Sr. Talent Consultant

**Overview of the Position**

As the Organizational Effectiveness & Strategic Programs Consultant, you will be an integral part of our expanding global Talent Team. You will design and execute a wide range of engaging and effective solutions that advance a variety of global initiatives including talent enablement, employee engagement/experience, learning and performance skills development and capability enhancement at all management levels.

In this role you will creating measurable value for the organization, that will transform business priorities into employee-centric systems, processes, programs, and experiences that can be delivered at scale in a sustainable way. You will shape the evolution of core frameworks and define processes with a primary focus on talent enablement across all levels. You will contribute to stakeholder engagement, continuous improvement efforts and are responsible for collaborating across businesses and functions to recommend data-driven solutions and drive the adoption of new processes and solutions.

The Org Effectiveness & Strategic Programs Consultant is an individual contributor role.

**What will be my duties and responsibilities in this job?**

Develop enterprise-wide learning, talent enablement and change solutions.
- Support the delivery of strategic enterprise and client initiatives that are medium to high complexity, can be LOB or department specific or span multiple LOB’s and/or geographies.
- Provide learning and change management consultation, needs assessment, recommendations for coaching and talent enablement solutions that are scalable and sustainable.
- Own the development and implementation of several elements of our talent and management capability framework, including coaching and assessment tools strategy and trend/utilization analysis.
- Lead the end-to-end talent enablement, engagement and learning or change deliverables for assigned projects by consulting with internal stakeholders, conducting needs analysis, designing materials/partnering with internal and external stakeholders globally.

Strategic Partnerships & Relationship Management
- Build a deep understanding of the business (where we are, where we are headed, strengths and challenges) and strong business relationships so that we are best positioned to diagnose current and anticipate future needs.
- Co-lead the development and implementation of a Coaching and Assessments strategy, define needs assessment, intake process and engagement tracking that integrates across other Talent Management solutions.
- Partner with internal teams to standardize and improve sourcing and vendor management experience for key stakeholders.
- Manage vendor partnerships, including intake process, management of invoice processes, coordination of coaching and assessment-related relationships.

Project & Program Management
- Lead all aspects of project management for medium to large-scale initiatives with various levels of complexity.
- Proactively keep key stakeholders informed of plans and progress, and people managers informed of what solutions are available.
- Develop detailed project plans, and track deliverables to ensure quality goals and timelines are met.
- Consult the team on progress updates and contribute to the improvement of project management practices within the team.
- Provide coaching and mentorship to consultants to encourage the adoption of department-specific and other best practices.

Solution Design, Development and Implementation
- Own the design and build (or procurement of) and implementation of fit-for-purpose, cost-effective, sustainable solutions, leveraging a digital-first approach when appropriate.
- Assess the efficacy of solutions by defining and tracking how to impact and outcomes will be measured, continuously improving programs and processes to increase value over time.
- Develop plans and a comprehensive approach to support change management and drive the adoption of behaviors needed for each recommendation to have a measurable impact.
- Conduct focus groups, socialize data-backed recommendation and gain input from internal teams to standardize and improve.
- Engage former learnings and insights from feedback delivered to shape/refine content/approach as needed.

Research (internal and external) & Data/Trend Analysis
- Keep up to date on best practices, industry, and digital trends as it relates to manager and professional development and facilitation techniques and work across the Talent Function to ensure we develop high-quality learning programs and solutions.
- Develop the solutions and strategy for solving critical needs within an area of specialty or business.
- Conduct regular research to stay current on existing and emerging talent enablement and employee engagement strategies.
- Design and lead focus groups or interviews to collect information and insight.
- Leverage internal feedback solutions (Peakon) and systems to identify opportunities to take action and make data-backed