Senior Talent Strategy Consultant

T-Mobile•Frisco, TX

3d•$103,300 - $186,300•Hybrid

About The Position

T-Mobile is seeking a Senior Consultant to join an aligned account team and connect business stakeholders with HR Centers of Excellence. As a trusted talent advisor, this role diagnoses leadership and talent needs, translates them into clear talent strategies and briefs, and governs the portfolio of talent work through execution in partnership with the Talent Development & Learning team. The position combines business consulting with stewardship of enterprise talent strategy, requiring deep talent-management and framework expertise, credibility with senior leaders, and disciplined portfolio governance tied to business outcomes. This is a hybrid role based in Frisco, Texas, with three days per week in the office. Travel is required. The role also includes other duties and projects as specified by business management.

Requirements

Bachelor's degree and 7 years of related work experience, or an advanced degree and 3 years of related work experience, or an equivalent combination of education and experience.
At least 7 years of progressive experience in talent management, organizational development, leadership development, and/or HR business partnership.
Experience developing and delivering talent-management strategies for large-scale frontline organizations, particularly retail and customer-care/contact-center environments.
Expertise in enterprise talent management, including executive succession planning, leadership-readiness criteria, talent assessments, and executive-development strategies.
Experience developing, implementing, or governing talent-management frameworks, including succession planning, leadership standards, and identification of critical talent populations.
Ability to advise senior HR and business leaders, diagnose complex leadership and talent challenges, influence decisions, and translate business needs into actionable talent strategies.
Strong analytical and critical-thinking skills, including assessing leadership capabilities, identifying succession gaps, and translating talent insights into recommendations and priorities.
Experience partnering across Talent Management, Talent Development, and HR teams to align strategic priorities, establish governance, and oversee talent initiatives through execution.
At least 18 years of age.
Legally authorized to work in the United States.

Nice To Haves

Bachelor's or advanced degree in Human Resources, Business, Organizational Development, Industrial/Organizational Psychology, or a related field.
Experience shaping and facilitating executive talent and succession strategies within a large, complex, matrixed organization.
Experience establishing talent segmentation, executive-readiness assessments, succession pipelines, or high-potential leadership criteria.

Responsibilities

Serve as the primary Talent Management point of contact for assigned account teams.
Build trusted relationships with Sr. HR Strategic Partners and HR Strategic Advisors, and develop a deep understanding of account-team business strategies, leadership challenges, and talent needs.
Diagnose leadership and talent issues, identify root causes, anticipate needs, and share business insights with the Talent Management team to inform strategy and processes.
Define annual and multi-year talent priorities aligned with business strategy, identify target populations, and articulate their business relevance.
Develop enterprise talent frameworks, such as leadership standards and succession criteria, and establish outcomes and governance for talent initiatives.
Evaluate talent programs against strategic priorities and monitor external talent-management and leadership-development trends.
Own the Talent Management/Talent Development & Learning operating model in practice and track active briefs and engagements through the workflow.
Maintain a portfolio-level view of work in progress, queued, and completed; maintain brief quality standards; support portfolio-status operating rhythms; and flag scope changes, resource constraints, and decision-gate issues.
Document go/no-go decisions and manage contested decisions.
Perform other duties or projects as specified by business management.

Benefits

Competitive base salary and compensation package with annual incentive opportunity for eligible roles.
Annual stock grant and employee stock purchase plan.
401(k) and access to free, year-round money coaches.
Medical, dental, and vision insurance.
Flexible spending account.
Paid time off and up to 12 paid holidays.
Paid parental and family leave, family-building benefits, backup care, enhanced family support, and childcare subsidy.
Tuition assistance and college coaching.
Short- and long-term disability coverage; voluntary AD&D, accident, life, disability, and long-term care insurance.
Mobile service and home internet discounts for eligible employees.
Pet insurance for eligible employees.
Commuter and transit programs for eligible employees.