Senior Specialist - Talent Programs

The Senior Specialist - Talent Programs plays a key role in supporting the delivery, development, and continuous improvement of the PlayPath Development Program. The role coordinates key program activities, contributes to program design and materials, and helps create a positive and engaging participant experience. Working closely with the Program Lead, HR teams, business stakeholders, and participants, the Senior Specialist helps ensure effective program delivery, captures feedback, drives continuous improvement, and supports the development of future engineering talent. Key Responsibilities Program Delivery & Coordination: - Coordinate schedules, rotations, meetings, materials, communications, and logistics for program activities. - Maintain accurate trackers, files, participant records, and program documents. - Follow up with business teams and participants to keep actions, placements, and development milestones on track. Participant Experience & Engagement: - Support participant onboarding, touchpoints, mentoring sessions, engagement activities, and day-to-day queries. - Track participation, completion, feedback, and common issues across the participant journey. - Share insights and improvement ideas to strengthen participant experience and program effectiveness. Program Development, Evaluation & Reporting: - Support the development of program content, templates, tools, evaluation forms, and participant materials. - Prepare status updates, data summaries, and evaluation inputs for manager review. - Use feedback, data, and lessons learned to recommend practical improvements to the program. Stakeholder Coordination & Governance Support: - Coordinate with HRBPs, Capability & Learning, Talent Management, external providers, and business contacts. - Support agreed governance steps, approvals, criteria, documentation, and reporting requirements. - Escalate risks, delays, gaps, and decisions needed to the program manager. Self-Management Responsibilities: - Translate priorities into clear tasks, assign work, and track progress against agreed targets. - Support performance through regular check-ins, feedback, coaching, and escalation of issues when needed. - Build team capability and engagement through communication, recognition, on-the-job development, and onboarding support. - Drives day-to-day delivery and KPI achievement by translating Section goals into clear Team priorities, assigning work, and tracking progress to ensure targets are met. - Implements individual performance management through regular check-ins, timely feedback and coaching, documenting performance discussions, and escalating complex issues to the next managerial layer as needed. - Builds engagement and capability within the team by fostering two-way communication, recognizing performance, supporting development on the job, and contributing to onboarding and team resourcing needs Requirements - 5 - 7 years of experience in a relevant industry, preferably with majority in program management or career program delivery. - Bachelor’s degree in Human Resources, Business Administration, or equivalent from a recognized and accredited university is required. - Strong working knowledge of engineering and development environments, including how technical teams operate, how capability is built, and what is required to develop early-career engineering talent, would be highly regarded. - Experience supporting and delivering structured learning or talent development programs, including rotations, assessments, development plans, mentoring, and progress tracking.

5 - 7 years of experience in a relevant industry, preferably with majority in program management or career program delivery. Bachelor’s degree in Human Resources, Business Administration, or equivalent from a recognized and accredited university is required. Strong working knowledge of engineering and development environments, including how technical teams operate, how capability is built, and what is required to develop early-career engineering talent, would be highly regarded. Experience supporting and delivering structured learning or talent development programs, including rotations, assessments, development plans, mentoring, and progress tracking.

Program Delivery & Coordination: Coordinate schedules, rotations, meetings, materials, communications, and logistics for program activities. Maintain accurate trackers, files, participant records, and program documents. Follow up with business teams and participants to keep actions, placements, and development milestones on track. Participant Experience & Engagement: Support participant onboarding, touchpoints, mentoring sessions, engagement activities, and day-to-day queries. Track participation, completion, feedback, and common issues across the participant journey. Share insights and improvement ideas to strengthen participant experience and program effectiveness. Program Development, Evaluation & Reporting: Support the development of program content, templates, tools, evaluation forms, and participant materials. Prepare status updates, data summaries, and evaluation inputs for manager review. Use feedback, data, and lessons learned to recommend practical improvements to the program. Stakeholder Coordination & Governance Support: Coordinate with HRBPs, Capability & Learning, Talent Management, external providers, and business contacts. Support agreed governance steps, approvals, criteria, documentation, and reporting requirements. Escalate risks, delays, gaps, and decisions needed to the program manager. Self-Management Responsibilities: Translate priorities into clear tasks, assign work, and track progress against agreed targets. Support performance through regular check-ins, feedback, coaching, and escalation of issues when needed. Build team capability and engagement through communication, recognition, on-the-job development, and onboarding support. Drives day-to-day delivery and KPI achievement by translating Section goals into clear Team priorities, assigning work, and tracking progress to ensure targets are met. Implements individual performance management through regular check-ins, timely feedback and coaching, documenting performance discussions, and escalating complex issues to the next managerial layer as needed. Builds engagement and capability within the team by fostering two-way communication, recognizing performance, supporting development on the job, and contributing to onboarding and team resourcing needs