Talent Development Director Jobs in Washington (NOW HIRING)

Assistant Director/Deputy Associate Director, Enterprise Talent Initiatives

Summary: Reporting to the deputy director, the assistant director has responsibility for adoption of integrated enterprise approaches to talent management for the Federal Reserve Supervision function while respecting local differences. This role will involve blending best practices from different reserve banks into a cohesive talent ecosystem, balancing harmonization with local flexibility, leading learning and development (L&D) initiatives, including the examiner commissioning program, and partnering with St. Louis supervision learning for cohesive training programs.

This position is located in Washington, DC.

Principal Duties and Responsibilities:

• Designing and continuously evolving a comprehensive, multi-year enterprise talent strategy that treats the Federal Reserve Supervision function as a cohesive talent ecosystem aligned with modernization goals. (Blend established best practices from different areas into a single unified framework. Ensure alignment, resolve competing talent priorities, and foster collaborative decision-making.)
• Connecting all stages of the Federal Reserve Supervision function talent lifecycle from onboarding and ongoing professional development to strategic succession planning. 
• Designing, scaling, and overseeing organization-wide L&D strategies that provide standardized, scalable continuous learning pathways, executive development, and upskilling opportunities. Embed professional development directly into daily work to foster a culture of lifelong learning.
• Directing major technical learning initiatives, including specialized examiner commissioning programs, ensuring rigorous standards and consistent
• Formulating collaborative, integrated training initiatives by partnering closely with St. Louis Supervision Learning to ensure training programs are aligned and robustly supported.
• Formulating progressive talent development models to establish internal pipelines, preparing high-level executives, supervisors, and team leaders to successfully guide the organization's future.  
• Working closely with function leads to align pay practices and incentives, minimizing internal competition for talent while allowing for local flexibility. 

Minimum Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Assistant Director, Enterprise Talent Initiatives

• 10 years' experience in strategic human capital and Learning & Development leadership experience, preferably within a large, matrixed government agency, financial/regulatory system, or highly regulated corporate enterprise. 
• Documented success in designing and executing at least one major, enterprise-wide talent initiative, with an emphasis on launching scalable learning programs, or deploying learning technologies. 
• Extensive experience briefing, advising, and collaborating with C-suite executives, political appointees, board members, or regional leadership to shift organizational mindsets and build consensus. 

Minimum Education: Bachelor's degree or equivalent experience

Minimum Management Years of Experience: 5 years

Deputy Associate Director, Enterprise Talent Initiatives

• 11 years' experience in strategic human capital and Learning & Development leadership experience, preferably within a large, matrixed government agency, financial/regulatory system, or highly regulated corporate enterprise. 
• Documented success in designing and executing at least one major, enterprise-wide talent initiative, with an emphasis on launching scalable learning programs, or deploying learning technologies. 
• Extensive experience briefing, advising, and collaborating with C-suite executives, political appointees, board members, or regional leadership to shift organizational mindsets and build consensus. 

Minimum Education: Bachelor's degree or equivalent experience

Minimum Management Years of Experience: 7 years

Knowledge, Skills and Abilities:

• Strategic thinker with demonstrated strong project execution and project management capabilities, analytical skills, political savvy, and conflict mediation skills.
• Demonstrated experience and commitment to fostering collaboration and employee engagement.
• Ability to lead and manage staff and projects effectively, set priorities, assess performance, guide staff development and make budgetary recommendations.
• Ability to balance competing interests among a variety of stakeholders and readily readjust priorities to respond to pressing and changing stakeholder demands. Must be able to anticipate and meet the stakeholders' needs while maintaining high-quality end products.
• Exceptional organization savvy and agility as demonstrated by ability to manage across organizational boundaries, building high performing teams, diminishing organizational silos, strengthening teams, and facilitating effective group and team dynamics.
• Requires the ability to communicate effectively, both orally and in writing, with all levels of staff and management.

Stakeholder Contacts:

• Has regular contact with all staff in the function(s) to stay connected to the pulse of the division, provide leadership, and act as a role model.
• Has frequent contact with senior staff and other professionals in the division, elsewhere at the Board, and the Reserve Banks regarding matters pertaining to area(s) of responsibility.
• Has frequent contact with members of the Board, both in discussions and through memoranda, regarding matters pertaining to area(s) of responsibility.
• Has frequent contact with individuals from other federal agencies, international organizations, and in the private sector regarding the subject matters in area(s) of responsibilities.

Board Competencies:

• Decision Quality:  Makes timely, thoughtful, strategic decisions
• Learning Agility:  Takes responsibility for building organizational agility
• Drive for Excellence:  Delivers results by developing shared vision and direction for the organization
• Perspective and Strategic Agility:  Leads and acts with the future in mind
• Collaborative Relationships:  Sets the tone for collaborative organization
• Effective Communication:  Effectively speaks and acts on behalf of the Board

Officer and Internal Management Responsibilities:

• Acts as responsible steward to the function(s), Division, and Board by demonstrating proficiency in the Board's espoused competencies.
• Balances and mitigates key organizational and functional risks where appropriate, and develops and executes sustainable risk mitigation strategies.
• Fosters a continuous learning culture.
• Exercises appropriate judgment and decision-making in complex situations.
• Demonstrates innovation and thought leadership relevant to future-state organizational and functional people strategies.
• Demonstrates strong leadership and management skills aligned to the Board's espoused values.
• Keeps skills and knowledge current and aligned to best practices relative to key rules, regulations, and policies, as well as economic, political, and social trends that affect the organization. Understands near-term and long-term needs for the organization and determines how operations should be positioned to meet such needs.
• Demonstrates proficiency in political savvy, organizational savvy, and interpersonal communication skills.
• Provides guidance, coaching, and feedback to, and conducts performance reviews for managers and other direct reports, and ensures same is provided to all function staff.
• Responsible for accomplishing approved program objectives for area(s) of responsibility within the financial and personnel resources allocated by the Board and the division's senior management.
• Participates in the development of the division's strategic plan, goals, and budget. Recommends program objectives and their priorities for area(s) of responsibility.
• Recommends personnel actions involving promotions, reclassifications, merit increases, and reassignments or separations in area(s) of responsibility.

Position Demands:

• Ability to exercise independent and sound judgment in establishing objectives for assigned area(s) of responsibility that provide support and services for the divisions and Board's missions.
• Ability to translate customer service and organizational development theories and best practices into effective strategies for adoption in area(s) of responsibility to achieve and maintain high levels of customer service.
• Ability to communicate effectively, both orally and in writing, to the Board and individual members thereof, senior Board staff, other Board and Reserve Bank staff: and staff at other government agencies and in the private sector on complex and technical matters.
• Ability to be an effective spokesperson and advocate for the Board and the division in outside contacts, which may involve significant business dealings.
• Ability to operate under pressure to meet deadlines accurately and in a timely manner.