Director - Talent Development & Engagement (Hybrid)

Sempra: Where opportunity powers impact

At Sempra, we tackle the biggest energy challenges that face ourindustry. Our high-performing team leverages the full capabilities ofour organization to serve 40 million consumers across NorthAmerica. By collaborating and challenging one another acrossmultiple disciplines, we inspire our best work, ideas andinnovation. From increasing liquified natural gas (LNG) capacitiesto reducing carbon emissions to helping people prepare for therealities of climate change, we are committed to building a betterenergy future for all.

Primary Purpose
The Director of Talent Development and Engagement is responsible for leading and managing all inclusion, engagement, and development programs and initiatives in support of a high-performing, dynamic culture. Designs, develops, and delivers corporate-wide, comprehensive programs to advance the skills and experiences of both leaders and individual contributors through needs assessment, executive and leader coaching, engagement initiatives and career development solutions. Works across the family of companies on enterprise-wide initiatives such as talent assessment and identification, succession planning, all levels of employee development, engagement strategies, and other related inclusion and engagement programs. The Director of Talent Development & Engagement will be responsible for continued programming designed to support the company's high performing and inclusive culture.

Duties and Responsibilities

• Inclusion Programs: Oversees the Affirmative Action planning and reporting process. Responsible for verifying and submitting federal and state employment filings, including but not limited to Affirmative Action Plans, EEO-1, VETS4212, etc. Plans and directs the implementation of inclusion action plans in collaboration with key stakeholders across the company. Design and execute inclusion programming to support an inclusive, high performing employee population. Develop a strategic inclusion plan by leveraging metrics and analytics to reflect company culture, business and people priorities, contributing to the development of an inclusive environment. Monitor and report on the effectiveness of inclusion initiatives.
• Development Programs: Lead development programs of all levels including executive development, leadership development, and individual contributor development programs. Oversight of the annual Talent Review and Succession Planning process including development of project plan, delegation of duties and data management in career portal. Manages the preparation of succession materials for officer and Board review. Evaluate and enhance development initiatives to align with organizational goals.
• Engagement: Collaborate with leadership to implement engagement strategies. Manages the creation and deployment of the bi-annual enterprise-wide engagement survey and the resulting action planning strategies that are created from the engagement survey results. Collaborates with other internal stakeholders to determine schedule of participation in external surveys.
• Talent Review and Succession Planning: Manage the annual talent review process. Develop and maintain succession plans for key positions. Facilitate talent discussions and ensure alignment with organizational objectives.
• Performs other duties as assigned (no more than 5% of duties).