Talent Advisor – HR Business Partner

The ICF HR Consulting (HRC) function is evolving how it builds and executes talent management strategies that strengthen leadership capability and support a growth-oriented business model. Technology enabled succession planning leadership pipeline development and enterprise-wide talent planning approaches enable our ability to develop and deploy talent intentionally to meet the needs of a growing enterprise. Achieving this future state requires collaborative partnerships and agility coupled with an ability to scale through data AI and consistent ways of working.

This role is designed to bridge strategy and execution ensuring HRCs Talent Management strategy is tightly aligned with ICFs People Strategy and business goals & this role you will have two key areas of responsibility as a member of the HRC function:

• Provide day-to-day leadership support to Operating Group executives and their organizations people initiatives. You are the HR Consulting entry-point for the executive leadership team and will work with HR colleagues such as HRBPs People Relations and within the other HR functions to tackle HR matters & initiatives.
• Support the development of and implement enterprise-level strategic talent initiatives that enable ICF to scale operate more efficiently and deliver repeatable impact.

This position will report into the Vice President HR Consulting and plays a critical role enabling ICF to:

• Translate ICFs People Strategy & Talent Management Strategy into coordinated actionable talent initiatives.
• Operationalize organizational design-oriented solutions to drive an efficient programmatic approach to shaping roles teams and organizational structures of the future.
• Embed data analytics and AI into how talent decisions are made and track & evaluate programmatic progress.

• Partner on succession planning to build a strong bench for key roles and a leadership pipeline.
• Drive HR strategies to develop and retain top talent.
• Leverage technology and data analytics to optimize HR processes and enhance decision-making.
• Collaborate cross-functionally to create a culture of continuous improvement and innovation.

Key Responsibilities

• Serve as the dedicated partner and in an executive coaching capacity to internal business leaders - working closely together to achieve talent-related objectives evolve organizational design and increase employee engagement.
• Partner with Talent Acquisition Partners and hiring managers to understand staffing needs and provide input on hiring requirements and identify internal candidates for leadership roles.
• Help build and execute talent management strategies to strengthen leadership capability and support a focused growth-oriented business model through initiatives focused on succession planning leadership pipeline development and workforce design & planning all rooted in technology to scale for growth.
• Support the build and maintenance of succession plans identifying development needs for key roles and future leaders. Support the development of and track development initiatives and effectiveness using data to continuously refine programs and development efforts.
• Utilize HRCs talent management technology and data analytics tools & processes to provide insights into people metrics and trends enabling informed decision-making. Advance the use of data analytics and AI to improve decision-making increase leverage and modernize Talent Management processes. Translate workforce insights into actionable recommendations while using digital tools to enhance efficiency enable self-service and support a human AI operating model.
• Determine how to integrate AI automation and enabling technologies into talent practices - evaluate pilot and scale AI-enabled talent management solutions that improve decision-making program effectiveness and operational efficiency.
• Collaborate on talent development efforts across the enterprise and often with HRBPs People Relations Compensation Executive Recruiting Organization Effectiveness and Legal teams.

Basic Requirements:

• Bachelors degree in Human Resources Organizational Development Business Industrial/Organizational Psychology or related field.
• 8 years of progressive HR Talent Management Organizational Development Leadership Development or HR Business Partner experience.
• 3 years partnering directly with senior leaders (Director VP or equivalent).

What You Will BringWithYou:

• Experience facilitating talent reviews and succession planning processes.
• Experience using workforce analytics and talent data to drive decision-making.
• Experience leading enterprise-wide talent initiatives across multiple business groups.
• Strong business acumen and knowledge of the Federal workspace.
• Exemplary relationship builder solutions oriented and natural ability to drive business outcomes.

What We Would Like YouToBringWithYou:

• Masters degree in HR Organizational Psychology Business Administration Leadership or related discipline.
• SHRM-SCP SPHR or comparable certification.
• 10 years of Human Resources experience.
• Experience within professional services consulting technology federal contracting or matrixed global organizations.
• Experience with HR technology platforms supporting talent management and succession planning.
• Experience supporting organizational design and change management initiatives.

Professional Skills:

• Strong change management capability including building compelling investment cases shaping change plans managing impacts and driving adoption.
• Experience applying AI and digital tools within HR using insights technology and emerging trends to improve scalability.
• Demonstrated success working cross-functionally throughout complex organizations to align HR strategies with business objectives.
• Ability to lead through ambiguity shape recommendations influence stakeholders drive consensus make sound judgements and adapt style & approach to maintain strong relationships at all levels.
• Possess a continuous improvement mindset.
• Comfortable leading in a dynamic & evolving environment.

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Working at ICF

Pay Range - There are multiple factors that are considered in determining final pay for a position including but not limited to relevant work experience skills certifications and competencies that align to the specified role geographic location education and certifications as well as contract provisions regarding labor categories that are specific to the position.

The pay range for this position based on full-time employment is: