Senior Talent Experience Consultant

UTHealth Houston•Houston, TX

About The Position

The Senior Talent Experience Consultant serves as a strategic recruiting partner, leading complex, high-impact searches and influencing hiring decisions through market insight, workforce data, and consultative expertise. The role independently manages the full recruitment lifecycle, designs sourcing and selection strategies, guides leaders through sensitive hiring scenarios, and supports equitable, compliant hiring outcomes. The consultant uses talent analytics and candidate-experience insights to identify trends, inform workforce planning, and improve recruiting practices. The role also provides informal leadership by mentoring peers and contributing to team capability and consistency. The position partners with leaders across a diverse portfolio of professional, classified, and executive-level roles. It supports hiring strategies through talent market intelligence, workforce analytics, strategic sourcing, and guidance on complex workforce challenges. The Senior Consultant promotes a high-quality candidate experience and helps advance organizational talent strategies in a fast-paced, collaborative environment. Employees must permanently reside and work in Texas. This is a security-sensitive position subject to the stated security and integrity review requirements.

Requirements

Bachelor’s degree or equivalent related experience required.
At least 4 years of high-volume recruiting experience required.
Must permanently reside and work in Texas.
Must meet the stated security-sensitive position requirements, including the ability to maintain the security or integrity of critical infrastructure where applicable.

Nice To Haves

High-volume recruiting experience in an agency or corporate environment is preferred.

Responsibilities

Serve as a trusted consultant to leaders, influence hiring decisions, shape hiring strategies, and support implementation of agreed-upon strategies.
Conduct regular business reviews with departments, presenting insights, risks, and recommendations aligned with institutional values, workforce priorities, and long-term talent strategy.
Advise hiring teams on advanced hiring practices, equitable interviewing, and candidate evaluation.
Navigate complex hiring situations involving sensitive performance issues, compensation considerations, competitive offers, and candidate-market dynamics.
Lead talent strategy discussions using hiring analytics, market insights, and emerging talent trends to inform organizational hiring plans.
Use judgment to guide succession, internal mobility, and long-term workforce planning.
Partner with department leaders and cross-functional HR teams to identify trends, analyze turnover or hiring challenges, and recommend solutions.
Contribute strategic insights to department planning and influence workforce decisions.
Build candidate pipelines by analyzing labor-market trends, engaging passive talent, and implementing long-term sourcing strategies.
Analyze recruiting trends to identify systemic bottlenecks and opportunities for improvement.
Recommend process improvements to increase team effectiveness and improve the candidate experience.
Mentor and support peers, coach on complex searches, and contribute to team capability and functional excellence.
Serve as a resource on policy interpretation, applicant assessment, sourcing strategies, and hiring compliance.
Participate in cross-functional projects that improve process integration, service delivery, and the institution’s talent strategy.
Manage full-cycle recruiting for assigned roles, developing targeted sourcing strategies, shaping interview design, and consolidating stakeholder feedback into evidence-based hiring recommendations.
Own offer strategy and manage complex negotiations, including competing candidate scenarios and departmental internal equity.
Set candidate communication standards, model institutional brand guidelines, and advise hiring teams throughout recruitment.
Conduct structured 30-, 60-, and 90-day employee-experience follow-up discussions and apply findings to hiring strategy and retention planning.
Use technology to support clear communication, efficient processes, and consistency throughout the recruitment lifecycle.
Ensure recruitment compliance and quality assurance; perform other duties as assigned.

Benefits

100% paid medical premiums for full-time employees.
Generous paid time off, including holidays, a preventative leave day, vacation, and sick time (approximately 37–38 days per year).
Vacation accrual increases with tenure.
Longevity pay through monthly payments after two years of service.
Retirement/pension plan.
Free financial and legal counseling.
Free mental health counseling services.
Gym membership discounts and access to wellness programs.
Employee discounts, including entertainment, car rentals, and cell phones.
Resources for child and elder care.
Other benefits and insurance.