Talent Management Partner

One team. Global challenges. Infinite opportunities. At Viasat, we’re on a mission to deliver connections with the capacity to change the world. For more than 35 years, Viasat has helped shape how consumers, businesses, governments and militaries around the globe communicate. We’re looking for people who think big, act fearlessly, and create an inclusive environment that drives positive impact to join our team.

The Talent Management Partner is an individual contributor role responsible for designing, developing, and executing enterprise-wide solutions across talent management, performance development, and learning. Reporting directly to the Sr. Director of Talent, Performance & Development, this role serves as an architect and program owner for high-impact initiatives that build sustainable talent pipelines, streamline performance processes, and deliver modern development experiences.

This individual bridges the gap between high‑level strategy and technical/operational execution. Operating with deep technical expertise in talent systems, organizational development, and emerging technologies, the Specialist will drive the day‑to‑day integration of AI, automation, and data‑driven insights into our talent processes. They will collaborate closely with HR Partners, business leaders, and technical teams to design future‑ready programs that enable employees and leaders to perform and grow.

• Execute the Talent
  
  Roadmap:
  
  Act as a program designer and driver for the enterprise Performance, Development, and Reward (PDR) cycle, continuously simplifying and improving the process globally in partnership with Reward and Systems teams.
• Design & Facilitate Talent Reviews:
  Build and run the operational frameworks for enterprise Talent Reviews, succession planning, high‑potential tracking, and critical role identification.
• Embed Career Pathing:
  Define, implement, and maintain scalable career pathing frameworks and pipeline strategies to enhance internal mobility and employee growth.
• Enable the Matrix:
  Build strong, collaborative relationships with Talent Partners to provide them with the enablement toolkits, training, and processes needed to ensure global execution consistency.
• Executive Talent Connection:
  Partner with the Executive Talent COE to ensure seamless handoffs and integration between enterprise talent processes and executive‑level strategies.

• Build Leadership Programs:
  Design, curate, and scale leadership development initiatives, cohort experiences, and modern online resource libraries (including "Role of the People Leader" programs).
• Operationalize Competency Frameworks:
  Evolve and integrate the Leader Competency Framework into core talent processes so it actively guides recruitment, development, and performance management.
• Skills & Capabilities Framework:
  Maintain and scale an enterprise skills and capabilities framework that defines future‑ready skills, using it to directly inform talent, development, and succession plans.
• Translate Needs into Learning:
  Coordinate enterprise learning demand planning and translate development needs identified in talent reviews into targeted learning bootcamps, self‑directed pathways, and mentoring programs.
• Measure Business Impact:
  Establish evaluation, reporting, and governance mechanisms to ensure learning and talent investments deliver clear, data‑validated business outcomes.

• Adopt an AI‑First Design Mindset:
  Redesign existing talent, performance, and learning programs to streamline workflows, automating administrative friction for employees and managers.
• Translate the Tech
  
  Roadmap:
  
  Serve as a key functional analyst on…