Head of Talent Management

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.

• 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.

• 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…