Senior Talent Management Consultant

The Senior Talent Management (TM) Consultant serves as an advisor and expert in optimizing our human capital by designing, implementing, and evaluating talent management programs. The Senior Talent Management Consultant will consult on and lead concurrent talent projects/programs of varying size, duration and complexity. In addition to program and project management, the consultant develops and executes change management for the Talent Management programs. As an advocate for Delta Dental's culture and values, this role partners internally to mature Delta Dental's Talent Management capabilities in service of enterprise human capital needs. This role has broad impact by leading and delivering key human resources programs including but not limited to Delta Dental's Talent Review and Succession Planning and Performance Management and Rewards programs.

• Own and manage multiple, concurrent and enterprise level strategic talent programs and projects of varying complexity; initial programs are focused on Talent Review and Succession Planning and Performance Management and Rewards.
• Apply deep subject matter expertise to assess need, plan, implement, and monitor talent management practices and programs that enable business strategies, priorities and/or minimize risks.
• Serve as an organization change consultant and apply change management approaches to enhance effective stakeholder engagement and implementation of Talent Management initiatives. Lead and execute the change management and communications efforts related to the annual program cycles and implementation of new talent management strategies and programs, ensuring smooth transitions and adoption across the organization.
• Establish relationships as a trusted advisor with cross functional partners, and leverage said relationships to effectively influence without authority. In doing so, navigate a complex matrixed environment for cross-functional alignment. Build and maintain relationships with key stakeholders including but not limited to, Organizational Effectiveness, Talent Acquisition, Talent Development & Learning, Diversity Inclusion & Belonging, Total Rewards and HR Technology to ensure that talent management strategies and programs are aligned with enterprise talent priorities and effectively executed.
• Use talent management program data as well as internal and external insights to identify trends, tell compelling data driven stories, and inform recommendations aligned with our long-term talent management strategy.
• Plan and execute projects/programs against project plans, change management plans, go-live and business readiness plans. Track project measurement and outcomes, taking lessons learned forward to expand, improve and evolve the program and project scalability. Mobilize project/program teams and clearly articulate the plan along with roles and responsibilities for each project team member and stakeholder.
• Support internal and external-facing communications by easily and effectively communicating complex ideas to a variety of levels of sponsors, stakeholders, and end users, including executive and board audiences.
• Leverage design thinking principles and feedback loops to develop, maintain, and improve talent management processes, tools and resources - all in the spirit of supporting the implementation and effectiveness of our talent management programs.
• Apply a continuous improvement mindset, seeking to ensure talent programs are intuitive, tech-enabled, and optimized for scale by enhancing user experience.

• Bachelor’s degree in business administration, organization development, human resources management, related field or equivalent experience.
• Minimum 4 years relevant experience with talent management, performance management, employee engagement, culture alignment, or organizational effectiveness.
• Ability to understand how business operates and translate business needs into differentiated people solutions for the business.
• Strong systems and design thinking mindset with the ability to design solutions that are scalable and adaptable across the business and considers the diverse cultural, economic, and regulatory landscapes that influence the organization.
• Prior success working in the context of a large, complex, matrixed organizations. Demonstrated history of successful partnerships and leadership within a matrixed HR delivery system. Experience working in a shared services/COE environment.
• Experience moving organizations from legacy HR practices to a more influential and impactful model. Experience in high-performance HR practices.
• Deep understanding of talent management principles and practices, with a proven track record of driving business results through effective talent strategies. Experience with succession planning, talent management and assessment, and all aspects of a performance management lifecycle (i.e., goal setting, annual appraisals, etc.) preferred.
• Strong project management experience leading an end-to-end system implementation. Ability to manage multiple projects simultaneously, prioritize tasks, and meet deadlines.
• Demonstrated experience in the development and implementation of effective change management plans.
• Strong analytical and synthesis skills. Demonstrated ability to conduct and interpret quantitative/qualitative analysis. Able to extract key themes from disparate data points to develop a coherent overview. Proficiency in using data-driven insights to inform decision-making.
• Familiarity with various HRIS, talent management platforms, and other relevant technologies.
• Excellent communication and presentation skills, both verbal and written. Good listener with empathy and understanding of others; collaborative and team oriented. Demonstrated competency in effective group facilitation.
• Dynamic leader and teammate that can motivate and instill a sense of urgency in others without formal authority. High degree of political savvy. Possesses the highest level of integrity and ethics; builds/inspires trust and is accountable.
• Demonstrated success building trusted partnerships through coaching, development and influencing. Comfortable with negotiation, conflict resolution, and delivering an opposing point of view to initiate discussion.

Base Pay Information

The national base pay range at the end is a good-faith estimate of what Delta Dental may pay for new hires. Actual pay may vary based on Delta Dental’s assessment of the candidate’s knowledge, skills, abilities (KSAs), related experience, education, certifications and ability to meet required minimum job qualifications. Other factors impacting pay include prevailing wages in the work location and internal equity.

Pay Grade 21. $80,500 - $174,300

• Competitive base and incentive pay
• 401(k) with robust matching and non-matching contributions
• Rich medical & pharmacy benefits
• 100% employer-paid dental and vision benefits
• Holistic wellbeing program with deep financial incentives
• Generous paid time off plus 12 paid holidays and your birthday off
• Culture of growth and learning: career development; tuition reimbursement; recognition program
• Family support: adoption assistance, fertility treatment, child, elder & pet care assistance
• Social responsibility and volunteer opportunities
• Employee discount program