Talent Practice Leader – Skill Governance

Title: Talent Practice Leader – Skill Governance (m/f)

Location: Remote

Job Description:

Remote

Remote

Remote

Remote

time type

Full time

job requisition id

R5044511

Job Description Summary

The Talent Practice Leader – Skill Governance operationalizes GE Vernova’s enterprise skills strategy and ensures the company has a trusted, scalable, and well-governed skills foundation.

This role owns the standards, governance model, and operating routines that keep skills data current, usable, and aligned across the talent ecosystem. The role partners closely with People Analytics, HR Technology, and Talent COE leaders to ensure skills are consistently defined, governed, and applied across key talent processes.

This role is accountable for the integrity of the enterprise skills foundation. Enterprise HR AI strategy, platform ownership, and broad HR AI adoption sit outside this role and are led centrally. This role defines the skills standards, controls, and requirements that enable those efforts.

Job Description

Key Responsibilities

• Lead the enterprise skills governance model, including decision rights, standards, and operating routines
• Run the Skills Council—manage intake, prioritization, and ensure decisions are executed and sustained across the enterprise
• Steward the enterprise skills framework, ensuring it is practical, consistent, and aligned to job architecture and learning (within system constraints)
• Set quality standards for AI‑inferred skills, including validation rules and governance controls
• Own skills data quality—establish audit routines, resolve issues, and ensure enterprise trust in skills data
• Define business requirements and data standards for skills across Workday and related systems (no platform ownership)
• Drive consistent adoption and adherence to skills standards across priority talent processes (career growth, mobility, learning, workforce planning)
• Partner with HR Tech, Analytics, and COEs to translate skills strategy into usable standards, insights, and system requirements
• Deliver clear insights on skills gaps, supply/demand, and emerging needs to inform workforce decisions
• Translate enterprise business priorities into focused skills governance actions (e.g., critical roles, emerging capabilities)
• Enforce enterprise skills standards, guiding functions and segments and resolving deviations where needed
• Lead end‑to‑end program execution with strong project management, stakeholder alignment, and disciplined delivery

Qualifications

If hired in the U.S.

• 8–12+ years of experience in HR, talent COEs, people analytics, workforce strategy, HR technology, or related fields
• Experience with skills taxonomies, skills-based talent models, job architecture, data governance, or adjacent domains
• Proven ability to translate strategy into practical operating models, governance routines, and implementation plans
• Strong program and project management capability, including driving cross-functional initiatives in complex, matrixed environments
• Experience partnering across HR, business, and technology teams to deliver enterprise solutions
• Comfort operating at the intersection of HR, data, and technology

If hired outside the U.S.

• Significant years of experience in HR, talent COEs, people analytics, workforce strategy, HR technology, or related fields
• Experience with skills taxonomies, skills-based talent models, job architecture, data governance, or adjacent domains
• Proven ability to translate strategy into practical operating models, governance routines, and implementation plans
• Strong program and project management capability, including driving cross-functional initiatives in complex, matrixed environments
• Experience partnering across HR, business, and technology teams to deliver enterprise solutions
• Comfort operating at the intersection of HR, data, and technology

Desired Characteristics

• Structured, systems-oriented thinker with strong governance and process design capability
• Ability to simplify complex concepts into practical standards and actions
• Strong influencing and stakeholder alignment skills in a global, matrixed environment
• Analytical mindset with ability to convert data into clear, actionable insight
• Pragmatic change agent focused on adoption, consistency, and measurable outcomes
• High attention to data quality, transparency, and responsible use of AI within the skills domain

If being hired in Hungary, successful applicant will be legally eligible to enter into an employment relationship under the laws of Hungary.

For Applicants in Spain

Nonnational candidates are responsible to know the minimum documentation requirements to be able to be contracted in country: NIE- Social Security Affiliation Number in Spain (NAF) and Bank Account in Spain. They must be in possession of them at the time of start hiring. GE will not sponsor this requirement

R5044511 Talent Practice Leader – Skill Governance

The Talent Practice Leader – Competency Governance implements GE Vernova's enterprise competency strategy and ensures the company has a reliable, scalable, and well-governed competency base.

This role is responsible for the standards, governance model, and operational routines that keep competency data up-to-date, usable, and aligned across the talent ecosystem. The position collaborates closely with People Analytics, HR Technology, and Talent Center of Excellence (COE) leaders to ensure competencies are consistently defined, governed, and applied across key talent processes.

This role is responsible for the integrity of the enterprise competency base. HR AI strategy, platform ownership, and overall HR AI adoption are outside the scope of this role and are led centrally. This role defines the standards, controls, and competency requirements that enable these efforts.

Key responsibilities

• Lead the business competency governance model, including decision rights, standards, and operating routines.
• Lead the Skills Council: manage admission, prioritization and ensure that decisions are implemented and maintained throughout the company.
• Manage the business competency framework, ensuring that it is practical, consistent, and aligned with job architecture and learning (within system limitations).
• Establish quality standards for AI-inferred competencies, including validation rules and governance controls.
• Being responsible for the quality of competency data: establishing audit routines, resolving issues, and ensuring business confidence in such data.
• Define business requirements and data standards for competencies in Workday and related systems (without platform ownership).
• Promote consistent adoption and compliance with competency standards in priority talent processes (career growth, mobility, learning, workforce planning).
• Collaborate with HR, Technology, Analytics and the COE to translate the competency strategy into usable standards, knowledge and system requirements.
• Provide clear information on skills gaps, supply/demand, and emerging needs to inform workforce decisions.
• Translate the company's business priorities into focused competency governance actions (e.g., critical roles, emerging capabilities).
• Enforcing business competency standards, guiding functions and segments, and resolving deviations when necessary.
• Lead the execution of the program from start to finish with strong project management, stakeholder alignment, and disciplined delivery.

Ratings

If the hiring is in the USA:

• More than 8-12 years of experience in HR, talent COE, people analytics, workforce strategy, HR technology or related fields.
• Experience with competency taxonomies, competency-based talent models, job architecture, data governance, or adjacent domains.
• Proven ability to translate strategies into practical operating models, governance routines, and implementation plans.
• Strong program and project management capabilities, including driving cross-functional initiatives in complex and matrix environments.
• Experience collaborating with HR, business, and technology teams to deliver business solutions.
• Comfort operating at the intersection of HR, data and technology.

If the hiring is outside the U.S.:

• Significant years of experience in HR, talent COE, people analytics, workforce strategy, HR technology, or related fields.
• Experience with competency taxonomies, competency-based talent models, job architecture, data governance, or adjacent domains.
• Proven ability to translate strategies into practical operating models, governance routines, and implementation plans.
• Strong program and project management capabilities, including driving cross-functional initiatives in complex and matrix environments.
• Experience collaborating with HR, business, and technology teams to deliver business solutions.
• Comfort operating at the intersection of HR, data and technology.

Desired characteristics

• Structured and systems-oriented thinker, with a strong capacity for governance and process design.
• Ability to simplify complex concepts into standards and practical actions.
• Strong skills in influencing and aligning stakeholders in a global and matrix environment.
• Analytical mindset with the ability to convert data into clear and actionable information.
• Pragmatic change agent focused on adoption, consistency, and measurable results.
• High attention to data quality, transparency and responsible use of AI within the domain of competencies.

Additional Information

GE Vernova offers a great work environment, professional development, challenging careers, and competitive compensation. GE Vernova is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.

GE Vernova will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).

Relocation Assistance Provided: No

#LI-Remote - This is a remote position

For candidates applying to a U.S. based position, the pay range for this position is between $141,900.00 and $236,600.00. The Company pays a geographic differential of 110%, 120% or 130% of salary in certain areas. The specific pay offered may be influenced by a variety of factors, including the candidate’s experience, education, and skill set.

Bonus eligibility: discretionary annual bonus.

Available benefits include medical, dental, vision, and prescription drug coverage; access to Health Coach from GE Vernova, a 24/7 nurse-based resource; and access to the Employee Assistance Program, providing 24/7 confidential assessment, counseling and referral services. Retirement benefits include the GE Vernova Retirement Savings Plan, a tax-advantaged 401(k) savings opportunity with company matching contributions and company retirement contributions, as well as access to Fidelity resources and financial planning consultants. Other benefits include tuition assistance, adoption assistance, paid parental leave, disability benefits, life insurance, 12 paid holidays, and permissive time off.

GE Vernova Inc. or its affiliates (collectively or individually, “GE Vernova”) sponsor certain employee benefit plans or programs GE Vernova reserves the right to terminate, amend, suspend, replace, or modify its benefit plans and programs at any time and for any reason, in its sole discretion. No individual has a vested right to any benefit under a GE Vernova welfare benefit plan or program. This document does not create a contract of employment with any individual.