Talent Development Leader
Vast was founded to expand humanity's frontier into the solar system and beyond. We believe that the next step on that journey is enabling manufacturing and habitation in LEO. We are building artificial gravity space stations to make this a reality. If you want to join a team that builds amazing things with the most talented people on Earth, please reach out.
Vast is looking for a Talent Development Leader, reporting to the SVP of People, to support the development of the systems that will be required for the design and build of artificial-gravity human-rated space stations. This will be a full-time, exempt position located in our Long Beach location.
In this role, you will be responsible for spearheading the design, development, and implementation of programs, products, tools, and processes related to talent development. These encompass leadership development, training, DEIB (Diversity, Equity, Inclusion, and Belonging), performance management, and employee engagement. This leader will demonstrate the ability and initiative to comprehend the business's needs, analyze challenges, and identify talent solutions and outcomes that align with Vast's core values. If you enjoy collaborating with a close-knit and dynamic team, are driven by results, continuous improvement, and seek diverse opportunities for personal and professional growth, this role is an excellent fit for you. The incumbent will play a pivotal role in cultivating a culture of learning, fostering inclusion, equity, and belonging, and strategically expanding the capacity and capabilities of talent at Vast.
- Talent Development Strategy – in support of Vast’s business outcomes, define the talent development (learning & development) strategy and drive the success and overall adoption of identified initiatives and programs through effective partnership with business leaders.
- Talent Development product management – influence and drive the strategy and execution for applicable talent development products and tools, such as the onboarding program, manager/leadership development programs, trainings (including strategy and administration of the learning management system), performance management, and employee engagement (e.g., onboarding surveys, pulse checks, employee stay surveys, exit survey).
- Design and Execution - design, development, and implementation of the talent development roadmap and programs. Partners with leaders, cross-functional team members, and employees to further embed talent development practices at Vast. Demonstrate intellectual curiosity; bringing insight into the team to inform decisions.
- Talent coach, advisor, and partner - partner and coach managers and leaders using a systematic approach to enhancing team organizational effectiveness. Areas of focus may include team performance, employee development, operational efficiency, organizational/employee structure, and productivity. Identify and integrate DEI learning and development into business priorities, principles and operations to drive a culture of inclusiveness and belonging. Partner with cross-functional leaders to evaluate initiatives to ensure that DEI has been considered, including but not limited to People policies, practices, procedures, and internal communications.
- Measuring impact - Analyzes data and draws insights to assess talent development products and solutions, recognize potential issues, diagnose root causes and craft viable solutions. Use data to measure the outcomes of projects, pilots, and process improvement and leverage results to inform business decisions.
- Partner with vendors or external organizations to address Vast’s talent development opportunities. Manage vendor relationships and expectations as appropriate. Examples may include external training content providers, LMS management and administration, coaches, learning programs, etc.
- Work closely with internal stakeholders, including IT and HR, to enhance current products, technology and solutions to simplify processes and enhance end-user experience.
- Drive budget & standards - Manages employee development program budgets and annual forecasting. Create and maintain talent development standards and processes to support consistency across programs and cohesive user experience.
- People manage & Cross-functional collaboration - Manager direct report(s) as the team grows, influence across teams, partner with internal subject matter experts on driving talent development standards and content creation as appropriate.
- The position responsibilities outlined above are in no way to be construed as all-encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary.
- Bachelor's Degree in a human resources management, business, or education discipline.
- Certifications in the area of change management, talent management and/or leadership development.
- 8+ years of progressive OD, talent management, human resources or human capital consulting experience.
Preferred Skills & Experience:
- Ability to work on complex, organizational projects, programs and initiatives related to talent, change management, leadership and/or culture.
- Has owned and managed talent development products, such as employee engagement surveys, performance management, learning & development programs, or trainings.
- Consulting and project management experience with proven results.
- Experience in vendor selection, management and contract oversight.
- Experience with reporting, metrics, and data insights for compliance purposes and to measure effectiveness of talent development programs.
- Demonstrated ability to manage multiple projects – prioritization, planning, task delegation, and coordination across multiple teams.
- Ability to partner with and influence across the organization, including senior and executive leaders.
- Proven ability to provide guidance, consultation and solutions to stakeholders at a variety of levels.
- Ability to facilitate workshops, training delivery, etc.
- Talent Development Leader Level IV: $145,000-195,000
- Talent Development Leader Level V: $180,000-230,000
U.S. EXPORT CONTROL COMPLIANCE STATUSThe person hired will have access to information and items subject to U.S. export controls, and therefore, must either be a “U.S. person” as defined by 22 C.F.R. § 120.62 or otherwise eligible for deemed export licensing. This status includes U.S. citizens, U.S. nationals, lawful permanent residents (green card holders), and asylees and refugees with such status granted, not pending.