Senior Talent and Performance Management Consultant

Jefferson Health Plans•Philadelphia, PA

2d•Onsite

About The Position

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.

Requirements

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 future opportunities and turn them into clear, actionable strategies.
Demonstrated success designing, leading, or modernizing enterprise performance management systems, including goal setting frameworks, feedback models, and calibration processes.
Proven track record building and evolving enterprise talent strategies, including talent reviews, succession planning, talent development, and performance calibrations.
Experience building and integrating competency frameworks and career architectures into scalable talent management processes.
Strong background operationalizing talent strategies at scale across multiple business units, ensuring consistency while enabling business-specific needs.
Experience using data and analytics to inform talent decisions, measure impact, and continuously improve programs.
Strong communication, facilitation, and presentation skills, with the ability to influence and advise senior leaders.
Strong analytical, problem solving, and critical thinking skills with the ability to translate talent data into clear, actionable insights.
Demonstrated ability to build strong build trusted partnerships with executives and key stakeholders.
Proven capacity to lead through ambiguity, manage competing priorities, and drive progress in fast-paced, evolving environments.
Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook), including advanced PowerPoint skills for executive-level presentations, storytelling, and data visualization.

Nice To Haves

Master’s Degree
Experience with HRIS platforms; Workday experience strongly preferred.
PHR - Professional in Human Resources - HR Certification Institute or SCP - Senior Certified Professional - Society for Human Resource Management

Responsibilities

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.