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Sr Mgr Talent & Leadership Development

July 2, 2026

Requisition: 83865

PSEG Company: PSEG Services Corp.

Salary Range: $ 137,000 - $ 224,400

Work Location Category: Hybrid Flexible

We're one of the country's largest energy companies, with a vision of powering a future where people use energy more efficiently and it's safer and delivered more reliably than ever. We're also deeply connected to the communities we serve, with more than 13,000 employees working together to support our customers and make a difference every day.
Here, you'll have the stability and exciting opportunities that come with being a Fortune 500 company — along with a supportive, friendly work environment where your contributions are valued.

We know life isn't one-size-fits-all, and neither is work. That's why we offer flexible work options depending on the role.
In support of this model, roles have been categorized into one of three work location categories:
1. Onsite - roles where employees are expected to be onsite daily.
2. Hybrid fixed - roles that are a mix of remote work and onsite work fixed days each week
3. Hybrid flexible - roles that are a mix of remote work and onsite work, but the onsite requirements have greater flexibility. (i.e. 5-8 days a month vs. set days each week).

As an employee, if you are regularly scheduled to work 20 or more hours per week, you will have access to a wide range of comprehensive benefits from day one, designed to support your total well-being: medical, dental, vision, parental leave and family leave programs, behavioral health programs, 401(k) with company match, life insurance, tuition reimbursement, and generous paid time off.

More than 13,000 people already call PSEG their work home, taking pride in providing safe, reliable service to millions of customers. If you're looking for a place where you can build a meaningful career and help power and support our communities, we'd love to welcome you to the team.

PSEG is not offering visa sponsorship for this position.

Job Summary

At this time, only current PSEG employees are being considered.

This HR leadership role provides an exciting opportunity to build the talent and organizational development function within our HR team and to have an impact on the growth and continued development of the talent and organizational development strategy for the PSEG Enterprise.

The Senior Manager of Talent & Leadership Development is responsible for designing the systems, processes and capabilities within the organization to drive talent management and organizational development, ensuring the organization has the capability it needs to execute on its long-term strategy & growth plans. This leader will provide governance and oversight to the programs for succession planning, talent assessment, coaching, development planning, team development and competency identification to develop leaders to meet the current and future business needs of the PSEG Enterprise.

This position will work with leaders to identify the best solution for the coaching of high potential talent, inclusive of leveraging internal coaches as well as selecting and monitoring the performance of executive coaches. The ideal candidate will be able to integrate data from performance management and talent reviews to drive insights and better talent decision making. The successful candidate will serve as a thought leader and content expert in the field of talent management, succession, team and leader effectiveness and executive coaching. This position is also responsible for enhancing the organization's effectiveness through organization design and development activities.

Job Responsibilities

Responsible for talent identification & development processes leveraging best practices in approach and delivery
Consult with senior business leaders to understand their leadership and management development needs for input and the appropriate sponsorship, engagement and alignment.
Act as an internal executive coach to senior leaders and key developing leaders and assist in key leadership development plans
Responsible for succession planning, early talent identification, pipelining and working in conjunction with talent acquisition to build or buy critical capabilities the business needs
Develop and enhance the leadership capabilities and cascade these capabilities throughout the organization. Develop the strategy and tactics, and lead the organization toward, the desired state of continuous learning throughout the organization
In partnership with the Learning & Development team, participate in and drive our learning & development strategy and tools, ensuring associates have opportunities to grow their capabilities
Lead and participate in the design of new talent development programs, including programs that develop our talent pipeline
Utilize and maximize current infrastructure and investments, identify and lead the acquisition and deployment of technology related to performance and talent management

Job Specific Qualifications

BS/BA in HR, business, psychology or organization development or related field
Demonstrated track record of success in strategy creation, adoption and then building out the systems and processes to support their execution
7 - 10 years related experience. Human Resources, Organization Development or similar experience with a minimum of 5 years' experience dealing with senior executives
Subject matter expertise in talent development and organizational development and the ability to bring a pragmatic approach, along with critical knowledge and credible relationships, to facilitate adoption and results.
Excellent coaching, communications, program and content development, collaboration, influencing and leadership skills. A strategic, high energy, collaborative leader who has a proven track record of building and implementing effective talent initiatives.
Ability to innovate and challenge current norms to drive change in the organization and work with people of varying backgrounds and organizational levels. Demonstrated ability to translate business strategies into critical talent & workforce requirements.
Ability to improve talent management practices. Strong team player with experience building and sustaining relationships.
Excellent communication, attention to detail, and time management skills. Highly organized with the ability to manage multiple priorities simultaneously. Highly flexible and adaptable to changing environment and shifting priorities.

Desired

Master's degree and previous experience in talent management working in a Fortune 500 company
Certification in one or more leadership assessment tools, such as Birkman, Predictive Index or Korn Ferry

Some positions at PSEG require access to information covered by the Department of Energy's regulation 10 CFR 810 (Part 810). If applicable, the successful applicant must prove they are: (1) a citizen or national of the USA; OR (2) a lawful permanent resident of the United States (Non-Conditional Permanent I-551 / Green Card / Permanent Resident Card holder); OR (3) a citizen, national, or permanent resident of a "Generally Authorized" destination on the attached list not also a citizen, national, permanent resident of any country not listed; OR (4) a "Protected Individual" under the Immigration and Naturalization Act (8 U.S.C 1324b(a)(3)).

As an employee of PSEG, you should be aware that during emergency restoration efforts, you may be required to perform functions outside of your routine duties and on a schedule that may be different from normal operations.
For all roles, PSEG's drug and alcohol testing program includes pre-employment testing, testing for cause, and post-incident/accident testing.
Employees who are hired or transfer into a federally regulated role (including positions covered by USDOT, PHMSA, or NRC regulations) are subject to random drug and alcohol testing, inclusive of marijuana. Although numerous states throughout the country have legalized marijuana/cannabis products recreationally and medically, the use of these products are prohibited for employees in federally regulated roles. Please note that the use of CBD products may result in a positive drug test for THC/Marijuana and such use is not a legitimate medical explanation for a positive result.

If you are a current PSEG Long Island (PSEGLI) employee and offered an opportunity with PSEG or any of its subsidiaries other than PSEGLI, you will be treated as a new hire. Please note that as a new hire to PSEG, your benefits will change and generally will be consistent with other similarly situated PSEG new hires. Similarly, for PSEG employees who accept job opportunities with PSEGLI, your benefits will change and generally be consistent with other similarly situated new hires of PSEGLI.

PSEG is an equal opportunity employer, dedicated to a policy of non-discrimination in employment, including the hiring process, based on any legally protected characteristic. Legally protected characteristics include race, color, religion, national origin, sex, age, marital status, sexual orientation, disability or veteran status or any other characteristic protected by federal, state, or local law in locations where PSEG employs individuals.
PSEG is committed to providing reasonable accommodations to individuals with disabilities. If you have a disability and need assistance applying for a position, please call 973-430-3845 or email accommodations@pseg.com.
If you need to request a reasonable accommodation to perform the essential functions of the job, email accommodations@pseg.com. Any information provided regarding a disability will be kept strictly confidential and will not be shared with anyone involved in making a hiring decision.
ADDITIONAL EEO INFORMATION (Click link below)
Know your Rights: Workplace Discrimination is Illegal

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...