Head of Talent Management and Development

We are looking for an experienced, action-oriented Head of Talent Management and Development (HTMD) to lead our talent initiatives and drive meaningful enhancements in employee engagement, performance, and career growth. This role is vital for fostering a culture of continuous feedback and open communication, empowering employees to reach their full potential while enhancing attraction and retention. The HTMD will oversee performance management and develop a robust leadership pipeline through effective succession planning and comprehensive career development pathways. By leveraging data-driven insights, this leader will tailor learning opportunities, define competencies, and utilize assessments to achieve measurable outcomes, including improved leadership skills, increased engagement, and retention. This strategic approach will help cultivate a high-performing, adaptable workforce that is well-prepared for the future. This position includes leadership for a small team and reports directly to the Chief HR Officer.

A U.S. Department of Energy National Laboratory managed by Princeton University, the Princeton Plasma Physics Laboratory (PPPL) is tackling the world’s toughest science and technology challenges using plasma, the fourth state of matter. With more than 70 years of history, PPPL is a leader in the science and engineering behind the development of fusion energy, a potentially limitless energy source. PPPL is also using its expertise to advance research in the areas of microelectronics, quantum sensors and devices, and sustainability sciences. Whether it be through science, engineering, technology or professional services, every team member has an opportunity to contribute to our mission and vision. Come join us!

Core Duties: 

• Design and implement talent management strategies that attract, develop, and retain top talent.
• Develop and execute robust learning and development experiences that foster employee growth, enhance skills, and promote career advancement.
• Enhance and optimize performance management processes to align with organizational priorities and cultivate a culture that values and grows from continuous feedback.
• Utilize HR metrics and analytics to inform decision-making and drive continuous improvement in talent management. Monitor key performance indicators and implement strategies to enhance overall employee experience.
• Work closely with HR Business Partners and department heads to identify talent needs and ensure alignment of development initiatives with Laboratory priorities.
• Create a strategic employer branding initiative to attract top-tier talent and establish PPPL as the preferred employer in the industry.
• Design and implement comprehensive career path frameworks for employees across different functions and job levels, aligning career growth opportunities with organizational needs.
• Design, develop, and oversee leadership development initiatives, including training, coaching, and mentoring initiatives.
• Create and manage employee development initiatives to enhance skills, performance, and career growth across all levels of the organization.
• Work closely with HR Business Partners to understand and address specific development needs within different departments, including creating tailored development plans to prepare high potential employees for future leadership roles.
• Collaborate with Princeton University's Learning & Development team to leverage existing programs, tools, and resources effectively.
• Oversee the administration of the Learning Management System (LMS) to ensure it meets the organization's training needs, including user access, and reporting metrics.
• Provide Leadership and Supervision for a small team.

Education and Experience: 

• Bachelor's Degree in Human Resources Development, Industrial/Organizational Psychology, or related field or equivalent education/experience; Master's Degree and learning certification(s) preferred.
• 8+ years of progressive HR experience, with a focus on talent management and employee and leadership development.
• 5+ years of hands-on adult learning & development experience.

Knowledge, Skills and Abilities: 

• Demonstrated understanding of adult learning and methodologies, instructional design, course and curriculum development and assessment instruments.
• Experience designing and leading the delivery of Performance Management, Succession Planning, Talent Calibration, Employee Engagement Surveys, and Career Pathing and Competencies.
• Ability to assess organizational needs, design effective development programs, and understand how organizational capabilities interrelate.
• Demonstrate ability to work independently and effectively manage time and priorities.
• Customer focused with excellent interpersonal and written/verbal communication skills.
• Excellent presentation, facilitation, and public speaking skills in both virtual and in-person settings.
• Strong time management and organizational skills.

Certificates and Licenses: 

• PHR or SPHR, or other related certification preferred.
• DDI Certificated preferred.

Physical Requirements: 

• This is an employee-facing role focused on facilitating a successful on-boarding and employee experience for all employees. On-site presence is essential to foster strong personal relationships, but we’re open to flexible arrangements, allowing for occasional remote work one day a week after an on-boarding period.

Working Conditions: 

• Office Setting. 

Princeton University is an Equal Opportunity/Affirmative Action Employer and all qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability status, protected veteran status, or any other characteristic protected by law. KNOW YOUR RIGHTS

Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from participation in certain foreign government talent recruitment programs. All PPPL employees are required to disclose any participation in a foreign government talent recruitment program and may be required to withdraw from such programs to remain employed under the DOE Contract.