Talent Development Partner (Hybrid)

Title:

Talent Development Partner (Hybrid)

KBR — Delivering Solutions, Changing the World.

KBR brings together the best and brightest to deliver science, technology and engineering solutions that help governments and companies around the world accomplish their most critical missions and objectives.

This role spans most of KBR’s Talent Development Center of Excellence remit, including Performance Management, Talent Assessment and Calibration, Succession Planning, Competency, and Leadership Assessment and Development. This position creates and manages talent programs, partnering cross-functionally extensively with business unit people partners, talent partners, and leaders. Additionally, the role serves as a Talent Development COE point-of-contact and subject matter expert to ensure effective program management, business process flow, and best practice awareness and implementation. The position also takes an active role in fostering a culture of continuous improvement to deliver scalable and repeatable talent practices valuable to KBR. Position reports to and under supervision of the Director of Talent Development.

Hybrid, mostly remote, work with a location anywhere in the US preferred.

Key attributes: dynamic, responsive, adaptable, comfortable in fast-paced MVP (minimal viable process or product) experimentation environment, consultative, collaborator, planner, driver who delivers results

Job Responsibilities

• Lead talent & performance practices, programs, and processes ensuring alignment to People Strategy, effective implementation and adoption, continuous improvement, and best-in-class customer service to internal clients for maximizing our Employee Value Proposition (EVP) of Belong, Connect, Grow.
• Responsible for collaborating across the enterprise with people partners, talent partners, and business leaders to develop, deliver, embed and align effective talent processes and resource portfolios.
• Build and facilitate partnerships with a wide variety of stakeholders (HRIS, Legal, Procurement, IT, Sustainability, Employee Resource Groups, business leaders) to project plan and execute annual, global talent campaigns, proof of concept pilot tests, and ad hoc talent consultations.
• Support and facilitate workstreams and talent forums as needed for developing and delivering core pillars of our People Strategy and EVP.
• Curate, develop, document and maintain effective, relevant procedures, guidelines, policies and training for a variety of different audiences with positive end-user experience in mind.
• Serve as a focal point advisor for talent practices staying informed of new and best practices and available resources, conducting research and benchmarks on relevant topics to share knowledge, advance HR and organizational capabilities, and continuously improve.  
• Serve as business process owner and liaison between internal stakeholders and external partners (vendors, solution providers, executive education institutions) assessing needs and communicating business requirements, collaborating to define specifications, establishing processes and timelines, testing, implementing and refining solutions.
• Support adoption of Workday talent, learning, and career functionality to drive workforce capability capture and organizational business intelligence.

Job Behaviors & Skills

• Exemplifies KBR Values and core behaviors - We Deliver, We Value Our People, We are People of Integrity, We Empower, We are a Team of Teams.
• Effectively manages work, plans and organizes - prioritizes, prepares resources and schedules, delegates effectively to accomplish work with and through others, especially without direct authority, promotes accountability, provides guidance and follow up
• Program management skills - proven track record of identifying stakeholders and dependencies; assessing needs and risks; prioritizing opportunities, developing and communicating recommendations and status updates; planning timelines and resources; mapping processes; building communications and change plans; managing annual campaigns and initiatives that attract, develop, and retain people.
• Sound decision making and judgement - identifies problems, gathers relevant information, generates solutions, clarifies actions, gains support and approval, and implements timely.
• Creates productive business relationships across segments, functions and management levels - identifies key partnerships, influences to achieve work objectives, collaborates to formulate agreements on responsibilities and support needed, clarifies by questioning and probing, considers impact of decisions and actions, adapts style, motivates others to action and maintains self-esteem by acknowledging ideas and demonstrating respect.
• Adapts to change - able to navigate ambigui