Job Summary
Responsible for designing, implementing, and continuously improving talent and organizational development programs that support enterprise strategy. Working in partnership with the Director of Talent & Organizational Development, HR, and business leaders, this role helps translate organizational development strategy into scalable programs and processes that strengthen leadership capability, succession readiness, organizational effectiveness, and cultural alignment.
Job Duties/Tasks/Responsibilities
Leadership & Succession Development:
- Support the development, implementation, and continuous evolution of enterprise leadership competencies aligned with organizational values and strategy.
- Design, coordinate, and facilitate leadership development programs for frontline, mid-level, and senior leaders that build foundational, functional, and enterprise leadership capabilities.
- Coordinate and support succession planning processes, talent reviews, and development planning in partnership with HR and business leaders.
- Partner with leaders to assess leadership potential, capability gaps, and development needs.
Talent Development & Performance Enablement:
- Coordinate and continuously improve talent development processes that support employee performance, growth, and retention.
- Equip leaders with tools, frameworks, and resources to effectively develop their teams and assess talent.
- Support alignment of talent development initiatives with business priorities and organizational objectives.
- Partner with HR, IT, and business leaders to configure, evolve, and sustain SuccessFactors processes including goal setting, performance evaluations, and succession planning.
- Leverage system data and insights to assess performance trends, inform talent decisions, and drive continuous improvement in performance management practices.
Organizational Development & Effectiveness:
- Support organizational development initiatives that improve structure, decision-making, collaboration, and role clarity.
- Support leaders through organizational change, integration, and transformation efforts.
- Apply organizational design principles to improve efficiency, effectiveness, and alignment across teams and business lines.
Culture & Capability Building:
- Support the integration of organizational values into leadership programs, talent processes, and employee development initiatives.
- Partner with leaders to strengthen culture through consistent expectations, accountability, and leadership practices.
- Identify trends related to culture and capability gaps and recommend development solutions.
- Help maintain consistency, scalability, and sustainability of talent and organizational development processes across the enterprise.
- Stay current on best practices and emerging trends to continuously evolve development approaches.
People Analytics & Strategic Insights:
- Partner with third-party provider Red Castle to design, administer, and evolve employee listening and analytics solutions, including Employee Engagement surveys, Exit Reports, New Hire Feedback, and other employee lifecycle analytics.
- Analyze qualitative and quantitative people data to identify trends, risks, strengths, and opportunities across business lines, leadership populations, and the employee lifecycle.
- Develop and deliver talent analytics reports with insights to business line leaders that connect employee data to business outcomes, leadership effectiveness, retention, and organizational performance.
- Support the integration of people insights into leadership development, succession planning, performance management, and organizational development initiatives.
Program Management & Facilitation:
- Coordinate the planning, logistics, communication, and execution of leadership development programs, workshops, assessments, and talent initiatives.
- Manage project timelines, deliverables, and stakeholder communications for talent and organizational development initiatives.
- Develop engaging learning materials, facilitator guides, toolkits, and job aids that support leadership capability and organizational effectiveness.
- Evaluate program effectiveness using participant feedback, business metrics, and organizational outcomes to drive continuous improvement.
- Performs other duties as assigned.
| Minimum Education, Experience and Certification Requirements |
Education
- Bachelor's degree required
- Master's degree in Organization Development or related field preferred
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Certifications
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Required Experience
- A minimum of 5 years of related work experience
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Preferred Experience
- 10 years related work experience in addition to desired degree
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Required and Desired Skills
- Expertise in leadership development, succession planning, and organizational development
- Strong strategic thinking and systems-design capability
- Ability to influence and partner with senior executives and business leaders
- Experience translating strategy into practical, scalable people solutions
- Strong facilitation, coaching, and consulting skills
- Data-driven mindset with the ability to measure impact and outcomes
Physical/Mental Requirements and Working Conditions
- Ability to sit
- Ability to effectively communicate; speaking, reading, understanding, writing and hearing clear English; pass audiogram in hearing conservation program as required by location
- Basic math and computer skills
- Ability to work inside an office
- Ability to perform highly repetitive motions with fingers, hands, wrists, and shoulders
- Ability to work alone, work with others, and interact with the public
- Ability to perform under deadline pressure
- Ability to drive a vehicle and travel overnight
- Ability to understand and follow basic instructions and guidelines
EnergySolutions is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Apply Online at: jobs.energysolutions.com
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EnergySolutions
Aug 04, 2026