Talent & Engagement Lead

National Basketball Association (NBA)•New York, NY

4d•$150,000 - $170,000•Hybrid

About The Position

The Talent Management & Learning group within the Human Resources team is responsible for leading the NBA’s enterprise talent management strategies and programs to drive employee engagement and retention, increase productivity and performance, and build a strong pipeline of talent for key roles and future business needs. The group is responsible for performance management, talent development, employee engagement, leadership development, coaching, as well as leading the organization’s competency development initiatives as it relates to key professional skills that help to build teams and advance the mission of the NBA on a global scale. The Talent & Engagement Lead is responsible for driving the design and execution of key people programs across the organization, including performance management, employee engagement, and talent development initiatives. This role serves as a strategic partner and subject matter expert, collaborating across departments to support organizational effectiveness and an engaged workforce. The Talent & Engagement Lead brings advanced knowledge of HR program delivery, data-informed decision-making, and the ability to influence leaders at all levels to foster a high-performance culture.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field
10+ years of relevant experience in Human Resources, Talent Management, or a closely related HR function
Demonstrated ownership of employee engagement survey programs, including full-cycle execution from launch through results delivery and stakeholder reporting
Proven experience leading cyclical performance management processes, including goal setting, mid-year, and year-end reviews, at an organizational scale
Track record of managing complex, cross-functional programs with multiple senior stakeholders across departments
Experience working within or directing HRIS systems and talent platforms in a program ownership or administration capacity
Ability to build relationships at all levels of an organization, with excellent communication skills that convey complex ideas in a simple way that builds understanding and credibility
Strong project management skills with the capacity to manage multiple projects at the same time
Ability to design, build, and execute projects from beginning to end with a bigger picture in mind
Proficiency in leveraging data for decision-making and progress tracking
Exceptional organizational leadership skills with the ability to build credibility and influence across teams swiftly
Advanced knowledge of performance management frameworks, employee engagement methodologies, and HR program delivery at scale
Proficiency with HRIS and talent platforms such as Workday, CultureAmp, Qualtrics, or similar systems
Strong communication skills with the ability to tailor messaging for employees, managers, and senior leaders alike
Collaborative and solutions-oriented working style with a proven ability to influence without authority in a matrixed environment

Nice To Haves

Master's degree in Industrial-Organizational Psychology, Organizational Development, Human Resources Management, or a related discipline preferred
Background in Learning and Development is a plus and will be viewed favorably for candidates looking to grow into a broader talent development leadership scope

Responsibilities

Lead the end-to-end administration of the annual performance management cycle, including goal setting, mid-year check-ins, and year-end reviews, ensuring consistent and equitable execution across the organization
Manage full execution of the company-wide employee engagement survey, including vendor coordination, system alignment, communication strategy, survey design in alignment with key stakeholders, participation monitoring, and results delivery to the organization and are the primary internal consultant to HR Business Partners and business leaders on engagement survey strategy, data interpretation, and action planning,
Oversee the execution of overall feedback across the organization – inclusive of leadership 360-degree feedback assessments, peer/upward feedback processes, managing vendor relationships, participant logistics, and results reporting, and partnering with HR Business Partners to connect insights to leader development and coaching conversations
Support the execution of talent initiatives including succession planning and talent reviews, partnering with HR Business Partners and senior leadership to ensure programs are delivered with quality and strategic alignment
Assist with organizational change management and org design efforts, including the development of stakeholder communications, readiness assessments, and supporting materials for leadership reviews
Direct the development and maintenance of all performance program materials, including process guides, manager toolkits, employee-facing communications, and reference documentation, updating resources each cycle to reflect process improvements
Oversee system configuration and workflows in partnership with the HRIS team, ensuring accurate setup and alignment across platforms in support of performance program delivery
Serve as the escalation point for complex process questions from managers and employees related to performance and engagement programs, ensuring timely and appropriate resolution
Leverage data to inform decision-making and track progress throughout each program cycle, producing clear and actionable reporting and end-of-cycle summaries for senior stakeholders
Identify recurring operational gaps across talent processes and implement practical improvements to increase efficiency and consistency from cycle to cycle
Adapt program delivery in an iterative fashion as business priorities evolve, adjusting timelines, communications, and coordination plans while maintaining continuity and quality of execution
Provide direction and guidance to project contributors supporting talent program administration