Senior Talent and Performance Management Consultant

Job Duties

• Strengthen the leadership pipeline through high-quality talent reviews and targeted development strategies aligned to business priorities and future workforce needs.
• Lead and direct the succession planning strategy, ensuring critical roles are clearly defined and a strong pipeline of successors is in place.
• Provide strategic consultation to senior leaders regarding succession risks, talent implications, and leadership continuity strategies.
• Drive the design, implementation, and continuous improvement of the enterprise performance management framework including goal setting, continuous feedback, and performance calibration.
• Advance the integration of talent practices across performance management, succession planning, leadership development, and internal mobility to drive more effective talent outcomes.
• Manage executive leadership development programs, leveraging data and participant outcomes to continuously improve impact on leadership capability.
• Identify systemic gaps and lead transformation efforts to modernize talent practices and improve leadership bench strength and workforce readiness.
• Translate complex talent, workforce, and human capital data into actionable recommendations for executive stakeholders and business leaders.
• Lead enterprise adoption of talent practices through effective change management and clear communication, ensuring consistent application and long-term sustainability.
• Evaluate external trends, industry benchmarks, and emerging talent practices to recommend innovative approaches that enhance employee growth, career advancement, and talent engagement.
• Lead cross-functional initiatives that advance a skills-based talent strategy and promote greater alignment between employee strengths and business needs.

Minimum Qualifications

• Bachelor’s Degree in Organizational Development, Organizational Psychology, Human Resources Development, or a related field;
• 10 years of progressive experience in Talent Management, Organizational Development, or Human Resources within a large, complex organization;
• Strong analytical thinker with the ability to communicate ideas clearly and effectively;
• Highly collaborative and self-driven, with a natural ability to engage and motivate others;
• Brings structure and focus through strong organizational and time management skills, with close attention to detail;
• Experienced in leading projects end-to-end, prioritizing competing demands, navigating conflict, and executing against established goals;
• Build strong partnerships and work collaboratively to achieve shared goals;
• Focuses on improving how work gets done by identifying practical, better ways to drive results;
• Approaches challenges with a broad perspective, considering both immediate needs and longer-term impact;
• Develops trusted relationships with clients and stakeholders and delivers solutions tailored to their needs;
• Ability to look ahead to anticipate future opportunities and turn them into clear, actionable strategies;
• Experienced in designing, leading, or modernizing enterprise performance management systems, including goal setting frameworks, feedback models, and calibration processes;
• Proven track record building and evolving enterprise talent strategies, including talent reviews, succession planning, talent development, and performance calibrations;
• Experience building and integrating competency frameworks and career architectures into scalable talent management processes;
• Experienced in operationalizing talent strategies at scale across multiple business units, ensuring consistency while enabling business-specific needs;
• Experience using data and analytics to inform talent decisions, measure impact, and continuously improve programs;
• Strong communication, facilitation, and presentation skills, with the ability to influence and advise senior leaders;
• Strong analytical, problem solving, and critical thinking skills with the ability to translate talent data into clear, actionable insights;
• Demonstrated ability to build strong build trusted partnerships with executives and key stakeholders;
• Proven capacity to lead through ambiguity, manage competing priorities, and drive progress in fast-paced, evolving environments;
• Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook), including advanced PowerPoint skills for executive-level presentations, storytelling, and data visualization.

Preferred Qualifications

• Master’s Degree;
• Experience with HRIS platforms; Workday experience strongly preferred;
• PHR - Professional in Human Resources - HR Certification Institute or SCP - Senior Certified Professional - Society for Human Resource Management.