Lead Talent Management Specialist

Short Description

Bowman has an opportunity for a Lead Talent Management Specialist to join our team in Reston, VA.

Purpose

Lead the design, implementation, and continuous improvement of Bowman's enterprise performance management, employee engagement, and employee development initiatives. Partnering closely with the VP of Talent Management and key stakeholders across the organization, this role will create and manage end-to-end talent programs, from strategy and design through implementation, adoption, measurement, and ongoing enhancement. This individual would be responsible for designing and implementing strategies to establish a performance management process, support career growth, and strengthen engagement across the organization. Initially, the role would oversee the performance management processes, employee onboarding, followed by career pathing/roadmap development, and engagement initiative

This position is responsible for establishing and evolving practices that foster a culture of accountability, development, and engagement. Initially, the role will focus on building and optimizing Bowman's performance management framework and employee onboarding experience, followed by the development of career pathways, career roadmaps, and employee engagement strategies. Through data-driven insights, stakeholder collaboration, and industry best practices, this role will help strengthen organizational effectiveness, employee growth, retention, and overall business performance.

This position will leverage leveraging workforce data, employee feedback, and industry best practices to drive a culture of performance, accountability, engagement, and growth. Working with a high degree of autonomy, the role influences leaders across regions and functions, translating actionable strategies that strengthen organizational effectiveness, employee development, retention, and business performance. The position supports and enhances enterprise talent, performance management, employee engagement, and career development programs, providing recommendations on program design, policy, and process improvements.

Responsibilities

Performance Management:

• Lead the end-to-end performance management program, including system design, administration, process governance, communications, timelines, training, calibration, and completion tracking, while designing and maintaining performance management frameworks, goal-setting methodologies, performance standards, manager and employee resources, training materials, and supporting tools that drive accountability, consistency, and organizational performance.
• Partner with leaders and HR stakeholders to drive adoption, consistency, and effectiveness of performance management practices, providing coaching and consultation on goal setting, feedback, performance conversations, and talent decisions.
• Analyze performance data, workforce insights, and employee feedback to identify trends and recommend enhancements that strengthen accountability, employee development, organizational effectiveness, and business performance.
• Serve as the subject matter expert for performance management processes and systems, troubleshooting issues, resolving escalations, and ensuring a positive user experience for employees and leaders.
• Research industry best practices and emerging trends to continuously enhance Bowman's performance management approach and support the evolution of a high-performance culture.
• Lead the administration and continuous improvement of Bowman's enterprise performance management process, ensuring alignment with organizational goals, talent strategies, and business priorities.

Employee Engagement:

• Lead the new hire onboarding experience by developing programs, resources, and engagement initiatives that accelerate integration, strengthen cultural connection, and support employee retention.
• Lead the end-to-end employee engagement strategy, including engagement surveys, pulse assessments, communication plans, analysis of results, action planning, and measurement of outcomes to strengthen the employee experience and organizational effectiveness.
• Design and implement employee engagement programs, communications, and resources that foster connection, belonging, recognition, and well-being, while maintaining digital content, toolkits, and educational materials that support a positive and inclusive employee experience aligned with Bowman's values and business objectives.
• Partner with business leaders and HR teams to identify engagement trends, address workforce concerns, and develop targeted interventions that improve retention, productivity, and overall employee satisfaction.
• Establish engagement metrics and reporting processes, leveraging survey data, participation trends, retention insights, and employee feedback to evaluate program effectiveness and drive continuous improvement across the organization.

Employee Development:

• Partner with Compensation to design, implement, and maintain Bowman's career progression framework, including job leveling, capability models, career pathways, promotion criteria, and internal mobility programs that support employee development, talent growth, and workforce planning.
• Enable meaningful career conversations by developing frameworks, tools, and resources that connect learning experiences, competencies, performance, and career pathways, empowering employees and managers to drive career growth and advancement.
• Create and maintain transparent career progression pathways that align talent development, skill and competency growth, and internal mobility opportunities, enabling employees to understand and pursue advancement within Bowman.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, or a related field required.
• Eight or more (8+) years of progressive experience in talent management, performance management, employee engagement, career development, organizational development, human resources, or a related discipline.
• Demonstrated experience designing and implementing enterprise-wide programs related to performance management, employee engagement, career pathing, leadership development, and/or talent development.
• Experience partnering with business leaders and cross-functional stakeholders to drive organizational change, employee development, and workforce effectiveness.
• Equivalent combination of education, training, and relevant experience may be considered

Preferred Qualifications:

• Master's degree in Human Resources, Organizational Development, Industrial-Organizational Psychology, Business Administration, or a related field.
• Professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, CPTD, or similar credentials.

Physical Demands and Working Environment

• Primarily indoor professional office environment which may include bright/dim light, noise, fumes, odors, and traffic.
• Mobility around an office environment.
• Frequent and prolonged use of standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
• Occasional lifting or carrying up to 20 pounds.
• Occasional pushing or pulling up to 20 pounds.
• Occasional reaching outward or above shoulder.

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Job Description Disclaimer

Note: While this job description is intended to be an accurate reflection of the job requirements, it is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Management reserves the right to modify, add, or remove duties from particular jobs and to assign other duties as necessary at any time with or without notice.