Enterprise Skills-Based Talent Development Manager 2

RELOCATION ASSISTANCE: No relocation assistance availableCLEARANCE REQUIRED FOR START: NoCLEARANCE TYPE: NoneTRAVEL: Yes, 25% of the Time

Description 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.

The Enterprise Skills-Based Talent Development Manager 2 is responsible for designing and implementing a skills-based talent development and governance model that supports NG’s workforce transformation. This role partners HR, business leaders, and COEs to define critical skills, embed them in NG’s job architecture and talent systems (including Eightfold/Workday), and enable consistent, scalable development pathways.

This position will be virtual remote and can be performed anywhere within the continental United States. Teleworking arrangements are subject to change based on the needs of the business.

Key Responsibilities:

Skills-Based Talent Development & Governance

• Design and maintain NG’s skills-based talent development governance model, including standards, processes, and decision-rights.

• Define and curate enterprise and functional skills taxonomies, proficiency levels, and role profiles aligned to business strategy.

• Partner with HR technology teams to integrate skills structures into talent platforms (e.g., Workday/Eightfold/Talent Design, learning, performance, succession, workforce planning).

Skills Governance Leadership

• Establish a skills based governance model and serve as lead to identify working team participants, oversee committee operations and report status/issues to Talent leadership.

• Define working team membership and operating rhythms, including:

  • Job Family Group representatives: One member from each Job Family Group responsible for reviewing/approving skills and adding proficiencies for job profiles in their group, performing role calibration, managing skills/proficiencies for new job profiles, and conducting periodic reviews of existing profiles.

  • Segment representatives: One member from each Segment who provides Segment input when needed, disseminates information to Segment leaders, and delegates review/approval tasks.

• Ensure the working team decisions are aligned with the enterprise skills-based governance model and integrated into NG’s broader talent practices.

Workforce Transformation & Strategy Enablement

• Translate business and workforce strategies into skills-based talent development roadmaps and prioritized initiatives.

• Identify critical roles and skills for transformation and recommend targeted development, acquisition, and mobility strategies.

• Lead efforts to evolve from primarily role-based to skills-based talent practices (staffing, development, internal mobility, career pathways).

Stakeholder Engagement & Change Management

• Engage HR partners, business leaders, and COEs to co-create the skills-based model and secure sponsorship and alignment.

• Develop and execute communication and change approaches to drive understanding, adoption, and behavior change.

• Facilitate workshops and working sessions with leaders and subject-matter experts to refine skills frameworks and talent pathways.

Data, Insights & Continuous Improvement

• Partner with people analytics to define and track metrics for workforce transformation and skills-based talent development (e.g., skills coverage, development participation, internal mobility).

• Use data, feedback, and committee input to assess effectiveness and recommend adjustments to the governance model, processes, and programs.

Key Competencies:

• Strategic and systems thinking

• Workforce and talent planning

• Skills and capability development

• Governance and standards design

• Cross-functional collaboration and influence

• Data-driven decision-making

• Program and project management

• Change leadership and communication

Basic Qualifications:

• Bachelor’s degree and at least 8 years of relevant experience in HR, talent management, learning & development, workforce planning, or organizational development OR Master’s degree and at least 6 years of relevant experience in HR, talent management, learning & development, workforce planning, or organizational development.

• Experience leading large-scale talent or workforce transformation initiatives in a complex, matrixed environment.

• Demonstrated ability to design and implement governance structures or standards across multiple stakeholder groups.

• Strong stakeholder management, communication, and facilitation skills.

Preferred Qualifications:

• Master’s degree in Organizational Development, I/O Psychology, HR Management, or related discipline.

• Experience with skills-based talent management (skills taxonomies, role/skills architectures, proficiency models).

• Hands-on experience with HR and skills platforms such as Eightfold and/or Talent Design.

• HR Systems & Data Literacy.

• Experience leveraging people analytics or workforce data to inform talent decisions and measure impact.

Primary Level Salary Range: $121,000.00 - $181,600.00The 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 U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.