Director, Leadership & Organizational Effectiveness

Welcome to the intersection of energy and home services. At NRG, we’re all about propelling the next generation of leaders forward. We are driven by our passion to create a smarter, cleaner and more connected future. We deliver innovative solutions that make our customers’ lives easier—helping them power, protect, and intelligently manage their homes and businesses. To do this, we need creative and talented people to join our company.

We offer a dynamic work environment and a unified and inclusive culture. NRG fosters a strong sense of belonging that leads to better collaboration and business performance. Our company programs are designed to help employees develop the skills they need for success now and in the future. In everything we do, we aim to champion our employees and bring value to our customers, investors and society.

More information is available at www.nrg.com. Connect with NRG on Facebook, Instagram, LinkedIn and X.

Position Summary

The Director, Leadership & Organizational Effectiveness is responsible for leading NRG's enterprise leadership development strategy and talent management framework. This role designs, implements, and measures leadership development programs, experiences, and platforms that build leadership capability at all levels while ensuring a consistent, scalable approach to talent management across the enterprise.

The Director partners closely with People leaders, Talent Business Partners, senior executives, and business stakeholders to strengthen leadership pipelines, accelerate employee development, and drive enterprise talent outcomes through effective talent review, succession planning, assessment, and development processes. This role serves as an enterprise owner of talent management methodologies, tools, resources, and governance.

Key Responsibilities

Enterprise Leadership Development

• Lead strategy, design, implementation, and continuous improvement of NRG's enterprise leadership development portfolio.
• Oversee leadership experiences and programs for emerging, frontline, mid-level, and senior leaders.
• Establish a leadership development framework aligned with NRG's leadership expectations, business priorities, and future workforce needs.
• Drive adoption and utilization of learning platforms, assessments, coaching resources, and leadership development tools.
• Measure program effectiveness and business impact through defined success metrics, dashboards, and analytics. This aligns with the current responsibility for learning strategy and measurement.
  
  

Enterprise Talent Management

• Own and evolve NRG's enterprise talent management philosophy, methodology, and operating model.
• Lead talent review, succession planning, leadership assessment, and development planning processes across the organization.
• Develop and maintain enterprise talent tools, resources, guides, templates, and governance standards.
• Partner with Talent Business Partners and business leaders to ensure consistent execution of talent management practices.
• Provide insights and recommendations on leadership pipeline strength, succession readiness, and talent risks.
  
  

Strategic Talent & Leadership Partnership

• Partner with executives and Talent leaders to identify organizational capability needs and leadership talent priorities.
• Support enterprise workforce planning and leadership pipeline initiatives through talent insights and development strategies.
• Manage external vendor relationships, assessment providers, and leadership development partners.
• Build enterprise awareness and engagement around leadership development and talent management strategies.
  
  

Team Leadership

• Lead and develop a high-performing team responsible for enterprise leadership development and talent management initiatives.
• Manage resources and strategic investments to maximize business impact.
  
  

Qualifications

• Bachelor's degree; master’s degree in human resources, Industrial/Organizational Psychology, Organizational Development, Business, or related field preferred.
• 8–10 years of progressive experience in Leadership Development, Talent Management, Learning & Development, or Human Resources.
• Demonstrated experience leading enterprise talent management processes, including succession planning and talent review.
• Experience designing and managing leadership development programs and learning strategies.
• Strong executive presence and ability to influence senior leaders.
• Experience leveraging talent analytics and metrics to inform talent decisions and measure program effectiveness.
• Exceptional communication, facilitation, consulting, and stakeholder management skills.
  
  

Key Focus Areas (70/30 Split)

• 70% Enterprise Leadership Development & Leadership Platform
• Leadership programs
• Executive onboarding
• Leadership assessments
• Executive coaching strategy
• Leadership curriculum and experiences
• Leadership capability framework
• 30% Enterprise Talent Management
• Talent reviews
• Succession planning
• Talent calibration processes
• Talent tools and resources
• Talent governance and reporting
• Development Planning Methodology
  

NRG Energy is committed to a drug and alcohol-free workplace. To the extent permitted by law and any applicable collective bargaining agreement, employees are subject to periodic random drug testing, and post-accident and reasonable suspicion drug and alcohol testing. EOE AA M/F/Protected Veteran Status/Disability. Level, Title and/or Salary may be adjusted based on the applicant's experience or skills.

EEO is the Law Poster (The poster can be found at http://www.eeoc.gov/employers/upload/poster_screen_reader_optimized.pdf)

Official description on file with Talent.

We support the use of AI tools to help you prepare for your interview (e.g., practicing responses, researching the role, or refining your resume). However, during interviews and assessments, we expect responses to reflect your own thinking, experience, and communication. Use of AI to generate or read answers in real time, complete assessments, or misrepresent your qualifications is not permitted and may impact your candidacy.