Sr. Talent Management Consultant (Finance)
The Senior Consultant of Talent Management reports to the Director of Talent Management and serves as a trusted advisor for listening strategy, employee engagement, performance management, and change initiatives, contributes to success through the design and implementation of programs that facilitate the alignment and integration of people, processes, technology, strategy, and culture. In addition, this role is responsible for developing, delivering, and measuring the effectiveness of Talent Management activities aimed at identifying high-potential talent for growth and succession, as well as fostering and accelerating their development.Bachelor's degree in business administration, human resources, or related field.
5-8 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.
Advanced analytical skills with the ability to interpret data and provide insights to inform decision-making
Proven ability to work independently and manage multiple projects simultaneously
Knowledge of core HR functions and processes
Advanced communication and interpersonal skills to collaborate with senior leaders and cross-functional teams.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.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.
