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The Boeing Company’s Human Resources Strategy and Functional Excellence organization is excited to offer a position for a Human Resources Entry-Level Talent Development Manager to join our team! In this role, you will report to the HR Functional Excellence / HR Strategy Director and be responsible for all aspects of Entry-Level Career Development within the HR function, focusing on HR Internships and the HR Career Foundation Program (HRCFP).
This opportunity calls for a leader who possesses a strong grasp of traditional HR functions along with an awareness of the specific needs of HR professionals. The position will leverage tools, analytics, and methodologies to improve the performance, engagement, and well-being of the HR organization. By creating a culture of ongoing learning, innovation, and support, this role ensures that the entry-level HR talent receives outstanding services that empower them to thrive.
This position will oversee Boeing’s HR Career Foundation Program (HRCFP), which aims to support and develop entry-level HR professionals. The responsibilities include strategic management of the program, onboarding participants, leadership development, and creating a supportive environment for growth during important transitions.
This position can be based in any of the following Boeing locations, depending on candidate preference: Seattle, WA; Renton, WA; Tukwila, WA; Berkeley, MO; North Charleston, SC; or Arlington, VA.

BASIC QUALIFICATIONS (REQUIRED SKILLS/EXPERIENCE):

• 5+ years of experience designing, developing and driving HR reporting and HR data analytics solutions that impact organizations
• 5+ years of experience presenting to multiple levels of an organization
• 5+ years of experience in program or project management
• 5+ years of experience developing and maintaining relationships and partnerships with senior management, customers, stakeholders, peers and partners
• 5+ years of experience communicating and implementing HR programs, policies, practices and processes

PREFERRED QUALIFICATIONS (DESIRED SKILLS/EXPERIENCE):

• Bachelor’s degree or higher
• 5+ years of experience in a role as an HRG or HRBP
• 3+ years of experience leading teams in a formal and/or informal role
• 3+ years of HR program design, development, and management
• 3+ years of experience with Tableau
• Demonstrated experience driving innovation and process improvements
• Experience with candidate attraction and engagement strategies

• HRCFP Program Management:
• Oversee all aspects of the HRCFP program, including designing and implementing hiring practices
• Collaborate with Chief Operating Officer (COOs) and the HRCFP Executive Sponsor to facilitate meaningful rotation solicitation and matching based on participants’ experiences and interests
• Provide networking opportunities and support for final placements at the end of participants’ three-year rotations
• Mentor participants by attending monthly meetings and offering guidance for offsite planning, graduations, and other events
• Shape the program’s strategy and vision to ensure a positive experience for participants
• Manage day-to-day operations, including budgets, resources, and timelines, ensuring smooth program execution
• Collaborate with stakeholders, including HR leaders and external partners, to ensure the program meets its objectives and delivers value

HR Intern Program Management:

• Partner with campus recruiting and focal points to attract HR Interns
• Enhance the intern experience by organizing events, roundtables, mentoring, job shadowing, and networking opportunities

• Utilize data and metrics to assist leadership in making informed decisions about the early career pipeline, creating executive summaries, and providing recommendations for both programs

Strategic Talent Management and alignment:

• Assist in creating strategic talent plans that align with organizational objectives by identifying talent strengths and areas for improvement
• Convert business priorities into talent management results and develop strategies to support business leaders in their talent decision-making processes

• Align business strategies with organizational priorities, facilitating discussions with leaders and addressing execution gaps

Leadership and Team Performance:

• Identify change opportunities and engage in initiatives to enhance team performance

Organizational and Change Design and Implementation:

• Lead change initiatives by guiding the implementation of new structures and processes and evaluate factors to foster change adoption
• Contribute to the organizational plan’s design and integration, assess needs, and monitor effectiveness while presenting findings and implementing solutions