Talent Management Consultant

Education:

• Bachelors degree in business human resources organizational development psychology or organization behavior or related field lieu of Bachelors degree 5 years of experience in a related field will be accepted.

Masters degree in education organization development communication healthcare administration human development human resources organization psychology or related field preferred.

Experience:

• Minimum of five years of experience in talent management organization development or workforce development with proven consultative and diagnostic skills.

High adaptability with a passion for change management cultural and leadership development within a fast-paced environment.

Other Knowledge/Skills/Abilities:

• Change Leadership: Ability to energize stakeholders and sustain their commitment to changes in approaches processes and strategies.
• Collaboration: Ability to work cooperatively and inclusively with other individuals and/or teams not formally lead; working together as opposed to working separately or competitively.
• High Impact Relationships: A high-performance culture is built on the foundation of solid relationships with each other. Trusting and being trustworthy actively listening and fostering mutually respectful working relationships are key drivers of positive colleague patient and physician experience
• Impact and Influence: Ability to persuade convince influence or impress others in order to get them to go along with or to support ones opinion or position; able to understand others interests and motivations in order to have a specific impact effect or impression on them and/or convince them to take a specific course of action.
• Intellectual Curiosity: Underlying curiosity and desire to know more about things people and issues including the desire for knowledge and staying current with health organizational industry and professional trends and developments. It includes pressing for more precise information; resolving discrepancies by asking a series of questions; and scanning for potential opportunities or information that may be of future use as well as staying current and seeking best practices for adoption.
• Initiative: Ability to identify a problem obstacle or opportunity and then take action in light of identification to address current or future problems or opportunities. Initiative emphasizes proactively doing things and no simply thinking about future actions.
• Interpersonal Understanding: Ability to accurately hear and understand the unspoken or partly expressed thoughts feeling and concerns of others especially those who may represent diverse background and very different worldviews.

Talent Development: Ability to build the breadth and depth of the organizations human capability and professionalism including supporting top performing people and taking a personal interest in coaching and mentoring high-potential leaders.

1. Serves as an internal consultant to business leaders and human resources team focusing on improving the capability of the organization at the group and individual level through aligning strategy talent management leadership development culture and performance management processes that support the organizations mission vision strategies and business outcomes.

1. Utilizes various assessment tools to evaluate leadership capabilities identify gaps and development opportunities design and deliver effective and engaging leadership development sessions workshops and coaching interventions focused on leadership competencies.

1. Serves as Subject Matter Expert and facilitator of educational offerings to foster development of leadership capabilities to meet current and future workforce demands. Ensure programs offered are innovative experiential and will further develop the workforce to equip them with the knowledge skills and abilities needed to position them for success.
2. Works closely with business leaders and human resources partners to evaluate and support the talent management needs of the business and create custom interventions aligned with resources/tools that have been developed to increase leader and team effectiveness.

1. Works collaboratively with human resources partners to identify develop design and implement innovative strategies that impact overall colleague engagement and retention including career development performance improvement leadership development and team cohesion.

1. Measure effectiveness of programs by conducting appropriate post implementation evaluations. Analyze and report on key performance indicators and metrics to provide meaningful reports to understand the return on investment utilization improvement impact and opportunities within the organization following completion of talent management programs interventions and initiatives. Researches and documents the effectiveness of efforts and implements changes to continually improve outcomes and services offered.

1. Develops and maintains an external network of resources to stay current with leadership trends best practices and emerging technologies in Talent Management to create best in class solutions.

1. Manages large amounts of sensitive confidential information concerning personnel financial strategic and business information contained in minutes letters and other documents as well as through meetings discussions and interventions. Maintains strict confidentiality concerning all correspondence and job-related activities.

1. Serves as resource person on committees task forces meetings and activities to assist the hospital and system achieve strategic objectives.

1. Develops annual individual goals consistent with Memorial Healths Strategic Plan and Goals and monitors the status of goal achievement utilizing 30 day action plans.

1. Maintains professional affiliations as appropriate. Enhances professional growth and development through participation in education programs current literature in-service meetings/ seminars and workshops.

1. Performs other related work as required or requested.