Talent Management Program Specialist Sr

Job Posting End Date

04-29-2026

Please note the job posting will close on the day before the posting end date.

Job Summary

The Talent Management Program Specialist Senior owns talent programs or program components and drives enterprise impact through standards, analytics, and enablement. This role leads cross‑functional stakeholders and vendors to deliver measurable outcomes and continuous improvement, and may facilitate leadership and core development learning (e.g., high‑potential cohorts, leader development workshops, manager/core capability sessions) to build capability and adoption. Serves as a trusted advisor to Talent Management leadership and Business HR.

Job Description

What You'll Do:

Program Ownership & Execution

• Independently lead the execution and ongoing optimization of one or more talent management programs or major program components within established enterprise frameworks and governance, with a high degree of autonomy and independent judgment.
• Own program performance, ensuring quality delivery, consistency, and a positive stakeholder experience across the enterprise.
• Manage timelines, dependencies, risks, and deliverables across multiple stakeholders to ensure programs meet defined objectives.
• Partner with vendors and internal resources to support effective program delivery, escalating issues and recommendations as needed.

Serve as the owner for key enterprise‑wide practices, including:

• The enterprise employee listening strategy including the employee voice survey, as well as ongoing sentiment collection through pulse surveys.
• Recruiting, onboarding and exit survey management across the employee lifecycle.
• The sustainment, and evolution of enterprise Ways of Working / Culture initiatives.
• Leadership and behavioral assessment programs used to inform development, effectiveness, and organizational outcomes.

Program Optimization & Continuous Improvement

• Analyze program metrics, participant feedback, employee sentiment data, and operational insights to identify opportunities for improvement.
• Recommend and implement enhancements to program processes, content, and delivery methods to increase effectiveness, efficiency, and business impact.
• Apply best practices and lessons learned to strengthen program outcomes while remaining aligned to enterprise standards and governance expectations.

Stakeholder Collaboration, Training Facilitation & Enablement

• Partner closely with Business HR, HR Centers of Expertise, and functional stakeholders to support program adoption, change management, and successful execution.
• Serve as a trusted subject‑matter resource, providing guidance on program intent, insights, processes, and expectations.
• Facilitate leadership and core development learning sessions (virtual and in‑person), including high‑potential cohorts, leader workshops, and manager/core capability sessions; adapt delivery to audience needs while reinforcing enterprise standards.
• Support enablement efforts by contributing to program resources, toolkits, communications, and leader guidance materials.

Data, Reporting & Insights

• Track and report program‑level metrics related to participation, effectiveness, and outcomes, including engagement and sentiment trends.
• Synthesize insights and prepare clear, actionable updates and recommendations for Talent Management leadership.
• Ensure data integrity, support audits and governance requirements, and maintain strong discipline around reporting for all assigned programs.

What We're Looking For:

Education:

• Bachelor’s degree required
• Master’s degree preferred (HR, OD, I/O Psychology, Adult Learning, or Business).

Experience:

• Eight to ten (8-10) plus years owning enterprise talent programs or major components with accountability for outcomes.
• Experience optimizing programs using KPIs, insights, and best practices; manages risk and interdependencies across stakeholders.
• Experience with training facilitation for leadership and other development sessions (workshops/cohorts); and adapting delivery to audience needs.

Preferred Qualifications:

• Workday reporting/HR analytics experience
• Portfolio/program management expertise
• Analytics/dashboarding experience

Where You'll Work:

On-Site

Where Putting the Customer First Powers Everything We Do

At AEP, we’re more than just an energy company — we’re a team of dedicated professionals committed to delivering safe, reliable, and innovative energy solutions. Guided by our mission to put the customer first, we strive to exceed expectations by listening, responding, and continuously improving the way we serve our communities. If you're passionate about making a meaningful impact and being part of a forward-thinking organization, this is the company for you!

Compensation Data

Compensation Grade:

SP20-008

Compensation Range:

$98,993.00 - $128,688.00

The Physical Demand Level for this job is: S – Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.  

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It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer-employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law. When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics.