• Define and execute our data‑driven People & Culture strategy "Top Performer" across multiple locations. • Act as a strategic partner to leaders and a hands‑on HR leader who uses people data and insights to guide decisions. • Improve performance, engagement and retention through people analytics and KPIs. • Translate business needs and HR trends into long-term, insight-led people plans and OKRs. • Drive high-performance culture, employer branding and change initiatives. • Oversee People Operations, labor relations, employee experience, talent development. • Ensure compliant and lean HR processes. • Act as a trusted advisor and coach to managers.

RELOCATION ASSISTANCE: No relocation assistance available CLEARANCE REQUIRED FOR START: No CLEARANCE TYPE: None TRAVEL: NoDescription At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work — and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. Join a high-impact leadership development team focused on building enterprise leadership capability. The Talent Assessment & Coaching Coordinator plays a critical role in enabling the execution of leadership assessments and coaching programs that support leader growth, readiness and performance. This role is responsible for coordinating end-to-end assessment and coaching operations, ensuring a seamless experience for participants while maintaining strong data integrity and operational efficiency. The coordinator partners closely with the Coaching & Assessment Manager, OPEX Lead, Leadership Programs team and stakeholders to ensure assessment processes are efficient, scalable, and aligned with leadership development priorities. This position can be performed as a virtual telecommuter. Key Responsibilities Assessment Coordination & Administration - Coordinate end-to-end logistics for leadership assessments (e.g., 360 feedback, leadership diagnostics, potential assessments). - Manage assessment scheduling, participant communications, and follow-ups. - Ensure accurate setup and completion of assessments across platforms and vendors. Data Management & Reporting - Track assessment participation, completion rates, and timelines. - Maintain accurate assessment records and ensure data integrity. - Support reporting needs by compiling data for dashboards, and program deliveries. Coaching & Development Support - Coordinate logistics for coaching engagements, including scheduling and participant tracking. - Support the connection between assessment results and coaching or development activities. - Maintain tracking of coaching engagements and participant progress. Stakeholder Support - Serve as a key point of contact for participants, HR partners, and program teams regarding assessment logistics. - Provide clear and timely communication to ensure a smooth participant experience. - Partner with leadership programs to align assessments with program timelines. Continuous Improvement - Identify opportunities to streamline assessment and coaching processes. - Support enhancements to tools, templates, and workflows to improve efficiency and scalability. Basic Qualifications - Bachelor’s degree in HR, Business, Psychology, or related field - At least 5 years of experience in HR, talent development, L&D, or program coordination - Experience managing logistics, data tracking, or program coordination Preferred Qualifications - Experience with leadership assessments or coaching programs - Familiarity with assessment platforms (e.g., Korn Ferry, Hogan, 360 tools) - Experience supporting reporting or analytics Skills & Capabilities - Strong organizational and project coordination skills - Attention to detail and data accuracy - Ability to manage multiple priorities simultaneously - Strong communication and stakeholder support skills - Comfort working with systems, tools, and reporting Impact of the Role This role ensures the smooth execution of leadership assessments and coaching operations, enabling leaders to receive timely insights and development support that strengthen leadership capability and accelerate readiness. Primary Level Salary Range: $85,600.00 - $128,400.00 The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results. Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business. The application period for the job is estimated to be 20 days from the job posting date. However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO. U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.

• Support and progressively take ownership of the weekly corporate new hire onboarding program • Assist in the design, development, and delivery of training programs aligned with Asset Living’s goals and objectives • Coordinate logistics for training sessions, including scheduling, location, and materials preparation • Gather participant feedback and recommend improvements to continuously enhance programs • Build relationships across the organization to support a positive employee experience and measurable business impact • Collect and analyze data to evaluate the effectiveness of training on employee performance and organizational outcomes • Learn and develop proficiency in People & Culture technology platforms such as Greenhouse Onboarding, ChartHop, and Asset Engage • Support mid-year and year-end performance review process in its entirety • Research and recommend creative strategies to strengthen culture and employee engagement • Collaborate with leaders to identify development and engagement opportunities across the organization • Partner cross-functionally on projects and initiatives that streamline processes and elevate the People & Culture function • Stay current on trends, tools, and best practices in people operations

• Collaborates with business leaders to identify business priorities and leverage strategic people planning to build consistency across the organization. • Ensures alignment of the people plan, people programs and tools with business strategic goals, and advises on the development and implementation of the holistic people plan for the assigned groups. • Collaborates with business leaders to interpret the business needs and people priorities. • Identifies and predicts current and future talent needs and influences the design and implementation of strategic talent management solutions in alignment with organizational strategy, data, and budgets. • Identifies the need for change and leads the implementation and adoption to new or changing structures (leadership or organizational), cultural change, or programs/processes (e.g., training, talent movement) for an organization. • Designs and manages the implementation of interventions to improve leadership and team performance and capability. • Works collaboratively with Employee Relations and Senior Leaders to provide P&C policy guidance and interpretation as needed. • Partners with P&C centers of expertise including Talent Acquisition, Learning and Development, Compensation and HRIS to effectively implement and monitor people programming throughout Pathward.