Senior Talent and Performance Management Consultant - Jefferson Enterprise

Number of Positions In Requisition

2

Under the direction of the AVP of Talent and Performance Management, the Sr. Talent and Performance Management Consultant serves as a strategic partner and subject matter expert responsible for shaping enterprise talent and performance strategies that strengthen leadership pipelines, accelerate talent readiness, and support data-driven talent decisions across the organization. In partnership with senior leaders, HR Business Partners, and other key stakeholders, this role advises executives on talent implications, succession risks, leadership capability, and performance outcomes while leading enterprise initiatives that strengthen talent pools and accelerate workforce continuity.

Under the direction of the AVP of Talent and Performance Management, the Sr. Talent and Performance Management Consultant serves as a strategic partner and subject matter expert responsible for shaping enterprise talent and performance strategies that strengthen leadership pipelines, accelerate talent readiness, and support data-driven talent decisions across the organization. In partnership with senior leaders, HR Business Partners, and other key stakeholders, this role advises executives on talent implications, succession risks, leadership capability, and performance outcomes while leading enterprise initiatives that strengthen talent pools and accelerate workforce continuity.

• Strengthen the leadership pipeline through high-quality talent reviews and targeted development strategies aligned to business priorities and future workforce needs.
• Lead and direct the succession planning strategy, ensuring critical roles are clearly defined and a strong pipeline of successors is in place.
• Provide strategic consultation to senior leaders regarding succession risks, talent implications, and leadership continuity strategies.
• Drive the design, implementation, and continuous improvement of the enterprise performance management framework including goal setting, continuous feedback, and performance calibration.
• Advance the integration of talent practices across performance management, succession planning, leadership development, and internal mobility to drive more effective talent outcomes.
• Manage executive leadership development programs, leveraging data and participant outcomes to continuously improve impact on leadership capability.
• Identify systemic gaps and lead transformation efforts to modernize talent practices and improve leadership bench strength and workforce readiness.
• Translate complex talent, workforce, and human capital data into actionable recommendations for executive stakeholders and business leaders.
• Lead enterprise adoption of talent practices through effective change management and clear communication, ensuring consistent application and long-term sustainability.
• Evaluate external trends, industry benchmarks, and emerging talent practices to recommend innovative approaches that enhance employee growth, career advancement, and talent engagement.
• Lead cross-functional initiatives that advance a skills-based talent strategy and promote greater alignment between employee strengths and business needs.
• Perform additional responsibilities as needed to advance organizational priorities and the evolution of talent and performance management practices.

• Bachelor’s Degree in Organizational Development, Organizational Psychology, Human Resources Development, or a related field;
• 10 years of progressive experience in Talent Management, Organizational Development, or Human Resources within a large, complex organization.
• Strong analytical thinker with the ability to communicate ideas clearly and effectively. Highly collaborative and self-driven, with a natural ability to engage and motivate others. Brings structure and focus through strong organizational and time management skills, with close attention to detail. Experienced in leading projects end-to-end, prioritizing competing demands, navigating conflict, and executing against established goals.
• Build strong partnerships and work collaboratively to achieve shared goals. Focuses on improving how work gets done by identifying practical, better ways to drive results. Approaches challenges with a broad perspective, considering both immediate needs and longer-term impact. Develops trusted relationships with clients and stakeholders and delivers solutions tailored to their needs. Ability to look ahead to anticipate…