HR Talent Consultant

Who is Saint Louis University? Founded in 1818, Saint Louis University is one of the nation’s oldest and most prestigious Catholic universities. SLU, which also has a campus in Madrid, Spain, is recognized for world-class academics, life-changing research, compassionate health care, and a strong commitment to faith and service.

All About You

JOB SUMMARY

The Talent Consultant is responsible for driving initiatives that attract, develop, engage, retain, and inspire high performing individuals and teams. This position lends both strategic partnership in defining challenges while building and executing action plans with measurable outcomes to advance strategic and business priorities.  This position will hold a seat at the table with Senior Level leadership to impact large scale initiatives while maintaining excellent relations with managers, colleagues, candidates, and the community at-large to advance the St. Louis University brand and serve as a trusted partner.  The Talent Consultant will work closely with leadership of the divisions it supports as well as Human Resources leadership to marshal necessary resources forward in accomplishing goals.  This position will have a balance of roll-up-the-sleeves work while leveraging internal department and HR resources to drive initiatives.

PRIMARY JOB RESPONSIBILITIES

• Consult and partner with management to identify workforce planning strategies, recruitment needs and search assignments.  Engage with appropriate business unit and HR points of contact to quarterback successful workforce planning campaigns.

• Identify and support engagement and enablement initiatives aligned with department priorities and positive employee outcomes. 

• Identify the distinction between, and the creation of career enrichment vs. career advancement development opportunities.  Partner with SLU Leadership & Development to assist in planning efforts. Identify and drive successful full employee lifecycle initiatives that engage and inspire individuals and teams.  Drive initiatives aimed at growing professional talent and increasing cross department collaboration.

• Work closely with senior department leaders and employees to improve work relationships, build morale, and increase productivity and job satisfaction.  Work closely with department administration leadership (Chief of Staffs, Business Managers, Business Directors) to support their vision through leveraging HR COE teams and best practices.

• Drive alignment on appropriate Total Rewards strategies aimed at attracting, motivating, and retaining key talent.

• Performs other duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES

• Baseline experience with organizational design, workforce planning, leadership development and employee engagement.

• Experience working collaboratively with internal cross-functional teams to develop strategies that meet business goals & experience in project planning, resource planning and scheduling.

• Good business acumen: Ability to learn and understand business landscapes and translate that knowledge to applicable actions driving department priorities.

• Change management skills: Ability to add value through change management; help pivot the culture and improve overall effectiveness of the business and teams.  Good pulse on when to lead vs. where to leverage experts for help.

• Resiliency: A successful candidate must be resilient in building relationships with the business executives, exerting pressure when pressure may be needed, but also choosing their priorities carefully

• Problem solving and critical thinking: Candidates should approach problem-solving from an evidence-based perspective, using sound reasoning and recognizing how emotion affects decisions and implementation.  This position is the first line of influence when presenting solutions and will leverage other HR Leadership when issues are stuck or need further influence.

• Strong analytical skills and the ability to think and operate strategically.

• Demonstrated customer service skills.

• Strong interpersonal/human relation skills.

• Effective written, verbal and demonstrated presentation skills.

MINIMUM QUALIFICATIONS

• Bachelor’s degree in human resources or business-related field – Master’s degree preferred.

• 5-7+ years of progressive HR experience and responsibility.

• Demonstrated ability to drive major initiatives and influence decision makers at all levels. Ability to be proactive, to anticipate and provide alternatives and options to the business. Ability to diagnose and successfully handle organizational development issues.  Abi