Talent Management Senior Consultant

Job Summary

The Talent Management Senior Consultant is responsible for collaborating with the Talent Leader, HR Business Partners, and key stakeholders to develop and implement practices, tools, solutions, and frameworks that enable Talent Management and overarching Talent strategies. The role balances the value of developing standardized processes with the need for business unit customization, ultimately ensuring the ability to develop and retain the talent needed to meet business objectives. The role designs and develops strategic talent management practices, aligned to organization's Talent Principles, that help build key organizational capability and ensure a pipeline of ready-now talent. The role also leverages networks, memberships, and professional associations to understand prevailing talent trends in the marketplace and identify new and evolving Talent Management practices that enable the Company to develop and retain the best talent.

Job Responsibilities

• Collaborates with the Talent Leader, HR Business Partners, and key stakeholders to develop and implement practices, tools, solutions, and frameworks that enable Talent Management and overarching Talent strategies.

• Balances the value of developing standardized processes with the need for business unit customization, ultimately ensuring the ability to develop and retain the talent needed to meet business objectives.

• Designs and develops strategic talent management practices, aligned to Company's Talent Principles, that help build key organizational capability and ensure a pipeline of ready-now talent, including performance management, talent review, succession, talent mobility, and competency management.

• Monitors effectiveness and leverages HR Business Partner feedback and the Employee Listening Journey capability to continuously improve and advance practices.

• Ensures that processes, partnerships, and tools increase Company's ability to develop and retain diverse talent.

• Implements tactics to mitigate bias in key talent management practices (e.g., performance management, development, Talent Review, etc.) and measurements to demonstrate progress and desired outcomes.

• Provides subject matter expertise to key stakeholders (e.g., HR Business Partners, leaders, etc.) to ensure the design and delivery of efficient, effective, and value-added talent management practices.

• Ensures alignment of Talent Acquisition, Talent Management, Learning and Development, and Change Management practices and solutions and identifies opportunities for integration and connectivity across the talent lifecycle.

• Manages the infrastructure and supports the execution of differentiated investments for high-potential talent (e.g., Leadership Development Assessment Center, Executive Coaching, 360's, Mentor/Sponsorship Programs, programs requiring nomination, etc.)

• Integrates Company's Employer Value Proposition (EVP) and associated messaging through Talent Management solutions, tools, and frameworks to reinforce the organization's commitment to personal growth and development, ensuring a positive employee experience that reflects Company's values and culture.

Job Qualifications

• 8+ years of experience in Talent Management or a related field.

• Bachelor's degree in Business, Human Resources, or a related field and/or commensurate experience. Master's degree in HR, Talent Management, Organizational Development, or a related field is preferred.

Licenses and Certifications:

• Senior Professional in Human Resources (SPHR) (Preferred)

• Certified Talent Management Practitioner (CTMP) (Preferred)

Behavioral Competencies

• Collaborates
• Customer focus
• Communicates effectively
• Decision quality
• Nimble learning
• Senior Professional in Human Resources (SPHR)
• Certified Talent Management Practitioner (CTMP)

Technical Skills

• Training Programs Implementation
• Organizational Design
• Organizational Skills
• Workforce Assessment
• Full Life Cycle Recruiting Process
• HR Programs & Policies
• Capability Assessment
• HR Staffing Strategy
• Talent Planning
• Workforce Development

This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.