Talent Management Specialist (Level 3 or 4)

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. Northrop Grumman Corporate Office is seeking candidates for a Talent Management Specialist (Organizational Development Representative) role to help drive the enterprise talent readiness strategy and succession management activities that are vital to our continued strong performance and long-term success. Reporting to the Manager, Talent Management, you will be a key member of the Enterprise Talent team, partnering with stakeholders across the organization to enhance leadership pipelines and ensure strategic talent planning. This role will provide critical support to enterprise succession management practices and help ensure our talent is equipped to fill critical roles quickly and effectively. This position is preferred to be located in or near Falls Church, VA to support a consistent presence at VACO headquarters, but must be located near an existing major Northrop Grumman facility within the continental United States. This is not a remote position.   This position can be hired as a Level 3 or Level 4, depending upon the incumbent's education and experience.   Key Responsibilities Strategy & Process Development and Execution • Support development and execution of enterprise talent management strategies, with a focus on succession management, talent planning, and performance management. • Partner with the Manager, Talent Management to: • Shape and mature enterprise succession management practices to accelerate leadership readiness, address near‑term succession needs, and build a sustainable leadership pipeline. • Enable consistent, high-quality talent management practices across sectors and functions. • Enable talent readiness activities, including managing sensitive talent movement and development data and maintaining data integrity. • Support the evolution of succession management and talent readiness practices by leveraging emerging tools and technologies (e.g., AI, automation, analytics). • Develop and maintain training, tools, and resources that build capability and accountability for managers related to succession planning and development strategies. • Coordinate and facilitate aspects of the annual enterprise Organizational Leadership Review (OLR) process in partnership with sector Organizational Effectiveness (OE) and Talent teams, including preparation of materials, data consolidation, and documentation of outcomes. • Conduct benchmarking and industry research on talent management trends to identify innovative best practices and recommend opportunities for continuous improvement. System & Data Management • Analyze internal talent data to identify talent gaps, trends, and areas for improvement, and help translate insights into practical actions for the Enterprise Talent team and HR partners. • Support development and delivery of clear, concise, and data-driven presentations and