Talent & Learning Partner - Electrification US

Your role and responsibilities:

This is an exciting opportunity to shape the talent and leadership development landscape for ABB Electrification across the United States. As the Talent & Learning Partner for Electrification US, you will serve as the connective tissue across five Electrification divisions - supporting more than 8,000 employees across the US geography.

You will partner with divisional HR Business Partners, US EL HR leaders, and the Global Electrification Talent & Learning team to design, scale, and continuously improve talent and leadership development programs. Your work will span the full talent lifecycle: from early talent pipeline strategy through senior succession readiness, ensuring ABB Electrification builds and retains the leaders of tomorrow.

There is a strong preference for candidates to be located near a US Electrification office location to be able to work a hybrid schedule, with a particular note towards Cary, NC. #LI-Hybrid

You will be mainly accountable for:

• Talent Strategy & Business Partnership: Develop a deep understanding of strategic business priorities and talent landscape across the five EL divisions in the US. Partner with division HRBPs and US EL HR leaders to translate global Talent & Learning strategy into practical, US-specific action plans.

• End-to-End Leadership Pipeline: Define and execute a US-level strategy for leadership talent development across the full talent lifecycle — from early talent identification through senior succession readiness. Create and manage longitudinal tracking and development of high-potential talent from early career through senior leadership, ensuring visibility and continuity throughout the leadership journey.

• Succession Planning & Senior Talent Development: Drive effective execution of talent management processes across all five divisions: Talent Identification, People Review Sessions (PRS), succession planning, and Individual Development Plans (IDPs). Monitor and report on succession health indicators: succession depth, readiness ratings, IDP completion, internal mobility, and promotion rates.

• Program Scaling & New Program Development: Conduct a structured discovery of existing divisional T&L programs across the five EL divisions; identify best practices with potential for US-wide geographic scaling. Identify common talent development needs not currently addressed by existing programs; scope, design, and launch new US-specific initiatives to fill gaps and maximize development investment impact.

• Data, Systems & Continuous Improvement: Ensure all T&L-related data (nominations, participation, development plans) is current and accurate in relevant systems; define and track key talent metrics. Identify and implement continuous improvement opportunities to increase program efficiency, business impact, and return on development investment.

Qualifications for the role:

• Bachelor's degree required.

• Minimum 10 years of progressive experience in HR, Talent Management, Learning & Development, or Program/Project Management.

• Demonstrated ability to design and implement talent or learning programs in a complex, matrixed, or multi-business-unit environment.

• Proven track record of managing senior stakeholder relationships and influencing without direct authority.

• Experience with talent management tools and processes: succession planning, talent review, development plan frameworks, and competency-based development.

• Strong data literacy: ability to define, track, and communicate talent metrics and program impact.

• Fluency in English required.

• Candidates must already possess authorization to work for ABB in the US.

Preferred Qualifications:

• Experience consulting and advising business leaders, HRBPs on Talent and Learning needs

• Awareness / expertise of defined / assigned geographic area and market, talent drivers in that geography

• Experience with implementation of talent and learning initiatives in a global environment and working across multiple geographies and within a virtual team

• Resilience and ability to work with ambiguity and changing set of circumstances and issues

• Excellent relationship building ability across stakeholders with a collaborative approach.