Principal Talent Management Consultant

Sutter Health•Sacramento, CA

13d•$142,106 - $245,149

About The Position

Serves as a strategic partner and enterprise advisor to senior and executive leaders, providing expert consultation on talent strategy, succession planning, workforce planning, and organizational effectiveness. Operates with high autonomy and credibility, leading complex, system wide talent initiatives that ensure the organization has the right talent, in the right roles, at the right time. Influences decisions beyond a single team or site, shapes enterprise-wide talent practices, and translates business strategy into actionable talent and organizational plans.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Healthcare Administration, or related field (or equivalent experience).
8 years recent relevant experience
Progressive experience in talent management, organizational development, workforce planning, or leadership consulting.
Demonstrated success consulting with senior and executive leaders.
Deep knowledge of talent reviews, succession planning, potential assessment, and workforce planning.
Strong facilitation, executive presence, and influencing skills.
Experience leading complex, enterprise‑level initiatives with multiple stakeholders.
Operates with high autonomy and enterprise‑wide influence.
Shapes policy, tools, and approaches adopted across the system.
Acts as a principal‑level consultant and thought leader.

Responsibilities

Serve as a trusted advisor to senior and executive leaders on talent strategy, succession planning, and organizational readiness.
Partner with leaders to assess current and future talent needs, identify risks, and develop proactive mitigation strategies.
Translate business priorities into enterprise aligned talent and organizational plans.
Lead and facilitate enterprise and executive level talent reviews, ensuring consistency, fairness, and high quality outcomes.
Guide leaders in assessing performance, potential, readiness, and risk, and in identifying successors for critical roles.
Ensure talent review outcomes are translated into clear development, mobility, and succession actions.
Consult on organizational design, workforce planning, and capability building aligned to long term strategy.
Analyze talent and workforce data to identify trends, gaps, and opportunities.
Influence enterprise decisions related to leadership pipeline strength and bench readiness.
Design and lead complex, cross system talent initiatives, tools, and frameworks.
Establish standards, templates, and best practices to drive consistency across the organization.
Measure and communicate impact and effectiveness of talent strategies and programs.
Coach senior leaders on effective talent and organizational planning practices.
Mentor and guide Talent Management Consultants and cross functional partners.
Model enterprise thinking, cultural agility, and high standards of confidentiality and trust.