Strategy

In partnership with the Wind Segment CHRO and Talent Leader participate in the development of the overall talent/organizational front line leader development people leader empowerment and One Wind Culture strategy for the Wind Segment. Work across the Wind Segment SLT to ensure alignment on strategic talent framework and execution strategies.

Change Management

Define develop and lead the change management initiatives which are the foundation for the overall Wind Talent Culture and front-line leader development.

Capability development

In partnership with the GE Vernova Learning Team identify develop and lead the front-line leader development within the Wind Segment to improve our front-line leader capabilities in managing key SQDC processes KPIs compliance deliverables and people.

Project Delivery

Define and lead the full project scope of our One Wind Culture journey. Responsible for key milestones and delivery of the desired outcomes as defined in the Wind Culture Roadmap.

Employee Engagement

Responsible for leading the employee engagement and listening process within the Wind partnership with the Wind HRLT and the leadership develop a formal project plan to deliver improvements in Safety Quality People Leader and Communications scores (YOY).

Additional responsibilities (not all encompassing):

• Partner with Segment Talent Leader to execute the organization and talent strategy for the business/function including execution of core talent processes (e.g. Performance @ GE Vernova Engagement)

• Partner with Segment Talent Leader to lead robust and focused Talent Review processes including robust succession planning and planful approach to development of key talent

• Partner with Segment Talent Leader to facilitate robust succession and development action planning especially for Enterprise Value Driver roles and high potential succession candidates

• Serve as a design partner with the COEs (Talent & Culture) in design and development of new talent practices processes & technology. Advocate for business needs and priorities.

• Act as the Segment focal / point of contact for the employee listening survey and learning.

• Partner with Culture & Inclusion team to build an inclusive culture

• Drive activation of COE standard work including socialization supporting queries and soliciting feedback for continuous improvement

• Be an advocate of the talent management transformation supporting the principals involved to transform to an empowered employee led culture

• Leverage knowledge and expertise in talent analytics to derive insights on workforce skill risks and needs informing actions and plans to support the business

• Responsible for monitoring progress of the segment & individual businesses on key Talent KPIs and operational metrics and supporting problem solving & action.

Required Qualifications

• Bachelors degree from an accredited university or college or equivalent knowledge or experience

• 10 years of experience in human resources talent acquisition project management and/or talent management

Desired Characteristics

• Capable of decision making with limited direction that supports the Wind business talent/culture outcomes

• Deep knowledge of systems analytics and internal programs that provide insight into talent/culture needs within the Wind business

• Knowledge and experience in Lean application to people and organization initiatives

• Demonstrated ability to operate with a high level of autonomy

• Demonstrated ability to lead change

• Demonstrated ability to perform inclusively in a diverse and global environment strong collaboration motivation and skills

• Strong writing and presentation skills

• Demonstrated curiosity and willingness to learn

• Strong initiative