Senior Talent Strategy Consultant

T-Mobile•Overland Park, KS

3d•$103,300 - $186,300•Hybrid

About The Position

T-Mobile is seeking a Senior Consultant to join an aligned account team connecting with the business and other HR Centers of Excellence. The role serves as a trusted talent advisor, diagnosing leadership and talent needs, translating them into clear talent strategies and briefs, and governing the talent-work portfolio through execution in partnership with the Talent Development & Learning team. It combines business consulting with stewardship of enterprise talent strategy, requiring expertise in talent management and frameworks, credibility with senior leaders, and discipline in keeping work strategic, well-governed, and connected to business outcomes. This is a hybrid position requiring three days per week in the office, based in Bellevue, Washington, or Overland Park, Kansas. Travel is required. The listed national base pay range is $103,300–$186,300, and the total target cash earnings opportunity is $123,960–$223,560. Actual pay varies based on factors including work location, qualifications, and experience.

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.
Demonstrated enterprise talent management expertise, 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.
Experience supporting diverse business populations, including sales, retail, customer care/call center, and corporate functions.

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 an 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 explain 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 routines; 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 assigned by business management.

Benefits

Competitive base salary and compensation package.
Annual stock grant and employee stock purchase plan.
401(k) and access to free, year-round money coaches.
Annual bonus or periodic sales incentive or bonus for eligible employees; corporate employees may receive a year-end bonus based on individual and/or company performance.
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, back-up 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.