Integration Program Manager

Job Description

COVID-19 continues to significantly impact our employees, families and communities. With employee health and safety as our top priority, and as a federal contractor, Lockheed Martin is taking action to address the increased risk and uncertainty COVID-19 variants pose in the workplace and ensuring we meet our commitments to national security.
To uphold safety for all employees, we will continue to request vaccination status for all Lockheed Martin employees including new hires. All current and newly hired employees are required to follow onsite safety measures based upon the COVID-19 Community Level at the specific work location.
Description:Lockheed Martin is embarking on a HR transformational journey – destination the future. People analytics and technology are Lockheed Martin’s path to the future where a Talent Marketplace will create value across the entire employee lifecycle. This includes how we hire, move and reskill our workforce. To help us along this journey we are seeking a qualified candidate for the position of Program Manager & Integrator leading the hire-to-retire process and systems transformation for Lockheed Martin.
The purpose of this role is to serve as the product owner at the Talent Marketplace level for all planning requirements from the Lockheed Martin Transformation Program Office (1LMX PMO). This role will also strategically and tactically integrate and coordinate the key deliverables for Hire-to-Retire design and build, as well as ensure our processes are integrated to deliver on our Talent Marketplace strategy – skill-based organization, share and grow our people, a OneLM Learning culture, and engage/acquire external talent. How this position will help grow your career can be summarized in this way:
• You will have a front row seat to integrating multiple HR future-state capabilities especially for Talent & Organizational Capability (T&OC) and Talent Acquisition (TA)
• You will have a chance to gain significant understanding of how moving, sharing and acquiring talent gets done today and how it should get done in the future
• You will be able to stretch your financial acumen skills by quantifying the cost-benefits of future-state processes and technology impacts on the business
• You will gain exposure and growth in the area of agile methodology and systems architecture
• You will get to work closely with cross-business teams like business transformation leads, IT professionals, change management experts, process engineers, HR COEs and data analysts
• You will get to work closely with the COE Executive leadership to define decisions and outcomes that will shape LM’s future with respect to Talent Marketplace
KEY DELIVERABLES & OUTCOMES in the first 12-18 months
• Enable HR to understand the full impact of transformation by creating a timeline and integration map for key HR capabilities focused on human capital management (HCM), applicant tracking system replacement, an internal talent marketplace and various non-SAP platforms
• Act as the quality control lead to ensure outcomes of TA & T&OC harmonization are implemented successfully
• Partner with experts to develop change plans that inform stakeholders of work impacts, implementation schedules and training requirements
• Create rhythms that successfully distribute status and information to appropriate stakeholders
• Quantify the cost-benefits of future-state processes and technology impacts on the business
• Ensure a project plan is built that holds the COE and associated stakeholders to deadlines and deliverables that align to the overall roadmap
• Ensure BA COE teams are updated on any project actions, milestones or status for Talent Marketplace
CHALLENGES
• In order to create a timeline and integration map for HR capabilities, you will be able to leverage existing artifacts, but it will require research skills and relationship building to fill in the gaps
• Making sure all dependencies and risks are clear to each process owner will require attention to detail
• Product vs Process Timelines & Sequencing - balancing numerous and diverse stakeholders and subject experts within LM and across partner business areas will be required
• You will be asked for status, data and project updates but you’ll have to determine what people need vs. what they want
• Inconsistent support structures exist across functions that require this role to navigate the organization quickly and effectively
Basic Qualifications:
Project and Program Management expertise
Effective Leader of Teams of Teams: capable of influencing and getting things done through others, especially those without a direct formal reporting relationship.
Organizational Agility: ability to quickly identify the right people and experts
HR Functional Expertise: well versed & knowledgeable in most HR functional processes
Quantifying Business Impact: knowledgeable in process and quality metrics that can be applied to business outcomes
Systems Thinker: ability to see big picture and identify critical connections
Desired Skills:
Knowledge of SAP Human Capital Management (HCM) platform design, SAP Recruit and Opportunity Marketplace (or other enterprise software products like Workday, etc.) and required integration with other HR systems.
Scaled Agile Framework (SAFe) experience
Enterprise thinker: Look for the good of the enterprise first and modify only with solid gap analysis or business case
Ability to push complex items forward despite obstacles
Knowledgeable of budget and labor expense management