Sr. Manager - Early Career Strategy - GE Vernova Development Programs Leader

Responsibilities

• Strategy and Program Leadership
• Shape and drive the enterprise strategy, mission, and standards for GE Vernova's Next Generation development programs in partnership with business and HR leaders, aligned to workforce planning priorities and future capability needs.
• Translate business priorities into clear development program strategy and required talent outcomes
• Lead cross-business program managers to align on enterprise priorities and initiatives
• Identify and drive opportunities to simplify, standardize, and improve fragmented program structures
• Benchmark externally and challenge existing approaches to elevate program quality and impact
• Program Standards and Experience Design
• Establish and govern enterprise-wide standards to ensure consistent, high-impact development experiences across businesses.
• Define and uphold global standards across rotations, learning experiences, assignment leader expectations, and participant evaluation
• Partner with program managers and L&D teams to design experiences that build critical skills and accelerate readiness
• Own alignment across program design, delivery, and intended talent outcomes
• Continuously improve program effectiveness based on performance data and stakeholder input
• Talent Pipeline and Recruiting Partnership
• Ensure development programs serve as a strong pipeline for GE Vernova's current and future talent needs.
• Partner with University Recruiting to align hiring strategy with program design and workforce planning priorities
• Drive improvements in candidate quality, assessment, and selection
• Ensure alignment between development programs and broader early career and enterprise talent strategy
• Measurement, Governance, and Continuous Improvement
• Drive accountability for program performance and impact through clear metrics, governance, and consistent evaluation.
• Define and implement standardized KPIs tied to talent outcomes (e.g., quality, retention, mobility, business impact)
• Establish an operating rhythm for program review, evaluation, and improvement
• Use data and insights to inform decisions on program quality, investment, and areas for change
• Ensure programs deliver measurable value to the business and evolve with organizational needs
• Communication, Influence, and Advocacy
• Lead through influence to align stakeholders and drive enterprise outcomes across a complex, matrixed environment.
• Build relationships across businesses, HR, and functional leaders to advance program goals
• Influence stakeholders to adopt enterprise standards and improve program quality
• Navigate competing priorities to drive alignment and consistency across independent business units
• Champion development programs as a critical driver of GE Vernova's talent pipeline
• Budget, Resources, and Tools
• Ensure effective allocation of resources to support high-quality, scalable programs.
• Own cross-enterprise program experience budget and resource allocation
• Evaluate and optimize tools and technologies supporting development programs
• Align investments to program performance, scale, and strategic priorities
• Qualifications and Requirements
• Bachelor's Degree in Business, Human Resources, or related discipline, or equivalent experience
• 10+ years of experience in talent management, leadership development, early career programs, or enterprise program leadership, with demonstrated impact on talent outcomes
• Desired Characteristics / Competencies
• Proven experience operating in a global, matrixed organization , driving alignment across businesses or functions without direct authority
• Demonstrated ability to translate business and workforce priorities into talent strategies and scalable solutions
• Track record of improving talent pipeline outcomes (e.g., hiring quality, retention, readiness, or mobility), not just managing programs
• Strong analytical capability with experience using data to drive decisions and influence stakeholders
• Experience leading cross-functional initiatives and driving change at scale , including challenging legacy approaches
• Strong communication skills and executive presence, with the ability to engage and align stakeholders at multiple levels
• Experience managing enterprise-level programs, budgets, and resource trade-offs
• Willingness and ability to travel 3-4 times per year, including international travel
• Enterprise mindset: Builds integrated, scalable talent solutions that serve business needs beyond individual

Additional Information

Job Description Summary Strategie, Konzeption und Umsetzung umfassender Organisations- und Talententwicklungsprogramme, -initiativen und -aktivitäten, die das Erreichen von Geschäftszielen ermöglichen. Hat großen Einfluss auf die kleine Geschäftseinheit, ein Segment in einer größeren Geschäftseinheit, eine Familie in einer Funktion oder ein GuV-Geschäftssegment und hat Verantwortung für/Einfluss auf Budgets.Die Rolle richtet sich nach der Funktionsrichtlinie.Die Rolle beeinflusst Richtlinien/operative Leitfäden zu wichtigen Themen. Job Description

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