership, Centers of Excellence, and business leaders to drive talent development, leadership capability building, succession planning, employee engagement, and organizational effectiveness. The Principal, Talent Management serves as a critical connector between CHQ and enterprise talent teams, enabling alignment, promoting shared visibility into talent needs and capabilities, and ensuring integrated execution of priority HR strategies.

Requirements

Bachelor’s Degree and minimum 12 years of prior relevant experience.
Graduate Degree and a minimum of 10 years of prior related experience.
In lieu of a degree, minimum of 13 years of prior related experience.
Proficiency in Microsoft Excel and PowerPoint required.

Nice To Haves

Experience working in a DoW/defense contracting environment, government contracting organization, or highly regulated industry.
Master’s degree or graduate degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, or a related field; MBA preferred.
Professional HR certification such as SHRM-SCP, SHRM-CP, SPHR, or PHR.
Experience supporting talent management programs within a large, complex, matrixed, or global organization.
Demonstrated experience partnering with executive leadership and senior HR stakeholders on talent strategy, executive talent slating, succession planning, and organizational development.
Experience managing or supporting enterprise talent reviews, succession planning, leadership development, employee engagement, retention, and early career programs.
Strong knowledge of talent management practices, including talent reviews, succession planning, leadership development, employee development, assessments, onboarding, and organizational effectiveness.
Strong communication, facilitation, relationship-building, analytical, and organizational skills, with the ability to manage multiple priorities, prepare executive-level materials, maintain confidentiality, and work effectively across functions and organizational levels.

Responsibilities

Own and manage the CHQ talent catalog, including enterprise and functional professional development programs, 360-degree reviews, DiSC workshops, and other talent development offerings; oversee program planning, communications, registration, vendor coordination, materials, and participation tracking / outcomes.
Leverage HR systems, talent platforms, survey tools, and reporting resources to track participation, analyze program outcomes, identify trends, and support data-informed recommendations.
Partner with HR business partners, Centers of Excellence, leaders, and employees to provide talent management resources, guidance, and coordination across CHQ.
Serve as program manager for early career HR leadership development and internship programs, managing program strategy, timelines, participant experiences, communications, stakeholder coordination, resources, and outcomes.
Prepare executive-level presentations, program updates, dashboards, communications, and reports to demonstrate progress, outcomes, and opportunities for improvement.
Partner with Corporate HR leaders on executive talent slating, supporting the preparation and coordination of executive talent discussions, talent data, succession considerations, and related development actions.
Partner with HR executive leadership to manage the global HR forum, coordinating agendas, presentations, communications, logistics, action items, and follow-up with HR leaders across regions and functions.
Support functional and enterprise talent reviews and succession planning, including preparation of talent data, presentations, meeting materials, tracking tools, communications, and follow-up actions.
Collaborate with functional HR Business Partner leaders and Corporate Talent to develop and implement leadership development programs that address current and emerging talent needs.
Drive skills management efforts by partnering with Center of Excellence on building, maintaining, and analyzing enterprise skill inventories to inform planning and future capability investments.
Serve as a strategic advisor on talent pipelines, internal mobility, and development opportunities.