Talent Practice Leader – Skill Governance (m/f)

About the role

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.

Responsibilities

• Leverage the enterprise skills governance model, including decision rights, standards, and operating routines
• Manage the Skills Council—intake, prioritization, and ensure decisions are executed and sustained across the enterprise
• Administer 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
• Ensure 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)
• Promote 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.: More than 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