Senior Talent Development Consultant

Responsibilities

• Partner with leaders and Human Resources Business Partners to conduct intake, clarify desired outcomes, define success measures, and establish scope, roles, and decision points.
• Conduct stakeholder interviews and listening sessions to diagnose root causes and synthesize insights into clear problem statements.
• Design and facilitate high-impact leader and team effectiveness sessions that surface issues, drive commitments, and establish durable working agreements.
• Audit change environments to identify impacts, risks, stakeholder needs, and readiness.
• Recommend and design interventions beyond training when appropriate to support adoption, reinforce leader effectiveness, and sustain change.
• Coach and equip leaders and managers to strengthen leadership capabilities through practical tools and performance support used in the flow of work.
• Create leader-ready recommendations grounded in data, including tradeoffs, risks, target audiences, success measures, and implementation approaches.
• Define outcome measures and checkpoints; track adoption and impact using qualitative and quantitative data.
• Adjust interventions based on feedback and results to sustain behavior change and performance improvement.
• Embed approved artificial intelligence tools, such as Microsoft Copilot, responsibly within learning and development delivery to accelerate research, synthesis, and scalable performance support.

Qualifications

• Bachelor’s degree in related field or equivalent experience.
• Five years of experience in talent development, organizational development, internal consulting, or related roles.
• Experience leading team effectiveness engagements and facilitating senior leader teams.
• Experience in change leadership and change enablement, including readiness, stakeholder management, communication, and reinforcement.
• Strong consulting skills including discovery, diagnosis, facilitation, synthesis, and recommendation design.
• Executive presence with the ability to build credibility and influence across all organizational levels.
• Ability to operate effectively in ambiguous environments and prioritize across competing needs.

Preferred Qualifications

• Bachelor’s degree in business, organizational development, human resources, or related field.
• Experience supporting large, matrixed organizations or financial services environments.
• Formal training or certification in team effectiveness, change management, or facilitation.
• Certification and experience using Hogan Assessments and Myers-Briggs Type Indicator to generate actionable insights.
• Experience designing performance support tools and leader toolkits to drive adoption and sustained behavior change.