Enterprise Skills-Based Talent Development Manager 2

RELOCATION ASSISTANCE: No relocation assistance available CLEARANCE REQUIRED FOR START: No CLEARANCE TYPE: None TRAVEL: Yes, 25% of the Time Description At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. The Enterprise Skills-Based Talent Development Manager 2 is responsible for designing and implementing a skills-based talent development and governance model that supports NG’s workforce transformation. This role partners HR, business leaders, and COEs to define critical skills, embed them in NG’s job architecture and talent systems (including Eightfold/Workday), and enable consistent, scalable development pathways. This position will be virtual remote and can be performed anywhere within the continental United States. Teleworking arrangements are subject to change based on the needs of the business. Key Responsibilities: Skills-Based Talent Development & Governance • Design and maintain NG’s skills-based talent development governance model, including standards, processes, and decision-rights. • Define and curate enterprise and functional skills taxonomies, proficiency levels, and role profiles aligned to business strategy. • Partner with HR technology teams to integrate skills structures into talent platforms (e.g., Workday/Eightfold/Talent Design, learning, performance, succession, workforce planning). Skills Governance Leadership • Establish a skills based governance model and serve as lead to identify working team participants, oversee committee operations and report status/issues to Talent leadership. • Define working team membership and operating rhythms, including: • Job Family Group representatives:  One member from each Job Family Group responsible for reviewing/approving skills and adding proficiencies for job profiles in their group, performing role calibration, managing skills/proficiencies for new job profiles, and conducting periodic reviews of existing profiles. • Segment representatives:  One member from each Segment who provides Segment input when needed, disseminates information to Segment leaders, and delegates review/approval tasks. • Ensure the working team decisions are aligned with the enterprise skills-based governance model and integrated into NG’s broader talent practices. Workforce Transformation & Strategy Enablement • Translate business and workforce strategies into skills-based talent development roadmaps and prioritized initiatives. • Identify critical roles and skills for transformation and recommend targeted development, acquisition, and mobility strategies. • Lead efforts to evolve from primarily role-based to skills-based talent practices (staffing, development, internal mobility, career pathways). Stakeholder Engagement & Change Management • Engage HR partners, business leaders, and COEs to co-create the skills-based model and secure sponsorship and alignment. • Develop and execute communication and change approaches to drive understanding, adoption, and behavior change. • Facilitate workshops and working sessions with leaders and subject-matter