Principal Specialist, Talent Ops Delivery

A Career at HARMAN As a technology leader that is rapidly on the move, HARMAN is filled with people who are focused on making life better. Innovation, inclusivity and teamwork are a part of our DNA. When you add that to the challenges we take on and solve together, you’ll discover that at HARMAN you can grow, make a difference and be proud of the work you do every day. A Career at HARMAN Corporate We’re a global, multi-disciplinary team that’s putting the innovative power of technology to work and transforming tomorrow. At HARMAN Corporate, you are integral to our company’s award-winning success. Enrich your managerial and organisational talents – from finance, quality, and supply chain to human resources, IT, sales, and strategy Augment your comprehensive skillset with expert training across decision-making, change management, leadership, and business development Obtain 360-degree support throughout your career life cycle, from early-stage to seasoned leader About the Role The Manager – Talent Ops Delivery plays a critical role in supporting and enhancing global Talent Management processes across Goal Setting, Performance Management, Succession Planning, Competency and Skills Development, and related Talent Management initiatives. This role partners closely with Global Talent COE, Division TM, HR Systems to drive process excellence, ensure governance, deliver analytics, and execute global programs consistently across divisions. The incumbent is responsible for process design and improvement, system readiness, communications, training, reporting, and coordination across the talent lifecycle processes. What You Will Do 1. Goals & Performance Management Stay current on internal and external market trends related to goal setting and performance management. Lead annual process debriefs to identify highlights, challenges, and improvement opportunities for subsequent cycles. Communicate the global and division-specific philosophy, strategy, and policies for goals and performance management. Design and execute the communication plan and stakeholder messaging for Corporate and Automotive divisions. Define, develop, and deliver training materials and sessions on goal setting and performance management processes; localize training for divisions where required. Oversee Workday system preparation, configuration readiness, and security audits prior to launch. Launch and monitor all required process milestones, ensuring adherence to timelines and completion targets. Manage user support through ticket resolution and audit processes to ensure data accuracy and compliance. Consolidate ticketing trends, conduct root cause analysis, and identify areas for process/system improvement. Track and report process completion rates; develop tools and dashboards to monitor progress. Conduct periodic and year-end audits, drive closure of non-compliant cases, and support performance calibration and bonus eligibility validation. Conduct people intelligence and KPI analyses to monitor process health and inform continuous improvement. 2. Succession Planning Stay current on market and internal trends in succession planning and leadership pipeline development. Conduct annual process debriefs and integrate learnings into the next cycle. Communicate strategy, programs, and process updates to HR and business stakeholders across Corporate and Automotive divisions. Define and implement the training approach for succession and talent reviews, ensuring alignment to division-specific needs. Manage system readiness, testing, and launch activities; perform security audits prior to launch. Create and distribute process communications and reminders to HR and business participants. Develop and conduct training sessions and maintain training content for global and division-specific audiences. Monitor and drive completion of talent review and succession planning processes across divisions. Design and maintain tools to track progress of talent reviews, calibrations, and succession updates. Define global templates and best practices for calibration and leadership review processes. Analyze succession and calibration data to identify talent trends, risks, and development opportunities. Prepare materials for senior leadership and board reviews, ensuring accuracy and consistency across divisions. Oversee data maintenance in Workday and lead process KPI development and reporting. 3. Talent Development and Other COE Initiatives Support the deployment of HARMAN’s global competency framework; ensure integration across Performance and Succession processes. Implement processes for skill assessment and gap identification; create and execute plans to close global and division-specific skill gaps. Manage mentoring programs globally – including nominations, mentor/mentee pairing, check-ins, and feedback collection. Design and execute 360 assessment processes for various employee bands and divisions; ensure alignment with the global talent development strategy. Support and manage other development initiatives as part of ongoing talent interventions. Partner with global stakeholders on engagement survey design, set-up, communications, and training readiness as assigned. Propose and drive ad hoc strategic initiatives to address emerging talent and succession trends across divisions. What You Need to Be Successful Education: Bachelor’s degree in HR, Business Administration, or related field; Master’s preferred. Experience: 10+ years of experience in HR with specialization in Talent Management, Performance, or Succession processes. Technical Skills: Proficiency in HR technology platforms Workday, SAP SuccessFactors); advanced Excel and analytics skills; BI tool familiarity a plus. Leadership Competencies: Strategic thinking, operational excellence, cross-cultural communication, stakeholder engagement, and change leadership in matrixed environments. Industry Awareness: Deep knowledge of global talent process, trends, and cultural nuances. Details-oriented and result-oriented, strong in collaboration and communication with cross-functional teams. Experience in developing training content, communications, and process documentation What Makes You Eligible You have a working knowledge of English. You are willing to travel, if necessary. Due to the nature of global infrastructure, you understand that flexibility in working hours is required involving late shift hours. What We Offer Flexible work environment, allowing for full-time remote work one day per week for positions that can be performed outside a HARMAN or customer location. Access to employee discounts on world-class Harman (JBL, HARMAN Kardon, AKG, etc.) Extensive training opportunities through our own HARMAN University Competitive wellness benefits Access to HARMAN Campus Fitness Center and Cafeteria “Be Brilliant” employee recognition and rewards program An inclusive and diverse work environment that fosters and encourages professional and personal development #LI-Hybrid #LI-DP3 HARMAN is proud to be an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard torace, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.