RELOCATION ASSISTANCE: No relocation assistance available

CLEARANCE REQUIRED FOR START: No

CLEARANCE TYPE: None

TRAVEL: Yes, 10% of the TimeDescription

The Defense Systems (DS) Sector Human Resources organization is seeking a Principal (level 3) or Sr. Principal (level 4) Skill-Gap Insight & Innovations Lead to join the Talent and Organizational Effectiveness Team.

The Skill-Gap Insight & Innovations Lead is a forward-thinking learning and development professional responsible for designing and executing a comprehensive framework that elevates and integrates learning initiatives across tenure transition, leadership development, and talent programs. This role serves as the innovative backbone for DS development efforts by driving adaptive, future-ready solutions aligned with emerging talent needs and organizational strategies aimed at preparing DS for 2035 and beyond.

This position reports to the Senior Manager, Talent & Organizational Capability for the Defense Systems sector, and is located in a Defense Systems sector facility (McLean, VA; Roy, UT; Huntsville, AL; Linthicum, MD).

Key Responsibilities
• Design, develop, and implement skill-gap analysis and targeted interventions that elevate learning pathways across Tenured Transition, Leadership Series, and Talent Development programs, ensuring continuous innovation and growth.
• Lead the creation and maintenance of the Skills Taxonomy & Emerging Talent Blueprint, guiding program content and direction by defining future skills requirements and strategic talent development plans.
• Drive Knowledge Transfer initiatives that support ongoing sharing of expertise through coaching, community of practice activities, and pathway programs, enhancing learning continuity and innovation across DS functions.
• Develop and manage an Evaluation Strategy to continuously assess and refine speaker development, engagement activities, and HR upskilling programs to maximize learning impact and business outcomes.
• Champion Learning Reinforcement methods within experiential learning cohorts and other development efforts to embed knowledge retention and application for sustained individual and organizational growth.
• Collaborate closely with cross-functional teams, including HR, talent management, and functional business leaders, to ensure alignment of learning interventions with broader organizational strategies and evolving business needs.
• Utilize data analytics and insights to assess skill gaps, track program effectiveness, and deliver recommendations for continuous improvement.
• Provide expert consultation and high-touch support to HR and business partners on learning strategies and interventions that drive talent readiness and development.
• Support enterprise-wide initiatives by applying project management rigor, process discipline, change management, and compliance as needed.

Basic Qualifications
• Bachelor's degree in Human Resources, Talent Management, Learning & Development, Organizational Development, or a related field.
• To qualify for level 3 / Principal: Bachelor's degree and 5+ years of progressive experience in learning strategy, skill-gap analysis, talent development, or related areas within a large, complex organization. Master's degree and 3+ years of progressive experience in learning strategy, skill-gap analysis, talent development, or related areas within a large, complex organization.
• To qualify for level 4 / Sr. Principal: Bachelor's degree and 8+ years of progressive experience in learning strategy, skill-gap analysis, and talent development in large, complex environments. Master's degree and 6+ years of progressive experience in learning strategy, skill-gap analysis, and talent development in large, complex environments.
• Demonstrated expertise in designing and implementing innovative learning frameworks, competency models, and evaluation strategies.
• Strong data literacy with experience using analytics to inform learning design and make business recommendations.
• Proven project management skills, with at least 3 years' experience leading cross-functional initiatives and managing competing priorities.
• Demonstrated ability to create professional presentations, resources, and tools tailored for executive-level stakeholders.
• Experience developing measures, metrics, and data visualizations to address business problems using data solutions.
• Ability to travel up to 10%.

Preferred Qualifications
• Master's degree in HR Management, Talent Development, Organizational Development, or related discipline.
• Certification in change management, instructional design, coaching, or agile methodologies.
• Experience supporting leadership development and succession planning initiatives.
• Experience with knowledge transfer programs and coaching frameworks.
• Familiarity with defense industry talent management and development environments.

Primary Level Salary Range: $81,400.00 - $141,200.00

Secondary Level Salary Range: $101,900.00 - $176,300.00

The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions.

Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business.

The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates.