HR Strategy Design Consultant V, Talent Management

This position is part of the Talent Acquisition organization and serves as a strategic consultant responsible for developing and executing initiatives across recruitment social media, creative asset management, hiring events, and other talent attraction and engagement programs.

In addition to the responsibilities listed below, this position is responsible for implementing enterprise-wide talent management solutions, including strategic planning models, tools, methodologies, and resources related to one or more talent management disciplines (e.g., talent planning, organizational effectiveness/development, leadership development, and organizational change management); collaborating with internal and external stakeholders; ensuring alignment with other KP organizational strategies; and participating in cross-disciplinary solutions teams to address functional, regional, or organization-wide talent management issues.

This position also collaborates with teams throughout KP to influence the development and execution of functional KP-wide policies and long-term goals. Additionally, this position is responsible for maintaining a thorough understanding of current talent management policies and trends, including advanced knowledge of systematic and emergent issues; developing strategies and solutions; serving as a subject matter expert to internal and external stakeholders;

providing support to KP National leadership on talent management matters; and participating in an enterprise-wide community of practice to design and embed consistent, strategic solutions across regions and national functions.

• Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses;
  
  and adapting to and learning from change, difficulties, and feedback.
• Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate;
  
  monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others.
• Implements the strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; engaging with HR and business stakeholders to provide insight, input, and influence on current and future HR and business needs; managing simple or portions of complex projects/programs including assisting with design and developing project plans;
  
  polling data and conducting complex analysis; creating and facilitating presentations to HR and business leadership; and maintaining performance against SLAs and other key performance indicators.
• Designs, develops, and executes HR practices, programs, and initiatives by developing and implementing tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across assigned HR functions, project teams, and business partners; identifying and raising gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives;
  
  and recommending modification to design and implementation strategies as appropriate.

• Minimum six (6) years experience in managing talent management processes (e.g. talent acquisition, performance evaluations, organizational development, succession planning, etc.)
• Minimum three (3) years experience in a leadership role with or without direct reports.
• Bachelors degree in Human Resources, Business, Social Science,…