Vice President, Talent Management

Amentum•Richmond, VA

1d•$225,000 - $250,000•Remote

About The Position

Amentum is a global leader in advanced engineering and innovative technology solutions, trusted by the United States and its allies to address their most significant and complex challenges in science, security and sustainability. Our people apply undaunted curiosity, relentless ambition and boundless imagination to challenge convention and drive progress. Our commitments are underpinned by the belief that safety, collaboration and well-being are integral to success. Headquartered in Chantilly, Virginia, we have approximately 50,000 employees in more than 70 countries across all 7 continents. Reporting to SVP, Global Talent the Vice President, Talent Management is responsible for leading the enterprise talent management and learning strategy and programs that support business performance, leadership capability, employee development, workforce readiness, and organizational growth across the company. This role oversees the design, implementation, and continuous improvement of enterprise talent and learning programs including succession planning, leadership development, learning and development, performance management, talent assessment, employee development, career development, and high-potential programs. The Vice President, Talent Management partners closely with executive leadership, HR Business Partners, and HR Centers of Excellence to strengthen leadership pipelines, enhance employee engagement and retention, and build workforce capabilities aligned with business priorities. The Vice President also provides strategic leadership and oversight for the Learning & Development function, ensuring enterprise learning strategies, leadership development programs, capability-building initiatives, and learning technologies support organizational priorities, workforce readiness, and long-term business growth. The ideal candidate brings strong enterprise talent management and learning leadership experience within large, complex, matrixed organizations and demonstrates the ability to influence C-suite leaders, drive scalable talent strategies, and operationalize enterprise-wide talent and development initiatives. This position is US Remote telework and US Citizenship is required.

Requirements

Typically, 12+ years of progressive talent management, learning and development, and human resources leadership experience with a Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or related field required; advanced degree preferred.
Requires 5 to 7 years of experience in Talent Management disciplines to include: succession planning, leadership development, learning strategy, performance management, and talent assessment.
Demonstrated experience leading enterprise talent management within large, complex, matrixed organizations.
Experience overseeing enterprise learning technologies, learning management systems (LMS), and workforce capability-building initiatives preferred.
Experience operating in fast-paced and evolving business environments.
US Citizenship is required.

Nice To Haves

Experience in GovCon industry preferred

Responsibilities

Lead the development and execution of enterprise talent management and learning strategies aligned with company objectives and workforce priorities.
Develop scalable talent and development programs that strengthen leadership capability, employee growth, workforce readiness, and organizational performance.
Partner with executive leadership and HR teams to identify enterprise talent priorities and workforce capability needs.
Drive consistency and alignment across talent practices, leadership expectations, development approaches, and learning investments.
Establish an integrated approach to talent, leadership, learning, and career development across the enterprise.
Lead enterprise succession planning and talent review processes across the organization leveraging the Workday TM Suite.
Partner with business leaders and HR Business Partners to assess leadership pipelines, identify succession risks, and develop talent strategies.
Facilitate executive talent review discussions and calibration sessions.
Monitor leadership bench strength and readiness across critical roles.
Ensure succession strategies are supported by targeted development and learning plans, redesigning leadership offerings for future business needs
Develop and execute a comprehensive learning strategy aligned with business objectives, workforce capability needs, and organizational priorities.
Ensure learning programs support employee growth, career progression, leadership readiness, and organizational effectiveness.
Establish measurement frameworks to assess learning effectiveness, capability development, skill acquisition, and business impact.
Partner with business leaders and HR teams to identify critical skill gaps and develop targeted learning solutions.
Oversee enterprise leadership development programs and initiatives.
Design and implement leadership capability frameworks aligned with business and leadership expectations.
Support executive and leadership development through assessments, coaching resources, development planning, and targeted programs.
Partner closely with Learning & Development teams to integrate leadership development programs, learning pathways, and capability-building initiatives across all leadership levels.
Ensure leadership development strategies support long-term organizational capability and growth.
Oversee enterprise employee development initiatives including career development, learning pathways, mentoring programs, and high-potential talent programs.
Support strategies that strengthen employee engagement, retention, internal mobility, and workforce readiness.
Promote a culture of continuous learning, leadership development, and professional growth.
Ensure development programs address current and future workforce skill requirements.
Lead enterprise performance management strategy, processes, and programs.
Drive performance practices that support accountability, development, and business performance.
Partner with HR and business leaders to strengthen manager effectiveness and performance conversations.
Continuously assess and improve performance management processes and employee experience.
Utilize talent data, workforce insights, and organizational metrics to inform talent decisions and priorities.
Monitor key talent indicators including succession readiness, leadership pipeline strength, retention trends, learning effectiveness, workforce capabilities, and program impact.
Provide executive leadership with insights and recommendations related to enterprise talent health, workforce capability, and organizational readiness.
Leverage talent and learning analytics to identify opportunities for continuous improvement.
Partner closely with HR Business Partners, Talent Acquisition, Total Rewards, and executive leadership teams.
Support enterprise workforce planning and leadership pipeline discussions.
Collaborate across business units to drive alignment and adoption of enterprise talent, leadership, and learning strategies and programs.
Partner with business leaders to identify emerging capability needs and develop enterprise learning and development solutions that support organizational transformation and strategic priorities.
Serve as a trusted advisor on talent management, leadership development, and workforce capability best practices.