Senior Talent Management Consultant

Xcel Energy•Minneapolis, MN

3d•$84,900 - $120,567•Hybrid

About The Position

The Senior Talent Management Consultant advances year-round talent planning and performance alignment across the enterprise. As a trusted advisor to stakeholders, this role leads talent review and succession planning practices to accelerate leadership readiness and strengthen the organization’s talent pipeline. The position guides the performance alignment cycle, including goal setting, quarterly connections, development planning, and year-end performance calibration, helping ensure consistent, high-quality experiences for leaders and employees. The role also supports broader talent priorities, including employee engagement and leadership development, connecting insights across programs to strengthen individual and organizational capability. Working closely with business and HR partners, the consultant applies a systems perspective to deliver practical, high-impact solutions, measure their impact, and drive continuous improvement. Xcel Energy supports a hybrid work model; many roles are expected onsite three days per week, Tuesday through Thursday, although expectations vary by role, team, and business needs.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field, or an equivalent combination of education and experience.
At least 5 years of experience in talent management, organizational development, HR consulting, or related roles.
Demonstrated experience with core talent processes, such as talent review, succession planning, and performance management.
Experience advising and partnering with leaders to translate business priorities into practical talent solutions.
Strong consulting, facilitation, and relationship-building skills, including the ability to build credibility and trust with stakeholders and leaders at multiple levels.
Ability to analyze talent data and translate insights into clear, actionable recommendations.
Expertise in project and change management, including scoping projects, incorporating stakeholder feedback, developing plans, and executing milestones.

Nice To Haves

Advanced degree in a related field.
Experience supporting employee engagement and/or leadership development initiatives.
SHRM-SCP, SPHR, or similar HR/talent certification.

Responsibilities

Lead year-round talent planning, including talent review and succession planning processes that identify and develop talent pipelines across the enterprise.
Partner with leaders and HR to assess bench strength, identify successors, and close readiness gaps for key roles.
Design and deliver development strategies and actions to accelerate readiness of high-potential and successor talent.
Guide the enterprise performance cycle, including goal setting, quarterly connections, development planning, and year-end calibration.
Support leaders and employees in setting clear, aligned goals and maintaining ongoing performance conversations throughout the year.
Facilitate calibration and performance designation processes to promote fairness, consistency, and alignment with business priorities.
Design tools and conduct quantitative and qualitative analysis to evaluate talent program effectiveness and business impact.
Assess options and resources and guide continuous improvement based on data and outcomes.
Partner across HR and the business to deliver integrated, high-impact talent solutions.
Contribute to broader talent priorities, including employee engagement and leadership development initiatives, connecting insights across programs to support employee and leader experience.
Contribute to the broader talent strategy and support programs, priorities, and initiatives that advance the enterprise talent plan.