Job Description Summary

The Sr. Manager, Early Career Strategy – Development Programs leads the enterprise strategy, standards, and performance of GE Vernova’s early career development programs.

This role is accountable for ensuring development programs produce high-quality, business-ready talent aligned to GE Vernova’s future skill and leadership needs. You will work across businesses, functions, and regions to drive consistency, raise the bar on program quality, and connect development experiences directly to workforce outcomes.

Operating in a highly matrixed environment, you will influence without direct authority, aligning diverse stakeholders while challenging legacy approaches and driving enterprise-wide improvement. Success in this role requires balancing strategic direction with strong execution, while navigating competing priorities across independent businesses.

Job Description

Key Responsibilities:

Strategy and Program Leadership

Shape and drive the enterprise strategy, mission, and standards for GE Vernova’s Next Generation development programs in partnership with business and HR leaders, aligned to workforce planning priorities and future capability needs.

• Translate business priorities into clear development program strategy and required talent outcomes
• Lead cross-business program managers to align on enterprise priorities and initiatives
• Identify and drive opportunities to simplify, standardize, and improve fragmented program structures
• Benchmark externally and challenge existing approaches to elevate program quality and impact

Program Standards and Experience Design

Establish and govern enterprise-wide standards to ensure consistent, high-impact development experiences across businesses.

• Define and uphold global standards across rotations, learning experiences, assignment leader expectations, and participant evaluation
• Partner with program managers and L&D teams to design experiences that build critical skills and accelerate readiness
• Own alignment across program design, delivery, and intended talent outcomes
• Continuously improve program effectiveness based on performance data and stakeholder input

Talent Pipeline and Recruiting Partnership

Ensure development programs serve as a strong pipeline for GE Vernova’s current and future talent needs.

• Partner with University Recruiting to align hiring strategy with program design and workforce planning priorities
• Drive improvements in candidate quality, assessment, and selection
• Ensure alignment between development programs and broader early career and enterprise talent strategy

Measurement, Governance, and Continuous Improvement

Drive accountability for program performance and impact through clear metrics, governance, and consistent evaluation.

• Define and implement standardized KPIs tied to talent outcomes (e.g., quality, retention, mobility, business impact)
• Establish an operating rhythm for program review, evaluation, and improvement
• Use data and insights to inform decisions on program quality, investment, and areas for change
• Ensure programs deliver measurable value to the business and evolve with organizational needs

Communication, Influence, and Advocacy

Lead through influence to align stakeholders and drive enterprise outcomes across a complex, matrixed environment.

• Build relationships across businesses, HR, and functional leaders to advance program goals
• Influence stakeholders to adopt enterprise standards and improve program quality
• Navigate competing priorities to drive alignment and consistency across independent business units
• Champion development programs as a critical driver of GE Vernova’s talent pipeline

Budget, Resources, and Tools

Ensure effective allocation of resources to support high-quality, scalable programs.

• Own cross-enterprise program experience budget and resource allocation
• Evaluate and optimize tools and technologies supporting development programs
• Align investments to program performance, scale, and strategic priorities

Qualifications and Requirements

• Bachelor’s Degree in Business, Human Resources, or related discipline, or equivalent experience
• 10+ years of experience in talent management, leadership development, early career programs, or enterprise program leadership, with demonstrated impact on talent outcomes

Desired Characteristics / Competencies

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• Proven experience operating in a global, matrixed or