Consultant- Senior Talent Management

Qualifications

• Minimum Required: Bachelor's degree in business administration, human resources, or related field.
• License & Certification: None.
• Minimum Required: 5 years of progressively responsible experience in talent management, succession planning, employee engagement, retention strategies, leadership development, preferably experience in large organizations; healthcare or university environment.

Responsibilities

• Performance Management: Supports and collaborates on enhancements and implementation of user-friendly performance evaluation and goal setting processes. Leads adoption of performance calibration processes across the institution to ensure a pay-for-performance system and culture. Maintains up-to-date knowledge of best practices in talent planning, succession management, career pathing and performance management in the industry. Leads talent functions such as talent planning, succession, employee development, career pathing, and performance management. Partners with key stakeholders to build and communicate career paths to foster growth and development, engagement, and retention.
• Culture and Change Management: In conjunction with leaders, develops and implements an action plan to drive organizational business results, focused on a high-performance culture, to include workforce planning and development, diversity and inclusion, engagement, leadership development, continuity and talent review, retention, change management, and culture. Partners with HR team to influence organizational effectiveness through initiatives related to succession planning, talent assessment, talent development and enhancing management capabilities.
• Talent Function: Develops target interventions (e.g. build vs. buy) to ensure the organization or targeted business unit(s) has the right people at the right time to fulfill business mandates. Partners with key stakeholders to provide insights into internal talent supply and demand, influencing long-term workforce planning, development, and business decisions. Collaborates with business partners and HR teams to evaluate a range of workforce information that inform future demand projections for people and skills; align workforce plans with talent management, development, and retention initiatives. Forecasts future talent needs informed by business goals, market trends, and industry dynamics; identify skill gaps and develop strategies to address them such as reskilling or upskilling current talent.
• Employee Engagement: Works efficiently with internal and external partners to collect and analyze employee engagement feedback regarding workplace satisfaction, safety, communication, and other strategic initiatives. Collaborates with key stakeholders such as HR Teams, Patient Safety, Employee Safety, and Performance Improvement to prepare for rollout of survey and supports key stakeholders through results sharing, interpretation, and action planning.
• Data Analytics: Measures and reports the impact of talent interventions using evaluation, metrics, focus groups and performance results. Leverages data and metrics-based organizational assessments to determine needs and priorities for talent initiatives, especially related to accelerating leadership, professional development, and succession planning.