Head of Talent Management

Pacific Northwest National Laboratory

Richland, WA

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JOB DETAILS

SALARY

SKILLS

Adjudication, Analysis Skills, Background Investigation, Business Skills, Business Strategy, Coaching, Collective Bargaining, Communication Skills, Competitive Analysis/Strategy, Conflict Resolution, Contract Negotiation, Cross-Functional, Employee Relations, Employee Retention, Equal Employment Opportunity (EEO), Financial Trend Analysis, Government, Government Contracts, Higher Education, Homeland Security, Hubs, Human Capital, Human Resources, Human Resources Certification, Human Resources Processes, Human Resources Strategy, Industrial Relations, Laboratory, Leadership, Management Strategy, Market Trend Analysis, Matrix Management, Operational Strategy, Operational Support, Organizational Culture, Organizational Development/Management, Performance Management, Performance Metrics, Productivity Management, Recreation, Risk Analysis, Risk Management, SPHR (Senior Professional in Human Resources), Scientific Research, Society for Human Resource Management (SHRM), Staff Development, Succession Planning, Talent Management, Team Player, Thought Leadership, Trend Analysis, United States Department of Energy (DOE), Workforce Planning

LOCATION

Richland, WA

POSTED

8 days ago

**Overview** Reporting to the Chief Human Resources Officer, the Head of Talent Management provides strategic leadership for Human Resources Strategic Partners, Employee Relations, and Labor Relations, serving as a strategic leader responsible for shaping workforce strategy, organizational capability, and talent outcomes. This role drives the integration of talent, culture, leadership, and workforce planning initiatives that enable the organization to meet current mission priorities while building the workforce of the future. This role partners with senior leaders to lead enterprise-wide efforts that enhance employee and manager effectiveness, foster a culture of growth, accountability, and well-being, and create an environment where people can do their best work. The role champions data informed decision making, change leadership, and innovative talent solutions that accelerate individual, team, and organizational success across the Laboratory. **Responsibilities** + Lead enterprise talent efforts through a team of multidisciplinary HR professionals who partner with leaders to strengthen workforce capability, leadership effectiveness, organizational performance, employee engagement, and culture. + Lead employee relations and engagement strategies that foster trust, accountability, inclusion, and positive employee experience. + Ensure effective investigation, conflict resolution, and alternative dispute resolution processes while partnering with HR Centers of Excellence to strengthen engagement and organizational culture. + Work collaboratively with HR Centers of Excellence and enterprise leaders to address complex workforce challenges, advance workforce readiness, succession planning, and team performance strategies that empower people, foster resilience, and build the workforce of the future while driving operational excellence and mission impact. + Leverage workforce analytics, organizational insights, labor market intelligence, emerging talent trends, and performance metrics to anticipate future workforce needs, evaluate talent outcomes, identify strategic risks and opportunities, and inform workforce and talent strategies that strengthen organizational readiness and long-term mission success. + Provide strategic oversight of labor-management relations, collective bargaining agreements, contract negotiations, and dispute resolution processes, fostering collaborative partnerships that balance workforce needs, organizational priorities, and positive employee experience while supporting operational continuity and mission success. + Partner with executive leadership, Human Resources, and key stakeholders to align workforce, talent, employee relations, and labor relations strategies with organizational priorities and mission objectives. + Provide strategic oversight for enterprise talent management programs and processes, including performance management, leadership and employee development, succession planning, workforce readiness, employee engagement, and organizational capability development. + In partnership, enable leaders to effectively attract, develop, engage, and retain talent by providing strategic consultation, development programs, tools, resources, and insights that strengthen leadership capability and organizational performance. + Serve as a trusted advisor and enterprise thought leader on talent management, including employee experience, labor and employee relations, workforce capability, and emerging workforce trends, advancing innovative, evidence-based solutions that enhance workforce competitiveness, operational excellence, and mission impact. **Knowledge, Skills & Abilities:** + Demonstrated business acumen and ability to align workforce and talent solutions with organizational priorities and mission objectives. + Ability to evaluate complex workforce challenges, balance competing priorities, and develop practical solutions that support organizational effectiveness and operational success. + Ability to influence outcomes, build alignment, and partner effectively with leaders and stakeholders across organizational levels and functions. + Ability to translate business strategy into workforce and talent strategies that support organizational objectives. + Ability to analyze and interpret workforce, talent, and employee data to identify trends, risks, and opportunities. + Ability to solve complex workforce and organizational challenges through consultation, collaboration, sound judgment, and strategic thinking. + Ability to communicate complex workforce and talent concepts clearly to leaders and stakeholders. + Ability to lead, develop, and coach professional staff and high-performing teams. + Ability to lead enterprise-wide change initiatives and drive adoption across a complex, matrixed organization. **Qualifications** Minimum Qualifications: + Bachelor's degree plus 15+ years of relevant experience OR + Master's degree plus 13+ years of relevant experience. + Relevant experience includes progressively responsible leadership experience in Human Resources, Human Resources Business Partner functions, Employee Relations, Labor Relations, Talent Management, Leadership Development, Workforce Planning, Succession Planning, Performance Management, Employee Engagement, Organizational Development, or related human capital functions. + Experience leading enterprise talent management strategies, including workforce planning, succession planning, leadership development, performance management, and employee engagement. + Experience leading complex employee relations matters, including investigations, conflict resolution, organizational risk mitigation, and employee engagement strategies. + Experience supporting labor relations activities and represented workforce environments, including collective bargaining agreements and labor-management partnerships. + Experience partnering with executive and senior leaders to address complex workforce challenges and develop workforce, talent, employee relations, and organizational solutions aligned with business objectives. + Experience leading and developing high-performing, multi-disciplinary HR teams. + Experience leading leaders, managers, and/or senior HR professionals within a complex organization. + Experience building trusted relationships, influencing stakeholders, and leading through collaboration across organizational levels and functions. Preferred Qualifications: + Experience supporting enterprise organizational effectiveness, workforce transformation, and change initiatives that improve workforce capability, leadership effectiveness, and organizational performance. + Experience leveraging workforce analytics, labor market intelligence, and organizational data to inform talent decisions and workforce strategy. + Experience working in complex, matrixed organizations, preferably within research institutions, government contractors, national laboratories, higher education, or similarly sophisticated environments. + Professional certification such as SHRM-SCP, SPHR, CPTD, Human Capital Strategist (HCS), or equivalent advanced certification in Human Resources, Talent Management, Leadership Development, or Organizational Effectiveness. **Hazardous Working Conditions/Environment** Not Applicable **Testing Designated Position** This is not a Testing Designated Position (TDP). **About PNNL** Pacific Northwest National Laboratory (PNNL) is a world-class research institution powered by a highly educated, diverse workforce committed to the values of Integrity, Creativity, Collaboration, Impact, and Courage. Every year, scores of dynamic, driven people come to PNNL to work with renowned researchers on meaningful science, innovations and outcomes for the U.S. Department of Energy and other sponsors; here is your chance to be one of them! At PNNL, you will find an exciting research environment and excellent benefits including health insurance, and flexible work schedules. PNNL is located in eastern Washington State-the dry side of Washington known for its stellar outdoor recreation and affordable cost of living. The Lab's campus is only a 45-minute flight (or ~3 hour drive) from Seattle or Portland, and is serviced by the convenient PSC airport, connected to 8 major hubs. **Commitment to Excellence and Equal Employment Opportunity** Our laboratory is committed to fostering a work environment where all individuals are treated with fairness and respect while solving critical challenges in fundamental sciences, national security, and energy resiliency. We are an Equal Employment Opportunity employer. Pacific Northwest National Laboratory (PNNL) is an Equal Opportunity Employer. PNNL considers all applicants for employment without regard to race, religion, color, sex, national origin, age, disability, genetic information (including family medical history), protected veteran status, and any other status or characteristic protected by federal, state, and/or local laws. We are committed to providing reasonable accommodations for individuals with disabilities and disabled veterans in our job application procedures and in employment. If you need assistance or an accommodation due to a disability, contact us at careers@pnnl.gov . **Drug Free Workplace** PNNL is committed to a drug-free workplace supported by Workplace Substance Abuse Program (WSAP) and complies with federal laws prohibiting the possession and use of illegal drugs. If you are offered employment at PNNL, you must pass a drug test prior to commencing employment. PNNL complies with federal law regarding illegal drug use. Under federal law, marijuana remains an illegal drug. If you test positive for any illegal controlled substance, including marijuana, your offer of employment will be withdrawn. **Security, Credentialing, and Eligibility Requirements** As a national laboratory, PNNL is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require new employees to obtain and maintain a HSPD-12 Personal Identify Verification (PIV) Credential. To obtain this credential, new employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws. For foreign national candidates: If you have not resided in the U.S. for three consecutive years, you are not eligible for the PIV credential and instead will need to obtain a favorable Local Site Specific Only (LSSO) Federal risk determination to maintain employment. Once you meet the three-year residency requirement thereafter, you will be required to obtain a PIV credential to maintain employment. The tier of federal background investigation required to obtain the PIV credential will be determined by job duties at the time you become eligible for the PIV credential. **Mandatory Requirements** Please be aware that the Department of Energy (DOE) prohibits DOE employees and contractors from having any affiliation with the foreign government of a country DOE has identified as a "country of risk" without explicit approval by DOE and Battelle. If you are offered a position at PNNL and currently have any affiliation with the government of one of these countries, you will be required to disclose this information and recuse yourself of that affiliation or receive approval from DOE and Battelle prior to your first day of employment. **Rockstar Rewards** Employees and their families are offered medical insurance, dental insurance, vision insurance, robust telehealth care options, several mental health benefits, free wellness coaching, health savings account, flexible spending accounts, basic life insurance, disability insurance*, employee assistance program, business travel insurance, tuition assistance, relocation, backup childcare, legal benefits, supplemental parental bonding leave, surrogacy and adoption assistance, and fertility support. Employees are automatically enrolled in our company-funded pension plan* and may enroll in our 401 (k) savings plan with company match*. Employees may accrue up to 120 vacation hours per year and may receive ten paid holidays per year. * Research Associates excluded. **All benefits are dependent upon eligibility. Click Here For Rockstar Rewards (https://careers.pnnl.gov/rockstar-rewards) **Notice to Applicants** PNNL lists the full pay range for the position in the job posting. Starting pay is calculated from the minimum of the pay range and actual placement in the range is determined based on an individual's relevant job-related skills, qualifications, and experience. This approach is applicable to all positions, with the exception of positions governed by collective bargaining agreements and certain limited-term positions which have specific pay rules. As part of our commitment to fair compensation practices, we do not ask for or consider current or past salaries in making compensation offers at hire. Instead, our compensation offers are determined by the specific requirements of the position, prevailing market trends, applicable collective bargaining agreements, pay equity for the position type, and individual qualifications and skills relevant to the performance of the position. **Minimum Salary** USD $198,500.00/Yr. **Maximum Salary** USD $313,800.00/Yr.

About the Company

Pacific Northwest National Laboratory

INDUSTRY

Other/Not Classified