Talent Engagement Consultant

Job Summary

Working closely with Talent Engagement leadership, the Talent Engagement Consultant is responsible for activating talent initiatives through program implementation and project management. This includes ensuring initiative advancement with our Centers of Excellence and HR Ops to deliver integrated HR solutions and a consistent customer experience. The Consultant also provides guidance and coaching to leaders to improve management effectiveness, reinforce culture and improve engagement.

In addition, the incumbent shepherds leaders through annual HR cycles such as talent reviews and performance alignment and provides the Talent Engagement team and leadership updates on business unit progress, themes and insights. This role supports Jefferson Hospital and Canonsburg Hospital and is hybrid 3 days a week onsite depending on business needs.

• HR Project Management & Service Value Delivery
  • Ensures delivery of integrated HR solutions and consistent customer experience by providing support to ensure initiative advancement with our Centers of Excellence and HR Ops.
  • Partners with the Talent Engagement team to activate initiatives related to Highmark's Human Capital Strategy.
  • Organizes, plans, and maintains projects in support of the Talent Engagement team as assigned.
  • Considers and cares for the execution of larger scale talent moves and restructuring.
• HR Consulting & Partnership
  • Collaborates and coordinates with Talent Engagement team to understand business challenges, execute on talent solutions and follow up with business leadership.
  • Provides coaching to leaders to improve management effectiveness, reinforce culture and improve engagement.
  • Provides guidance and consultation on HR-related matters.
  • Reinforce and encourage broad adoption of self-service offerings.
• Talent Management
  • Shepherds leaders through annual HR cycles such as talent reviews and performance alignment.
  • Ensures seamless decision making, effective communications and execution of reductions-in-force.
  • Provides Talent Engagement team and leadership updates on business unit progress, themes and insights related to annual cycles, including talent/succession planning performance and engagement.
• Compensation Support
  • Advise leaders on compensation decisions, including salary reviews, promotions, and bonus and retention programs, ensuring alignment with compensation philosophy and market competitiveness.
  • Collaborate with Compensation and Talent Engagement team on program implementation and individual case review.
• Product Design
  • Share best practices, lessons learned and identify improvement opportunities for future state interactions and implementations.
  • Evaluate and make recommendations for improvement to HR practices with a product focus.
• Data Analysis & Reporting
  • Utilize HR data and metrics to identify trends, diagnose potential issues, and inform strategic decisions to the Talent Engagement team and assigned business units.
  • Proactively prepare reports and presentations on HR data as needed.
  • Other duties as assigned or requested.

• Required: Bachelor's Degree in Human Resources or Business related field, or relevant education or experience as determined by the company in lieu of a degree.
• Preferred: Master’s Degree in Human Resources or Business related field.

• Required: 5 years of progressive experience in Human Resources, with a strong emphasis on HR Business Partner or HR Generalist roles. Hospital experience required for AHN roles.
• Preferred: None.

• Business Acumen
• Strategic Thinking
• Leadership Development Expertise
• Talent Management Expertise
• Executive Coaching Expertise
• Learning and Development Expertise
• Consulting Skills
• Executive Stakeholder Management & Influence
• Technology Acumen
• Data Analytics
• Product Design & Management
• Team Leadership
• Communication & Interpersonal Skills Change Management
• High EQ
• Excellent Problem-Solving Skills

• 0% - 25%

Highmark Health and its affiliates prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on any category protected by applicable federal, state, or local law. Employees must comply with HIPAA and other privacy laws, and the company’s Code of Business Conduct.