Blue-Halo.org
Director - Talent Development
Blue-Halo.org, Arlington, Virginia, United States, 22201
OVERVIEW
We are seeking a strategic and experienced Talent Development Leader to build and scale our talent development function, with a strong focus on career journey development, coaching and mentoring. In this role, you will create impactful initiatives to support employees at every stage of their careers, fostering an environment of continuous growth and engagement. This is a pivotal role within our growing company to help shape and empower our team for future success.
On any given day, the selected candidate may be asked to:Design and execute a comprehensive forward-thinking talent development strategy that aligns with company growth objectives and fosters employee engagement.Lead the development of comprehensive career journey maps and support employees in creating tailored development plans that outline clear pathways for growth, progression, and individualized career planning.Ensure coaching and mentoring principles are seamlessly embedded across all talent development initiatives, fostering a culture that supports continuous skill development, goal achievement, and professional growth.Develop, implement, and optimize programs that include leadership development, onboarding, skill enhancement, and continuous learning initiatives.Lead and refine performance management processes, emphasizing ongoing feedback, coaching, and support for individual growth.Identify and cultivate high-potential employees through targeted leadership development programs to ensure a pipeline of future leaders.Design initiatives that foster employee engagement, well-being, and retention, while supporting long-term career satisfaction.Establish succession planning frameworks to ensure leadership continuity and identify development needs for future roles.Develop KPIs to measure the effectiveness of talent development initiatives, ensuring alignment with business goals and tracking impact on employee growth.Partner with HC, department heads, and senior leadership to ensure talent development programs align with departmental and organizational needs.Oversee and manage the talent development budget, allocating resources to maximize program impact.YOU ARE REQUIRED TO HAVE THIS
Bachelor's degree in human resources (Human Capital), Organizational Development, Psychology, or related field; master's degree preferred.10+ years in talent development, organizational development, or a related HC leadership role, ideally within a scaling or mid-sized company.Proven experience leading career development initiatives and building career journey programs.Advanced expertise in coaching, mentoring, career journey planning, and leadership development, coupled with strong program design, performance management, and employee engagement skills.The following are also required and will be evaluated during the interview process:
Proven ability to lead, influence, and inspire cross-functional teams and stakeholders at all levels.Strong data analysis skills to assess program effectiveness and make data-driven decisions.Ability to thrive in a fast-paced, growth-oriented environment with a focus on change management and continuous improvement.
Why Join Us?Join our team and be part of a company that values career growth and lifelong learning. In this role, you'll have the opportunity to design and lead talent development programs that empower employees at every career stage, helping shape a high-performance culture centered on coaching, mentoring, and meaningful career journeys.
Salary Range: $190k - $220k
The BlueHalo pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Determination of official compensation or salary relies on several factors including, but not limited to, level of position, job responsibilities, geographic location, scope of relevant work experience, educational background, certifications, contract-specific affordability, organizational requirements, alignment with local internal equity as well as alignment with market data.
Our compensation package also includes components designed to support employees' total well-being, which should be considered when evaluating our competitive benefits package. These benefits include health insurance, life insurance, disability, company holiday and paid time off, parental leave, 401(k) company match and contributions, professional development/training reimbursements, and other work/life programs.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
We are seeking a strategic and experienced Talent Development Leader to build and scale our talent development function, with a strong focus on career journey development, coaching and mentoring. In this role, you will create impactful initiatives to support employees at every stage of their careers, fostering an environment of continuous growth and engagement. This is a pivotal role within our growing company to help shape and empower our team for future success.
On any given day, the selected candidate may be asked to:Design and execute a comprehensive forward-thinking talent development strategy that aligns with company growth objectives and fosters employee engagement.Lead the development of comprehensive career journey maps and support employees in creating tailored development plans that outline clear pathways for growth, progression, and individualized career planning.Ensure coaching and mentoring principles are seamlessly embedded across all talent development initiatives, fostering a culture that supports continuous skill development, goal achievement, and professional growth.Develop, implement, and optimize programs that include leadership development, onboarding, skill enhancement, and continuous learning initiatives.Lead and refine performance management processes, emphasizing ongoing feedback, coaching, and support for individual growth.Identify and cultivate high-potential employees through targeted leadership development programs to ensure a pipeline of future leaders.Design initiatives that foster employee engagement, well-being, and retention, while supporting long-term career satisfaction.Establish succession planning frameworks to ensure leadership continuity and identify development needs for future roles.Develop KPIs to measure the effectiveness of talent development initiatives, ensuring alignment with business goals and tracking impact on employee growth.Partner with HC, department heads, and senior leadership to ensure talent development programs align with departmental and organizational needs.Oversee and manage the talent development budget, allocating resources to maximize program impact.YOU ARE REQUIRED TO HAVE THIS
Bachelor's degree in human resources (Human Capital), Organizational Development, Psychology, or related field; master's degree preferred.10+ years in talent development, organizational development, or a related HC leadership role, ideally within a scaling or mid-sized company.Proven experience leading career development initiatives and building career journey programs.Advanced expertise in coaching, mentoring, career journey planning, and leadership development, coupled with strong program design, performance management, and employee engagement skills.The following are also required and will be evaluated during the interview process:
Proven ability to lead, influence, and inspire cross-functional teams and stakeholders at all levels.Strong data analysis skills to assess program effectiveness and make data-driven decisions.Ability to thrive in a fast-paced, growth-oriented environment with a focus on change management and continuous improvement.
Why Join Us?Join our team and be part of a company that values career growth and lifelong learning. In this role, you'll have the opportunity to design and lead talent development programs that empower employees at every career stage, helping shape a high-performance culture centered on coaching, mentoring, and meaningful career journeys.
Salary Range: $190k - $220k
The BlueHalo pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Determination of official compensation or salary relies on several factors including, but not limited to, level of position, job responsibilities, geographic location, scope of relevant work experience, educational background, certifications, contract-specific affordability, organizational requirements, alignment with local internal equity as well as alignment with market data.
Our compensation package also includes components designed to support employees' total well-being, which should be considered when evaluating our competitive benefits package. These benefits include health insurance, life insurance, disability, company holiday and paid time off, parental leave, 401(k) company match and contributions, professional development/training reimbursements, and other work/life programs.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)