Talent Management and Employee Engagement Consultant - On Site

Overview

The Talent Management & Employee Engagement Consultant position acts as the Presbyterian Healthcare System (PHS) system expert on all aspects of Talent Management, Performance Management and Employee Engagement. This position supports the successful performance, talent review and succession planning of PHS team members/leaders.

In this role you will:

• Engage in strategic Employee Engagement strategic response and planning.
• Serve as a subject matter expert and lead administrator in the implementation of performance management reviews and talent reviews for succession planning.
• Implement expedited performance management pathways.
• Align work with the goal setting efforts of the organization and the cascade of goals to front-line team members.

Qualifications

• Bachelors degree in Human Resources, Organizational Development, Business Administration or at least 6 years of proven experience in talent management, HR Consulting or a related field in lieu of degree.
• Ability to exhibit an understanding of healthcare business and care experience.
• Knowledge of human resources practices, laws and regulations preferred.
• Ability to problem solve and build improvement plans.
• Ability to act as the front-line change leadership agent to enable and deliver sustainable succession planning and performance management efforts.
• Working knowledge of succession management and performance management skills, including the ability to align with organization goals.
• Ability to multi-task and work collaboratively with all levels of leadership.
• Strong interpersonal and communication skills, analytical thinking, strategic planning, and problem-solving abilities.
• Detail oriented
• Strong organizational and presentation skills.
• Certifications: Professional HR certifications such as SHRM-CP, SHRM-SCP, or PHR are advantageous.
• Technical Proficiency: Familiarity with HR software and tools, data analysis platforms, and talent management systems and Microsoft Office.
• This job is intended to be conducted in the state of New Mexico. 

Responsibilities

• Develops and responsible for administration of best practice evidence-based processes and tools that define and validate performance and succession planning standards, policies, and processes based on talent management/career enhancement strategies.
• Aligns leader and team member competencies to performance review, talent review and succession management/planning.
• Develops and implements expedited performance improvement processes for the PHS workforce.
• Works collaboratively with compensation team to align pay for performance efforts with established HR processes.
• Integrates performance management and talent review/succession management methodologies with the priorities and practices of HR Centers of Excellence (COE), including Talent Acquisition, Benefits, HR Business Partners and Learning.
• Administers and implements the Talent Review process annually with the HR Business Partners.
• Proactively consults and engages with PHS leaders on the development and implementation of system-wide Performance and Succession Management programs, including methodologies and operational processes, policies, metrics and tools. Provides subject matter expertise and change leadership support that helps ensure programs are integrated with other organizational and HR priorities/programs.
• Works with PHS leadership to collaboratively embed system-level Performance Management methodologies into regular leader conversations with their direct reports.
• Serves as point person to establish succession planning efforts at all employees levels in the organization. Facilitates, administers, monitors and reports on Performance and Succession Management efforts.
• Partners with Executive Recruiting to broker internal talent using data from the Talent Review.
• Facilitates talent review/succession management conversations with PHS leaders; utilizes data from these conversations to build succession management and performance management plans.
• Utilizes program and organizational data/measurements to define and demonstrate progress, ROI and impacts; ensures leader and critical job bench strength throughout PHS.
• Consults on and implements as necessary performance and succession management technologies and vendor relationships, which includes integration into the PHS enterprise resource planning system/processes.
• Measures the development and administration of Performance and Succession Management budgets in relation to vendor and tool expenditures.
• Ensure all talent management practices are in accordance with legal and regu