Talent & Engagement Lead

The Talent Management & Learning group within the Human Resources team is responsible for leading the NBA's enterprise talent management strategies and programmes, covering performance management, talent development, employee engagement, leadership development, coaching, and competency development. The Talent & Engagement Lead drives the design and execution of key people programmes across the organisation, including performance management, employee engagement, and talent development initiatives. The role serves as a strategic partner and subject matter expert, collaborating across departments to support organisational effectiveness and an engaged workforce, bringing advanced knowledge of HR programme delivery, data-informed decision-making, and the ability to influence leaders at all levels.

• Lead the end-to-end administration of the annual performance management cycle, including goal setting, mid-year check-ins, and year-end reviews, ensuring consistent and equitable execution across the organisation.
• Manage full execution of the company-wide employee engagement survey, including vendor coordination, system alignment, communication strategy, survey design in alignment with key stakeholders, participation monitoring, and results delivery to the organisation
• And act as the primary internal consultant to HR Business Partners and business leaders on engagement survey strategy, data interpretation, and action planning.
• Oversee the execution of overall feedback across the organisation, inclusive of leadership 360-degree feedback assessments, peer/upward feedback processes, managing vendor relationships, participant logistics, and results reporting
• Partnering with HR Business Partners to connect insights to leader development and coaching conversations.
• Support the execution of talent initiatives including succession planning and talent reviews, partnering with HR Business Partners and senior leadership to ensure programmes are delivered with quality and strategic alignment.
• Assist with organisational change management and org design efforts, including the development of stakeholder communications, readiness assessments, and supporting materials for leadership reviews.
• Direct the development and maintenance of all performance programme materials, including process guides, manager toolkits, employee-facing communications, and reference documentation, updating resources each cycle to reflect process improvements.
• Oversee system configuration and workflows in partnership with the HRIS team, ensuring accurate setup and alignment across platforms in support of performance programme delivery.
• Serve as the escalation point for complex process questions from managers and employees related to performance and engagement programmes, ensuring timely and appropriate resolution.
• Leverage data to inform decision-making and track progress throughout each programme cycle, producing clear and actionable reporting and end-of-cycle summaries for senior stakeholders.
• Identify recurring operational gaps across talent processes and implement practical improvements to increase efficiency and consistency from cycle to cycle.
• Adapt programme delivery in an iterative fashion as business priorities evolve, adjusting timelines, communications, and coordination plans while maintaining continuity and quality of execution.
• Provide direction and guidance to project contributors supporting talent programme administration.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
• 10+ years of relevant experience in Human Resources, Talent Management, or a closely related HR function.
• Demonstrated ownership of employee engagement survey programmes, including full-cycle execution from launch through results delivery and stakeholder reporting.
• Proven experience leading cyclical performance management processes, including goal setting, mid-year, and year-end reviews, at an organisational scale.
• Track record of managing complex, cross-functional programmes with multiple senior stakeholders across departments.
• Experience working within or directing HRIS systems and talent platforms in a programme ownership or administration capacity.
• Ability to build relationships at all levels of an organisation, with excellent communication skills that convey complex ideas in a simple way that builds understanding and credibility.
• Strong project management skills with the capacity to manage multiple projects at the same time.
• Ability to design, build, and execute projects from beginning to end with a bigger picture in mind.
• Proficiency in leveraging data for decision-making and progress tracking.
• Exceptional organisational leadership skills with the ability to build credibility and influence across teams swiftly.
• Advanced knowledge of performance management frameworks, employee engagement methodologies, and HR programme delivery at scale.
• Proficiency with HRIS and talent platforms such as Workday, CultureAmp, Qualtrics, or similar systems.
• Strong communication skills with the ability to tailor messaging for employees, managers, and senior leaders alike.
• Collaborative and solutions-oriented working style with a proven ability to influence without authority in a matrixed environment.

• Master's degree in Industrial-Organizational Psychology, Organizational Development, Human Resources Management, or a related discipline.
• Background in Learning and Development, viewed favourably for candidates looking to grow into a broader talent development leadership scope.

• Eligible employees have the option of working remotely one day per week.
• Employees working onsite in New York and New Jersey offices must be fully vaccinated against COVID-19, and the NBA will discuss accommodations for individuals who cannot be vaccinated due to a medical reason or sincerely held religious belief, practice, or observance.

• Eligible for an annual discretionary performance bonus, awarded at the sole discretion of the Company and subject to any terms and conditions set by the Company.

• Medical, dental, and vision insurance.
• Life/AD&D insurance.
• Short- and long-term disability insurance.
• Fertility and family-forming assistance.
• Wellbeing allowance.
• Educational assistance.
• Mental health coaching/therapy.
• Tax advantaged accounts such as HSA and healthcare/dependent care FSAs.
• 401(k) retirement plan.
• Time off benefits including vacation, sick time, and personal days.