Talent Management Specialist (Level 3 or 4)

RELOCATION ASSISTANCE: No relocation assistance available

CLEARANCE REQUIRED FOR START: No

CLEARANCE TYPE: None

TRAVEL: Yes, 25% of the TimeDescription

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 Corporate Office is seeking candidates for a Talent Management Specialist (Organizational Development Representative) role to help drive the enterprise talent readiness strategy and succession management activities that are vital to our continued strong performance and long-term success.

Reporting to the Manager, Talent Management, you will be a key member of the Enterprise Talent team, partnering with stakeholders across the organization to enhance leadership pipelines and ensure strategic talent planning. This role will provide critical support to enterprise succession management practices and help ensure our talent is equipped to fill critical roles quickly and effectively.

This position is preferred to be located in or near Falls Church, VA to support a consistent presence at VACO headquarters, but must be located near an existing major Northrop Grumman facility within the continental United States. This is not a remote position.

This position can be hired as a Level 3 or Level 4, depending upon the incumbent's education and experience.

Key Responsibilities

Strategy & Process Development and Execution

• Support development and execution of enterprise talent management strategies, with a focus on succession management, talent planning, and performance management.
• Partner with the Manager, Talent Management to:
• Shape and mature enterprise succession management practices to accelerate leadership readiness, address near‑term succession needs, and build a sustainable leadership pipeline.
• Enable consistent, high-quality talent management practices across sectors and functions.
• Enable talent readiness activities, including managing sensitive talent movement and development data and maintaining data integrity.
• Support the evolution of succession management and talent readiness practices by leveraging emerging tools and technologies (e.g., AI, automation, analytics).
• Develop and maintain training, tools, and resources that build capability and accountability for managers related to succession planning and development strategies.
• Coordinate and facilitate aspects of the annual enterprise Organizational Leadership Review (OLR) process in partnership with sector Organizational Effectiveness (OE) and Talent teams, including preparation of materials, data consolidation, and documentation of outcomes.
• Conduct benchmarking and industry research on talent management trends to identify innovative best practices and recommend opportunities for continuous improvement.

System & Data Management

• Analyze internal talent data to identify talent gaps, trends, and areas for improvement, and help translate insights into practical actions for the Enterprise Talent team and HR partners.
• Support development and delivery of clear, concise, and data-driven presentations and executive-ready materials (e.g., OLR summaries, succession insights, performance/talent dashboards).
• Develop strong working knowledge of Workday’s succession management functionality and related talent tools (e.g., Eightfold or other talent systems), including:
• Reporting and dashboard creation.
• System testing, troubleshooting, and issue resolution.
• Supporting campaigns and processes (e.g., succession plan updates, talent reviews, performance cycles).
• Help promote and enhance enterprise-wide utilization of succession planning and performance management processes, metrics, and system functionality through awareness, communication, and user support.

A Successful Candidate Will Have the Following Characteristics

• Unwavering ethics and values; serves as a trusted partner with a high degree of discretion managing sensitive talent information.
• Agile mindset; capable of delivering quality work swiftly and iterating based on feedback.
• High learning agility; able to quickly apply new concepts, tools, and insights across various contexts.
• Strong consultative skills; proven ability to build collaborative relationships across teams and influence without authority.
• Excellent communicator, including verbal, written, and presentation skills; able to synthesize complex data and concepts into simple, compelling messages.
• Broad business acumen with a keen understanding of how HR processes and tools drive business results and leadership readiness.
• Strategic and critical thinker with innovative ideas to further talent management initiatives and meet evolving business needs.
• Strong skill set in data analysis and project/program management; high attention to detail to ensure accuracy in talent data and deliverables.

Basic Qualifications for a Level 3

• Bachelor’s degree and at least 5 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 3 years of experience, in Talent Management, Employee Development, and/or HR Business Partner/Leader roles or related disciplines.

 

Basic Qualifications for a Level 4

• Bachelor’s degree and at least 8 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 6 years of experience, in Talent Management, Employee Development, and/or HR Business Partner/Leader roles or related disciplines.

Additional Basic Qualifications (Both Levels)

Proven experience in:

• Experience supporting or facilitating talent management processes, including succession planning, performance management, and/or development strategies.
• Experience leading projects or workstreams, influencing/managing organizational change, and partnering with cross-functional teams.
• Leading or coordinating projects and initiatives across multiple stakeholders.
• Supporting talent management processes, including succession planning and development strategies.
• Ability to work with sensitive and confidential information and exercise sound judgment.
• Strong relationship-building skills; proven ability to build collaborative partnerships as the basis for influencing direction and driving change.
• Proficiency in Microsoft Office Suite, with particular emphasis on Excel and PowerPoint.

Preferred Qualifications

• Master’s degree in Organizational Development, Human Resources, Human Resource Development, Psychology, or related disciplines.
• Certifications in Talent Management or Talent Development.
• Experience with Workday succession planning and performance management functionality and/or Eightfold or other talent management systems or software.
• Experience supporting enterprise-wide talent reviews, Organizational Leadership Review processes, or executive talent discussions.

Primary Level Salary Range: $81,400.00 - $141,200.00Secondary Level Salary Range: $101,400.00 - $176,300.00

The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.

Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.

The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.

Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO. U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.