Head of Early in Profession Development

Responsibilities include global early talent strategy and workforce planning

Competitive salary range: $200K-$251K

Requires proven experience in talent and leadership strategy

The Opportunity

The Early in Profession Lead is responsible for shaping and delivering National Grid's global early talent strategy, ensuring the organisation develops a sustainable pipeline of future-ready talent aligned to its long-term strategic objectives, evolving workforce requirements, and critical capability needs.

Working closely with Strategic Talent Planning, Talent Acquisition, Learning, Business Leaders and external partners, the role translates future workforce demand into integrated early talent attraction, selection, development and deployment strategies across the UK and US. The role is accountable for identifying emerging capability requirements, including digital, AI-enabled and human-centred skills, and embedding these into world-class graduate, internship, placement and apprentice experiences.

The role leads the design of a globally aligned Early in Profession ecosystem, spanning workforce planning, employer branding, university partnerships, assessment and selection, development programmes, talent acceleration and ongoing career progression. Through robust talent identification and succession approaches, the role ensures high-potential early talent is recognised, developed and retained, creating a diverse pipeline of future leaders and critical talent for National Grid.

Ultimately, the role is accountable for ensuring that National Grid's investment in early talent delivers measurable business impact, strengthens organisational capability, and builds the workforce required to deliver the energy transition and the company's future growth ambitions.

This is a hybrid role that can based in either our NY or Boston office.

What You'll Do

• Shape the Global Early in Profession Strategy: Develop and implement a future-focused Early in Profession (EiP) strategy aligned to National Grid's business priorities, workforce needs and long‑term growth ambitions.
• Drive Workforce Planning and Talent Pipeline Development: Partner with Strategic Talent Planning and business leaders to identify future capability requirements and translate workforce demand into sustainable early talent pipelines.
• Lead Early Talent Attraction and Recruitment Strategy: Work closely with Talent Acquisition to develop and execute a market‑leading recruitment strategy, ensuring access to diverse, high‑potential talent across key capability areas.
• Build Strategic External Partnerships: Establish and manage relationships with universities, educational institutions and external partners to strengthen National Grid's employer brand and future talent pipeline.
• Design and Govern Assessment Excellence: Select and continuously evolve assessment methodologies and technologies that effectively identify future potential, capability and leadership talent.
• Create World‑Class Development Experiences: Design and deliver innovative development programmes that build critical business, leadership, digital and AI‑enabled capabilities while strengthening human‑centred skills and behaviours.
• Accelerate High‑Potential Talent: Implement talent review and progression processes that identify, develop and retain high‑potential individuals, creating strong pipelines for future leadership and critical specialist roles.
• Lead Stakeholder Engagement and Change: Partner with senior leaders and HR stakeholders to drive engagement, sponsorship and adoption of Early in Profession initiatives across the organisation.
• Measure Talent and Business Impact: Establish meaningful metrics and insights to evaluate programme effectiveness, talent outcomes, diversity impact, retention and return on investment.
• Lead the Early in Profession Team and Operations: Lead, develop and inspire a high‑performing team, while overseeing programme governance, vendor relationships, budget management and operational excellence.

About You

• Proven experience designing and delivering talent, leadership, learning or early‑in‑profession strategies that drive business impact.
• Strong understanding of workforce planning, talent management and capability development.
• Able to translate future business and workforce needs into practical talent solutions.
• Excellent stakeholder management and influencing skills, with the ability to build credibility and drive outcomes at all levels.
• Strategic thinker with strong problem‑solving skills and a track record of leading change.
• Data‑driven, with the ability to generate insights and use evidence to inform decisions.
• Passionate about developing future‑ready talent, including digital, AI and human‑centred capabilities.
• An effective people leader who creates a high‑performing, inclusive and development‑focused team culture.
• Strong communication and presentation skills, with the confidence to engage, challenge and provide constructive feedback.
• Curious and externally focused, with an understanding of emerging trends and leading practices in early talent development.
• Degree level in Business/HR or Learning and Development Areas or equivalent / experience is preferred.

Your Rewards

Alongside a competitive base salary, you'll enjoy a standout reward package designed to support you both in and outside of work - including an annual performance bonus, flexible holiday options, wellbeing and family support, and matched charitable giving.

Explore our benefits to discover more of the ways we invest in our people and help you thrive at every stage of your career.

Annual Base Salary (New York): $214K-$251K
Annual Base Salary (Boston): $200K-$235K

National Grid will not be providing visa sponsorship for this position now or in the future. You must have the ability to work without a need for current or future visa sponsorship.

National Grid utilizes an assessment that evaluates the job qualifications/characteristics using AI or statistically based scoring. For more information, please view NYC Local Law 144.

This position has a career path which provides for advancement opportunities within and across bands as you develop and evolve in the position; gaining experience, expertise and acquiring and applying technical skills. Internal candidates will be assessed and provided offers against the minimum qualifications of this role and their individual experience.