Job Location:
Houston, Texas


Talent Lead/Supervisor, Principal Specialist

Job Description

This role spans all talent development areas including Performance Management, Talent Assessment and Calibration, Succession Planning, Employee Learning and Development, and Talent Analytics. This role leads talent process activities related to talent development while partnering with various HR partners, functions, and business leaders. Additionally, the role will serve as a Talent COE point-of-contact and subject matter expert ensuring effective project management and business process flows, implementation of best practices, and data integrity to ensure the delivery of accurate talent insights. This position will also take an active role in fostering a culture of continuous improvement that delivers scalable and repeatable talent processes to support the business. Position reports to and under supervision of Talent Development Director. Hybrid work option available.

Key attributes: dynamic, creative, responsive, fast-paced, comfortable with MVP (minimal viable process), experimentation mindset, communicator, engaging and collaborative

Job Responsibilities

  • Lead for talent & performance practices, programs, processes, and systems ensuring alignment to strategy, effective implementation and adoption, continuous improvement, and best-in-class customer service to internal clients.

  • Responsible for collaborating with HR and business leaders to align talent processes and deliver talent metrics to support the People Strategy.

  • Build partnerships with various stakeholders (HR, HRIS, IT, business leaders) to project plan and execute annual, enterprise-wide talent campaigns and proof of concept tests in smaller pilot initiatives.

  • Support various workstreams focused on developing and delivering core pillars of the People Strategy.

  • Manage, develop, curate and maintain procedures, guidelines, documentation and training for different end-user audiences on talent processes and systems.

  • Serve as focal point advisor for talent practices staying informed of new and best practices, conducting research and benchmarks on relevant topics to share knowledge with COE, advance HR and organizational capabilities, and continuously improve.  

  • Serve as business process owner and liaison between stakeholders (leaders, employees, HR partners) and technology solution providers (HRIS, IT, vendors) including but not limited to Workday processes (performance and talent modules): gather needs and communicate business requirements then collaborate to define technical specifications, map processes and timelines, test, implement, document, and refine solutions; maintain awareness offerings in the talent technology space sharing relevant knowledge with COE for prioritizing enhancements and new solutions; ensure timely resolution of stakeholder issues (example, Lifesaver requests) and manage escalations; work with security and integrations partners to support system access rules and approvals along with supporting vendor data needs.

  • Support awareness, training, and adoption of Workday talent, learning, and career functionality to drive effective usage and build business intelligence across the organization.

  • Manage Talent reporting and metrics with ability to oversee production and analysis of various reports for management and executives, anticipate needs and questions, and provide useful insights.

Job Behaviors & Skills

  • Exemplify KBR Values: We Deliver, We Value Our People, We are People of Integrity, We Empower, We are a Team of Teams.

  • Project management skills: proven track record of identifying stakeholders and dependencies; assessing needs and risks; prioritizing business opportunities, developing and presenting recommendations and status updates; planning timelines and resources; mapping processes; building communications and change plans; managing annual talent campaigns and piloting new initiatives that attract, develop, and retain people.

  • Sound decision making and judgement – identifies problems, gathers relevant information, generates solutions, clarifies actions needed, gains support and approval, and implements timely.

  • Effectively manages work – identifies and adjusts priorities as needed to keep the focus on critical activities and use time and resources efficiently, coordinates schedules, delegates responsibility appropriately, and ensures consistent work product.  

  • Customer satisfaction – takes responsibility to actively seek information to understand customer (internal or external) circumstances, expectations, or problems; considers options and impacts; responds timely to resolve; implements a way to anticipate concerns and needs and provide services and solutions to ensure satisfaction

  • Creates productive business relationships across functions and levels – identifies key partnerships that should be created or improved to achieve business objectives, collaborates with others to formulate agreement on responsibilities and support needed, considers the impact of decisions and actions, keeps lines of communication and collaboration open, and maintains self-esteem of others by acknowledging ideas and demonstrating respect.

  • Adapts to change the ability to navigate ambiguity and complexity, readily adapt to a continually changing business and work environment, adjust behavior to effectively deal with new or different work structures, processes, requirements, or cultures; seeks information to understand situations and approaches change positively as an opportunity to learn and grow.

  • Continuous improvement – identifies gaps, determines causes, generates ideas for solutions and tests and analyzes impact, collects feedback, and modifies accordingly, takes action to gain support and approval to implement improvement solution, measures impact.

  • Aligns performance – selects and develops employees and small teams to accomplish work objectives; makes good people judgments and decisions based on performance; sets objectives, identifies competencies and skills, creates a learning environment, encourages teamwork, provides support and ongoing feedback discussions on needs and progress.

Job Qualifications

  • Typically requires a minimum of seven (7) years of related experience with a bachelor’s degree, or equivalent work experience, in defining new and managing existing talent programs and processes in one or more of the following: Performance Management, Succession Planning, Talent Assessment and Calibration, Leadership Assessment and Development, Employee Development or other related HR disciplines.

  • Effective oral, written, and virtual communication skills

  • Willingness to be adaptable and flexible in support of business objectives; comfortable working in an environment in which business needs, processes, tools, and deadlines continually evolve.

  • Detail-oriented, conscientious, collaborative, creative, curious, and self-motivated individual with a passion for attracting, developing, and retaining talent

  • Ability to analyze and leverage data for insights, storytelling, influencing and decision-making,

  • Proficiency in Microsoft Office 365 (Word, PowerPoint, Excel, Outlook, Teams, Forms, Stream, Power BI)

  • Workday experience a plus


KBR offers a selection of competitive lifestyle benefits which could include a 401K plan with company match, medical, dental, vision, life insurance, AD&D, flexible spending account, disability, paid time off, or flexible work schedule. We support career advancement through professional training and development.


At KBR, we are passionate about our people, sustainability, 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 more inclusive and diverse company. That commitment is central to our team of teams philosophy and fosters an environment of real collaboration across cultures and locations. Our individual differences and perspectives bring enhanced value to our teams and help us develop solutions for the most challenging problems. We understand that by embracing those differences and working together, we are more innovative, more resilient, and safer. We Deliver — Together.

In compliance with the U.S. federal government’s vaccine mandate, only candidates who will be fully vaccinated for COVID-19 by December 8, 2021 or who have a reasonable accommodation or approved medical exception will be considered for this position.

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.