Title:
Senior Talent Management Specialist
At KBR, we deliver science, technology and engineering solutions to governments and companies around the world. KBR employs approximately 37,000 people worldwide with customers in more than 85 countries and operations in over 28 countries. KBR is proud to work with its customers across the globe to provide technology, value-added services, and long-term operations and maintenance services to ensure consistent delivery with predictable results.
Trinzic is the future independent company to be created through the planned spin-off of KBR's Mission Technology Solutions business, expected in January 2027. Our people work at the frontier of what is possible, delivering solutions in challenging environments and advancing some of the world's highest-priority national security and space missions.
Backed by decades of mission success, deep expertise, and trusted partnerships, Trinzic will launch as a global organization with more than 18,000 employees supporting customers around the world. Join us at a defining moment and help shape the future of a company built to tackle complex challenges and make a meaningful impact.
Candidates who join KBR's Mission Technology Solutions business before the spin-off will transition to Trinzic when the separation is complete and will not need to reapply for employment.
Job Summary
KBR is seeking a Senior Talent Management Specialist to support enterprise workforce development and organizational effectiveness activities at Redstone Arsenal, Alabama. This position serves as the primary advisor for human capital strategy while also providing operational leadership and administrative oversight supporting senior leadership and workforce initiatives. The role is responsible for developing and executing talent management programs across the employee lifecycle, including workforce planning, leadership development, succession planning, employee engagement, and organizational effectiveness. In addition, the position provides executive-level operational support, ensuring business processes, travel coordination, resource management, and office operations are executed efficiently and in alignment with mission requirements. The successful candidate will apply strategic thinking, workforce analytics, and organizational planning expertise to support a high-performing organization and workforce.
Roles and Responsibilities
- Lead the development and execution of talent management strategies supporting workforce planning, recruitment, onboarding, employee development, succession planning, and organizational effectiveness initiatives.
- Design and implement leadership development programs, career progression frameworks, mentorship opportunities, and workforce development plans aligned with organizational objectives.
- Analyze workforce demographics, skills inventories, competency gaps, and organizational trends to provide data-driven recommendations supporting human capital decisions.
- Advise senior leaders on performance management, employee engagement, retention strategies, workforce development initiatives, and organizational culture improvement efforts.
- Develop, administer, and evaluate employee feedback mechanisms, including surveys, focus groups, and workforce assessments, and provide recommendations to strengthen organizational effectiveness.
- Oversee office business operations and administrative processes, ensuring efficient execution of workflow management, information flow, and organizational support functions.
- Provide executive operational support to senior leadership through calendar management, preparation of executive correspondence, meeting materials, briefings, and read-ahead packages.
- Coordinate and manage travel authorizations, vouchers, and travel logistics utilizing the Defense Travel System (DTS) while ensuring compliance with Joint Travel Regulations (JTR).
- Manage office resources, equipment, facilities coordination, and interactions with supporting administrative, information technology, and facilities organizations.
- Other duties as assigned in support of mission and business requirements.
Basic Qualifications
- Active Secret security clearance.
- Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.
- 7-10 years of progressive experience in talent management, organizational development, or human capital management.
- 3+ years of experience providing direct administrative or operational support to senior government, military, or corporate executives.
- Experience designing and implementing talent management programs, including performance management, leadership development, and succession planning.
- Experience advising senior leaders on workforce planning, organizational effectiveness, and human capital initiatives.
Preferred Qualifications
- Master’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
- Professional certifications such as SHRM-SCP, SHRM-CP, SPHR, PHR, coaching, change management, or workforce assessment certifications.
- Experience supporting Department of War, federal government, or defense industry organizations.
- Experience supporting organizations with military, civilian, and contractor personnel.
- Experience conducting workforce analytics and organizational culture assessments.
Belong, Connect and Grow at KBR
At KBR, we are passionate about our people and our Zero Harm culture. These inform all that we do and are at the heart of our commitment to, and ongoing journey toward being a People First company. That commitment is central to our team of team’s philosophy and fosters an environment where everyone can Belong, Connect and Grow. We Deliver – Together.
KBR is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state, or local law.
