Talent Programs Lead II

Duquesne Light Company, headquartered in downtown Pittsburgh, is a leader in providing electric energy and has been in the forefront of the electric energy market, with a history rooted in technological innovation and superior customer service. Today, the company continues its role as a leader in the transmission and distribution of electric energy, providing a secure supply of reliable power to more than half a million customers in southwestern Pennsylvania.

Duquesne Light Company is committed to creating a culture of inclusion. We value and respect the unique differences and experiences of our employees. We believe that our differences lead to better collaboration, innovation and outcomes. We want you to join our team!

Job Title: Talent Programs Lead

Position Summary:

Reporting to the Director, Talent Strategy, the Talent Programs Lead will serve as a key architect and driver of enterprise-wide performance, talent, and succession strategies. This strategic role goes beyond program management—it is responsible for building, evolving, and executing critical talent practices from the ground up to align with the company's broader transformation agenda.

As our organization continues to evolve, this role will lead the redesign and modernization of legacy programs to meet the needs of a dynamic, growing business. This role will bring expertise in organizational effectiveness, talent strategy, and leadership development, paired with strong project management and facilitation skills. The ideal candidate will thrive in environments where change is constant, strategy is evolving, and innovation is expected.

Job Duties and Responsibilities:

Performance Management:

- Serve as the enterprise lead for designing and executing a future-focused performance management strategy that promotes continuous feedback, agility, and growth.

- Rebuild and modernize existing performance practices to support a high-performance culture aligned to business transformation.

- Develop and deliver toolkits, trainings, and enablement materials to activate performance habits among managers and employees.

- Leverage internal and external data to analyze performance trends and make recommendations that improve organizational effectiveness.

- Partner with HRBPs and leaders to embed performance culture into everyday leadership behaviors and talent discussions.

Succession Planning & Talent Reviews:

- Lead the end-to-end design, delivery, and continuous improvement of the annual talent review and succession planning processes.

- Build and enhance frameworks, tools, and dashboards that visualize bench strength, leadership readiness, and talent risk.

- Collaborate closely with HRBPs and senior leaders to identify successors, assess leadership potential, and define development plans.

- Ensure talent review processes are strategically aligned with workforce planning and future capability needs.

- Use data to track outcomes and drive accountability across business units for talent actions and commitments.

High-Potential Program (Program Accelerate):

- Oversee and evolve the enterprise High-Potential (HiPo) program (Program Accelerate) to support emerging leaders and accelerate their readiness for critical roles.

- Partner with L&D to design new program elements and experiences that incorporate exposure, stretch, coaching, and capability-building.

- Partner with senior leaders to identify participants, guide development planning, and assess progress.

- Continuously evaluate program impact through feedback, metrics, and participant outcomes—and iterate accordingly.

Strategic Program Design & Transformation Enablement:

- Play a lead role in building and scaling talent programs that are forward-looking, data-informed, and business-aligned.

- Evaluate existing programs and reinvent them where needed to align with organizational shifts, strategic priorities, and future skill needs.

- Introduce new tools and frameworks to support leadership development, development planning, and talent acceleration.

- Act as a thought partner to the Director, Talent Strategy and broader HR leadership team on enterprise-wide talent and transformation priorities.

Cross-Program Execution & Stakeholder Collaboration:

- Apply project management best practices to drive excellence across all talent initiatives—ensuring timely execution, strong outcomes, and scalability.

- Facilitate calibration sessions, talent planning workshops, and capability-building experiences for leaders and HR teams.

- Build strong partnerships across HRBPs, Impact & Engagement, L&D, and senior leadership to ensure program alignment, adoption, and impact.

- Use change management, stakeholder engagement, and strategic communication to support the successful launch and integration of talent programs.

Education and Experience Required:

- Bachelor’s degree or an equivalent combination of education and experience.

- 10+ years of talent management, organizational development, or performance.

- Strong project management and facilitation skills.

- Experience in designing or supporting enterprise-wide performance, talent, or succession programs.

- Team leadership is preferred but previous supervisory experience is not required.

Additional Responsibilities:

- Perform other job-related duties as assigned

- Storm team duties as assigned

Scope: In addition to daily deliverables, outputs and reporting, also considers and recommends longer term best practices to improve processes based on experience. Accountable for managing ones own time and work flow and may also lead functional project teams. Works independently, requiring guidance in only the most complex situations. Has well established capabilities, acts as a resource to less experienced staff on complex issues.

Decision Impact:

Problems and issues faced are vague and require reasoning to identify root cause. Draws on significant past experience to perform role. Accountable for direct level of reasoning and decision making.

Skills/Abilities:

- Ability to communicate clearly and concisely.

- Strong attention to detail.

- Adaptability, flexibility, and comfort with working in a fast-paced environment.

- Highly organized and detail-oriented, with the ability to manage various priorities.

- Prompt executor.

Hybrid Work:

Position follows our hybrid work model, with a minimum of two days working in the office and the remaining days working remotely. Reporting location and frequency may be subject to change based on job role and department needs.

Storm Roles:

All Non-Union Employees will serve in storm roles as appropriate to their role and skillset. Please be sure to discuss storm roles with the hiring manager for this position, as duties can vary across the Company. Examples of storm roles could include but aren't limited to duties such as working with operations for service center support or with the communications, customer service or government affairs teams to respond to public and customer requests for information, etc.

Data Governance:

Utilize data to make business decisions as appropriate for the position, support data stewardship activities and partner with IT on underlying data needs.

Data Stewardship:

Perform data stewardship activities including serving as a ‘data owner’ / first point of contact for data related questions and providing data quality support

Maintain accountability and oversight of data for related business areas, documenting related data management procedures, methods and techniques

EQUAL OPPORTUNITY EMPLOYER

Duquesne Light Holdings is committed to providing equal employment opportunity to all people in all aspects of the employment relationship, without discrimination because of race, age, sex, color, religion, national origin, disability, sexual orientation and gender identity or status as a Vietnam era or special disabled veteran or any other unlawful basis, as defined by applicable law, and fostering a workplace free of unlawful discrimination and retaliation. This policy affects decisions including, but not limited to, hiring, compensation, benefits, terms and conditions of employment, opportunities for promotion, transfer, layoffs, return from a layoff, training and development, and other privileges of employment. An integral part of Duquesne Light Holdings' commitment is to comply with all applicable federal, state and local laws concerning equal employment and affirmative action.

Duquesne Light Holdings is committed to offering an inclusive and accessible experience for all job seekers, including individuals with disabilities. Our goal is to foster an inclusive and accessible workplace where everyone has the opportunity to be successful.

If you need a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, connect with us at HR@duqlight.com and describe the specific accommodation requested for a disability-related limitation.