Job Abstract

ASRC Federal is growing (approximately 9,000 employees and 2.5B annual revenue) and we recognize that as a provider of critical government services, our people are the cornerstone of our success. We believe every individual deserves the opportunity to grow, thrive, and contribute to our collective success. That's why we are committed to crafting an exceptional employee experience and developing programs that prioritize career and talent development. We are looking for a Senior Director of Talent Development & Employee Experience to join ASRC Federal in our mission to cultivate a culture of continuous learning, growth, and unparalleled employee experience.

As the Senior Director of Talent Development & Employee Experience at ASRC Federal, you will play a crucial role in designing and implementing programs and initiatives to enhance employee engagement and support career and leadership development across the enterprise. Reporting directly to the Senior Vice President of Talent & Workforce Strategy, you will be responsible for designing, piloting, and implementing various programs across the employee lifecycle. Your strategic thinking, innovative approach, and focus on employee-centered solutions will drive positive impact on both the employee and manager experience and the business.

This role will partner with key stakeholders and work across the organization to ensure proper alignment with short- and long-term talent, leadership, and culture needs of the business. The ideal candidate for this role will have demonstrated experience designing and delivering impactful people programs that cultivate strategic talent pools and drive organizational development.

Responsibilities

• Contribute to the design of the overarching talent strategy designed to support individual career opportunities and organizational success.
• Lead the design and delivery of talent and people programs focused on key moments in the employee experience journey, including but not limited to employee engagement, performance management, learning, leadership, and career development.
• Collaborate with stakeholders to understand organizational goals and leadership/competency needs in the design of leadership and career development programs that align with strategic priorities and organizational values.
• Develop and apply change management strategies and methodologies within complex organizations, including assessment of change readiness, identifying stakeholders, and developing communication, engagement and/or training plans to support change adoption.
• Design and implement innovative and engaging learning experiences utilizing various formats and methodologies such as workshops, experiences, coaching, and e-learning.
• Manage key systems, technology, processes, and third-party vendors/partners that enable effective learning and development programs.
• Collaborate with Talent Acquisition leadership to deliver consistent and aligned programming from attraction and onboarding through the full employee life cycle.
• Work in collaboration with HR, COEs and functional partners to manage talent and workforce planning (including but not limited to talent and resource planning, succession, learning and development, and internal mobility).
• Ensure effective execution of the performance management life cycle, including supporting processes and systems, to meet organizational goals.
• Apply best practices for designing employee-centered programs via research, iteration, feedback, and refinement in people program development and ensure talent planning prioritizes and aligns with business needs.
• Monitor program progress and effectiveness, making adjustments as needed to optimize outcomes. Collect feedback from participants, facilitators, and stakeholders to identify strengths, areas for improvement, and opportunities for enhancement.
• Stay informed about leading people practices within and outside the organization, fostering a culture of continuous improvement.
• Potential to effectively lead and develop people and teams – both within Talent Development and Employee Experience and/or in leading cross-functional teams.

Qualifications

• Bachelor's degree (or equivalent combination of military and/or work experience).
• 10+ years of experience working across Employee Experience and Engagement, Talent Management/Development, Talent Programming and Organizational Development in the U.S. government contracting or consulting sectors.
• Proven ability to consult with executives, people managers, and employees at all levels of the organization to effectively communicate impact and insights.
• Strong understanding of organizational culture, values, and employee experience.
• Experience in a variety of people programing and leadership development design principals (i.e., design thinking and human-centered design, instructional design and training strategies, integration with DEI).
• Exceptional written and verbal communication skills, with the ability to build trust and communicate concepts accurately, effectively, and in ways that are suited to stakeholders at all levels.
• Demonstrated experience and expertise in training delivery, facilitation, and public speaking.
• Experience building, managing, and leading people and teams effectively.