Job Posting End Date
06-16-2026
Please note the job posting will close on the day before the posting end date.
Job Summary
The Talent Management Program Lead serves as the enterprise lead facilitator and experience designer for AEP’s high-potential and leadership development programs. This role is accountable for designing and delivering high-impact cohort-based learning experiences, shaping participant journeys, and building facilitation capability across the organization.
In addition, the role contributes to the design, integration, and continuous improvement of enterprise talent management programs—partnering with senior leaders, Business HR, and HR technology teams to ensure solutions are aligned, scalable, and deliver measurable impact.
Job Description
What You’ll Do:
Enterprise Facilitation & Leadership Development
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Lead facilitation for enterprise high-potential, leadership, and core development programs, serving as the primary front-of-room experience owner.
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Design and deliver multi-session cohort experiences (virtual and in-person) that build leadership capability and accelerate readiness.
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Navigate complex group dynamics, challenge participants, and create high-trust environments while maintaining rigor and accountability.
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Translate business strategy into relevant, experiential learning experiences that drive behavior change and on-the-job application.
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Observe, coach, and elevate facilitation capability across HR and business leaders through feedback, modeling, and train-the-trainer approaches.
Program Strategy & Integration
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Contribute to the design and evolution of enterprise talent management programs aligned to business priorities and workforce needs.
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Partner across Talent Management to ensure alignment and cohesion across leadership development, succession, and performance processes.
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Contribute to the development of program frameworks, roles, and operating models that enable effective execution.
Program Insights & Continuous Improvement
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Leverage participant feedback, business input, and program data to continuously refine learning experiences.
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Define and monitor key success indicators tied to leadership capability and readiness and high-potential programming.
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Synthesize insights into clear recommendations for program improvement.
Stakeholder Partnership & Influence
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Act as a trusted strategic advisor to senior leaders, Business HR, and Centers of Excellence by translating enterprise talent priorities into scalable solutions.
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Influence outcomes without authority through expertise, credibility, and executive‑level communication.
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Shape enterprise narratives and recommendations related to talent strategy, program effectiveness, and risk.
Resources & Facilitation Enablement
- Create and continuously refine facilitator guides, participant materials, and experiential learning assets that enhance program delivery and impact.
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Ensure consistency and quality of the participant experience across cohorts through strong design standards and facilitation alignment.
Technology & Systems Partnership
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Partner with HRIS and IT to ensure talent systems effectively support program delivery and participant experience.
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Provide business input on enhancements and user experience improvements.
What We’re Looking For:
Bachelor's degree required; Master's degree preferred (HR, OD, I/O Psychology, Adult Learning, or Business).
Experience:
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10+ years of experience in leadership development, talent management, or organizational development, with significant experience facilitating leadership and/or high-potential programs.
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Proven expertise designing and delivering cohort-based learning experiences and experiential development programs.
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Experience partnering with senior leaders and influencing without formal authority.
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Recognized as a highly effective facilitator who can challenge thinking, drive reflection, and translate insight into action.
Preferred Qualifications:
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Recognized expertise as a leadership development facilitator, with advanced training or certification (e.g., ATD, IAF) and extensive experience leading high-potential or executive-level cohort programs.
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Demonstrated ability to facilitate senior leader groups, navigate complex dynamics, and drive meaningful dialogue, reflection, and behavior change.
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Experience designing cohort-based or experiential leadership development journeys that accelerate readiness and performance.
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Strong executive presence with the ability to influence, challenge, and engage senior leaders in group settings.
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Experience supporting change initiatives and reinforcing behavior adoption through learning and facilitation.
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Strong systems thinking skills with the ability to connect leadership development experiences to broader talent and business outcomes.
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Experience partnering with HRIS/IT on talent systems (e.g., Workday Talent) to support program delivery and participant experience.
What You'll Get:
At AEP, we’re more than just an energy company!
We’re a team of dedicated professionals committed to delivering safe, reliable, and innovative energy solutions. Guided by our mission to put the customer first, we strive to exceed expectations by listening, responding, and continuously improving the way we serve our communities. If you're passionate about making a meaningful impact and being part of a forward-thinking organization, this is the company for you!
Salary Grade 9 | $116,255.00 - $151,132.50.00
Compensation Data
Compensation Grade:
SP20-009
Compensation Range:
$116,255.00 - $151,132.50
The Physical Demand Level for this job is: S – Sedentary Work: Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently. (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.
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It is hereby reaffirmed that it is the policy of American Electric Power (AEP) to provide Equal Employment Opportunity in all respects of the employer-employee relationship including recruiting, hiring, upgrading and promotion, conditions and privileges of employment, company sponsored training programs, educational assistance, social and recreational programs, compensation, benefits, transfers, discipline, layoffs and termination of employment to all employees and applicants without discrimination because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, veteran or military status, disability, genetic information, or any other basis prohibited by applicable law. When required by law, we might record certain information or applicants for employment may be invited to voluntarily disclose protected characteristics.
