Senior Talent Development Specialist

Bechtel Corporation•Reston, VA

9d•$140,800 - $203,700•Hybrid

About The Position

The Senior Talent Development Specialist is a seasoned Talent Management professional within the Talent Management Center of Excellence. The role researches, recommends, designs, and develops enterprise talent programs aligned with business strategy and HR priorities, with particular expertise in leadership development and performance management. It partners with Delivery teams to provide consistent, high-impact talent development programming across the enterprise, using analytics, insights, and continuous improvement to optimize program effectiveness. The position is designated as part-time telework under Bechtel’s global telework policy and requires at least three days of in-person attendance per week at the assigned office or project. Weekly in-person schedules are determined by the employee and supervisor in consultation with functional or project leadership.

Requirements

Bachelor’s degree or international equivalent in HR, Organizational Development, Business, or a related field.
Typically 10–13 years of relevant experience in Talent Management, Leadership Development, Performance Management, or Organizational Development.
Strong Talent Management expertise, including demonstrated experience designing leadership development and performance management programs, frameworks, tools, and processes.
Knowledge of leadership capability models, adult learning and development practices, assessment approaches, coaching, and leadership program evaluation.
Knowledge of performance management practices, including goal and expectation setting, ongoing feedback, performance assessment, development planning, and process governance.
Demonstrated project management experience leading complex, cross-functional work from discovery through implementation readiness.
Ability to translate broad strategy and evolving requirements into clear recommendations, detailed designs, and executable plans.
Strong facilitation, communication, analytical, and influencing skills, including the ability to build consensus without formal authority.
Ability to partner effectively with senior stakeholders and cross-functional teams across the enterprise.
Experience designing or supporting enterprise-scale talent programs.

Nice To Haves

Experience working in complex, global organizations.

Responsibilities

Conduct external research, benchmarking, internal discovery, and current-state reviews to identify business needs and recommend new or improved Talent Development programs.
Use stakeholder input, qualitative and quantitative data, and program insights to evaluate options and make evidence-based recommendations.
Design leadership development programs, frameworks, learning journeys, assessments, and development experiences.
Design and improve performance management frameworks, processes, tools, and resources.
Translate approved direction into detailed program designs, process maps, toolkits, facilitator and participant resources, governance, communications requirements, and measurement plans.
Build enterprise scalability into solutions while identifying where business, cultural, geographic, or regulatory tailoring is needed.
Lead implementation planning, testing, and piloting, and prepare Delivery teams to execute talent development programs across the enterprise.
Develop and manage project plans, schedules, milestones, dependencies, risks, decision points, and quality requirements.
Form and lead cross-functional project teams, clarify roles and expectations, and hold contributors accountable for commitments.
Test concepts and tools with stakeholders and users, incorporate feedback, and refine solutions before broader implementation.
Define design-completion and handoff criteria and provide Delivery teams with approved designs, implementation guidance, measures, known risks, decisions, and required resources.
Support deployment and vendor coordination for talent development experiences.
Ensure programs are delivered consistently and remain aligned with their intended design and outcomes.
Provide guidance to Talent Development colleagues on program standards, processes, and delivery expectations.
Partner with HR, business leaders, and cross-functional teams to ensure programs meet evolving business needs, and collaborate across regions to align and scale offerings.
Define intended outcomes, success measures, evaluation methods, and data requirements during program design.
Partner with the TD Business Analyst and Data & Analytics to evaluate effectiveness using surveys, focus groups, program metrics, dashboards, and performance insights.
Identify trends and lessons learned and recommend improvements to talent solutions.
Ensure solutions remain aligned with broader Talent Management, employee development, and workforce processes.