The Section Manager, Digital Workforce Strategy leads the design and execution of a talent and workforce strategy aligned to enterprise business and technology transformation priorities.

The role operates at the intersection of strategy and execution, partnering with business leaders and enterprise talent teams to drive skills-based workforce planning, role and capability design, and talent enablement initiatives. By leveraging workforce insights, analytics, and adoption metrics, the Section Manager identifies capability gaps, informs decision making, and improves talent outcomes in support of long-term transformation and change. This position offers the opportunity to shape strategic decisions, influence talent strategies that drive innovation, and expand leadership impact in a dynamic, future focused environment.

This position does not provide employment pursuant to the terms of a STEM OPT Training Plan.

Required Education/Experience

• Bachelor's Degree and a minimum 8 years of full-time relevant work experience or
• Master's Degree and a minimum 6 years of full-time relevant work experience

Preferred Education/Experience

• Bachelor's Degree in Business Administration, Organizational Development, Communications, Human Resources Management and a minimum 8 years of full-time relevant work experience
• Master's Degree in Business Administration, Organizational Development, Communications, Human Resources Management and a minimum 6 years of full-time relevant work experience

Relevant Work Experience

• Working knowledge of modern IT operating models (e.g., product, platform, Agile, cloud, cyber) and their talent implications, required
• Experience establishing role definitions, skills taxonomies, proficiency standards, and career frameworks, required
• Supervisory or managerial experience, required
• Ability to lead cross functional work across operating groups, stakeholders, learning and change teams, preferred
• Experience creating and executing workforce and skills strategy, preferred
• Experience supporting large scale technology or business transformation, preferred
• Experience working in an Information Technology organization, preferred

Skills and Abilities

• Ability to lead/manage others
• Effective interpersonal skills
• Strong written and verbal communication skills
• Develops and delivers effective presentations
• Excellent collaboration and team building skills
• Demonstrates excellent judgment and decision making skills
• Demonstrated analytical skills

Licenses and Certifications

• Driver's License Required

Physical Demands

• Ability to push, pull, and lift up to 40 pounds
• Sit or stand to use a keyboard, mouse, and computer for the duration of the workday

Additional Physical Demands

• The selected candidate will be assigned a System Emergency Assignment (i.e., an emergency response role) and will be expected to work non-business hours during emergencies, which may include nights, weekends, and holidays.
• Able and willing to travel within Company service territory, as needed
• Able and willing to travel within the United States, as needed

Core Responsibilities

• Define and lead the ETS talent strategy aligned to business, technology and transformation objectives
• Establish and maintain critical role definitions, skills architecture and future capability profiles and oversee role-based learning and skills development initiatives that support workforce readiness
• Lead skills-based workforce planning, including sourcing recommendations for priority capabilities
• Assess current workforce capabilities and identify gaps against future state needs to design and deploy upskilling, reskilling and career pathways
• Enable leaders with actionable talent insights, dashboards, and guidance to strengthen bench strength, internal mobility and succession pipelines
• Lead talent sourcing from enterprise pipeline programs, including leadership development programs (LDP), entry level professional programs (EP) and company sponsored high school and college mentorship initiatives, ensuring alignment to future capability needs and workforce plans.
• Partner with change and adoption lead to prepare leaders and employees for new talent practices and workforce changes
• Monitor cultural adoption, engagement and leadership effectiveness related to talent initiatives and proactively identify and mitigate adoption risks
• Oversee governance and integration of talent related platforms, tools and vendor partnerships and operationalize talent strategy through technology enablement and standardized processes
• Demonstrate a commitment to inclusion and diversity, and foster an environment that engages all employees
• Ensure adherence to corporate financial policies, internal controls, and audit requirements
• Lead and develop a team through coaching, performance management, and effective work assignment to drive aligned execution and business outcomes
• Performs other related tasks and assignments as required