Overview
1. Enterprise Talent Strategy & Outcomes Establish enterprise decision frameworks and guardrails for succession, talent movement, leadership development, and readiness—enabling consistent, high‑quality talent decisions across CoreAI and Engineering. Translate business strategy into measurable talent outcomes, shifting focus from process execution to decision quality, bench strength, and leadership readiness. Ensure talent investments directly support engineering productivity, scale, and long‑term sustainability in a rapidly evolving threat environment. Enable execution through Centers of Excellence, HR Business Partners, and business leaders—rather than directly managing delivery. Ensure integration across Talent, Learning, and Organizational Development ecosystems while preventing fragmentation or duplicative effort. Ensure talent data and AI insights are trusted, explainable, and embed
Full job description
Full Job Description
- Enterprise Talent Strategy & Outcomes Establish enterprise decision frameworks and guardrails for succession, talent movement, leadership development, and readiness—enabling consistent, high‑quality talent decisions across CoreAI and Engineering. Translate business strategy into measurable talent outcomes, shifting focus from process execution to decision quality, bench strength, and leadership readiness. Ensure talent investments directly support engineering productivity, scale, and long‑term sustainability in a rapidly evolving threat environment. Enable execution through Centers of Excellence, HR Business Partners, and business leaders—rather than directly managing delivery. Ensure integration across Talent, Learning, and Organizational Development ecosystems while preventing fragmentation or duplicative effort. Ensure talent data and AI insights are trusted, explainable, and embedded in the rhythm of business decision making—with clear ownership and accountability for outcomes. Hold leaders accountable for applying culture and leadership principles consistently across succession, development, and movement decisions. Act as a culture amplifier—reinforcing inclusive, agile, and future‑focused leadership behaviors through talent systems. Build/deepen Talent Management capability of the HRBP teams Bachelor's Degree in Human Resources, Business, or related field AND 10+ years experience in HR practices or program/project management OR 15+ years experience in HR practices or program/project management 5+ years managing large-scale or complex projects/program Master's Degree in Human Resources, Business, Organization Development, Psychology, or related field Demonstrated success partnering with executive stakeholders to drive outcome‑oriented talent decisions. Experience operating within global, matrixed engineering or product organizations. Track record of shaping enterprise talent models, governance, and decision frameworks.
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