Talent & Engagement Lead

Employees currently have the option of working remotely one day per week.

About the Role

The Talent Management & Learning group within the Human Resources team is responsible for leading the NBA’s enterprise talent management strategies and programs to drive employee engagement and retention, increase productivity and performance, and build a strong pipeline of talent for key roles and future business needs. The group oversees performance management, talent development, employee engagement, leadership development, coaching, and competency development initiatives on a global scale.

The Talent & Engagement Lead drives the design and execution of key people programs across the organization, including performance management, employee engagement, and talent development initiatives. This role serves as a strategic partner and subject matter expert, collaborating across departments to support organizational effectiveness and an engaged workforce.

Responsibilities

• Lead the end-to-end administration of the annual performance management cycle, including goal setting, mid-year check-ins, and year-end reviews, ensuring consistent and equitable execution across the organization.
• Manage full execution of the company-wide employee engagement survey, including vendor coordination, system alignment, communication strategy, survey design, participation monitoring, and results delivery. Serve as the primary internal consultant to HR Business Partners and business leaders on engagement survey strategy, data interpretation, and action planning.
• Oversee the execution of feedback processes across the organization, including leadership 360-degree feedback assessments, peer/upward feedback, vendor management, participant logistics, and results reporting. Partner with HR Business Partners to connect insights to leader development and coaching conversations.
• Support the execution of talent initiatives, including succession planning and talent reviews, partnering with HR Business Partners and senior leadership to ensure strategic alignment.
• Assist with organizational change management and org design efforts, including stakeholder communications, readiness assessments, and supporting materials for leadership reviews.
• Direct the development and maintenance of all performance program materials, including process guides, manager toolkits, employee-facing communications, and reference documentation. Update resources each cycle to reflect process improvements.
• Oversee system configuration and workflows in partnership with the HRIS team, ensuring accurate setup and alignment across platforms in support of performance program delivery.
• Serve as the escalation point for complex process questions from managers and employees related to performance and engagement programs, ensuring timely and appropriate resolution.
• Leverage data to inform decision-making and track progress throughout each program cycle, producing clear and actionable reporting and end-of-cycle summaries for senior stakeholders.
• Identify recurring operational gaps across talent processes and implement practical improvements to increase efficiency and consistency from cycle to cycle.
• Adapt program delivery in an iterative fashion as business priorities evolve, adjusting timelines, communications, and coordination plans while maintaining continuity and quality of execution.
• Provide direction and guidance to project contributors supporting talent program administration.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Master's degree in Industrial-Organizational Psychology, Organizational Development, Human Resources Management, or a related discipline preferred.
• 10+ years of relevant experience in Human Resources, Talent Management, or a closely related HR function.
• Demonstrated ownership of employee engagement survey programs, including full-cycle execution from launch through results delivery and stakeholder reporting.
• Proven experience leading cyclical performance management processes, including goal setting, mid-year, and year-end reviews, at an organizational scale.
• Track record of managing complex, cross-functional programs with multiple senior stakeholders across departments.
• Experience working within or directing HRIS systems and talent platforms in a program ownership or administration capacity.
• Background in Learning and Development is a plus.

Skills

• Ability to build relationships at all levels of an organization, with excellent communication skills that convey complex ideas in a simple way.
• Strong project management skills with the capacity to manage multiple projects simultaneously.
• Ability to design, build, and execute projects from beginning to end with a strategic mindset.
• Proficiency in leveraging data for decision-making and progress tracking.
• Exceptional organizational leadership skills with the ability to build credibility and influence across teams swiftly.
• Advanced knowledge of performance management frameworks, employee engagement methodologies, and HR program delivery at scale.
• Proficiency with HRIS and talent platforms such as Workday, CultureAmp, Qualtrics, or similar systems.
• Strong communication skills with the ability to tailor messaging for employees, managers, and senior leaders.
• Collaborative and solutions-oriented working style with a proven ability to influence without authority in a matrixed environment.

Pay

Salary Range: $150,000 - $170,000

Eligible employees may receive an annual discretionary performance bonus, awarded at the sole discretion of the Company.

Benefits

• Medical, dental, and vision insurance.
• Life/AD&D insurance.
• Short- and long-term disability.
• Fertility and family-forming assistance.
• Wellbeing allowance.
• Educational assistance.
• Mental health coaching/therapy.
• Tax-advantaged accounts such as HSA and healthcare/dependent care FSAs.
• 401(k) retirement plan.
• Time off benefits including vacation, sick time, and personal days.