Talent Management Consultant

Role Overview

• Act as strategic partner to senior leaders and HR Business Partners to proactively diagnose organizational, talent and culture needs.
• Co-create impactful talent strategies that enable business success, in partnership with HRBPs and business leaders.
• Enable objective differentiation of talent based on capabilities, potential, behaviors and aspirations.
• Drive development, retention and engagement of critical enterprise talent pools, domain expertise, and continuity of our leadership and diverse talent pipelines.
• Create/refine succession plans, development actions to accelerate successor readiness, and identify internal and external talent needs.
• Accelerate onboarding and development of Vice Presidents.
• Play an active role in serving as a backup for Talent Management Director(s) when needed to represent broader organizational needs.
• Consult, coach/mentor and share talent management & leadership development best practices.
• Ensure effective deployment of talent management solutions to client organization(s).
• Enable rigorous enterprise performance management process through strategic consultation to consistently and objectively evaluate employee performance.
• Facilitate leadership team discussions to translate business priorities and leadership behaviors that drive clarity and accelerate performance.
• Be a thought leader on career development strategies.
• Role Model, champion and embed the Medtronic Mindset to Act Boldly, Compete to Win, Move with Speed and Decisiveness, Foster Belonging and Deliver Results the Right Way.
• Embed Diversity, Inclusion and Engagement effective practices into talent strategies.
• Drive senior business leader engagement and accountability as owners of Medtronic’s inclusion and diversity efforts and champions of the Medtronic Leadership Framework.
• Partner closely with Global Talent COE to design programs and tools that meet the unique needs of the business, and deploy targeted solutions as needed (i.e. assessment, coaching, talent acquisition, analytics, etc.), incorporating the Medtronic Mindset.
• Leverage the Organizational Health Survey to measure engagement gaps and define mitigating actions to be embedded in the talent strategy.

Requirements

• MUST HAVE Bachelor's Degree and 10+ years of Human Resources experience (Talent Management, Change Management or Organization Development/Effectiveness consulting is equivalent to HR experience), OR Advanced Degree and 8+ years of experience
• NICE TO HAVE Master’s degree (I/O Psychology, MBA, or MA Human Resources)
• High impact stakeholder management; demonstrated ability to influence and provide strategic, proactive consultation to senior leaders
• Experience supporting matrixed organizations
• Subject matter expertise and facilitation experience in talent planning, performance management, talent review and succession planning, competency modeling/role profiling, and culture, strategy implementation for a global, matrixed organization
• Project management experience with ability to manage multiple priorities
• Change Management or Organization Development/Effectiveness experience
• Demonstrated excellence in written and verbal communication skills
• Experience taking data analytics and turning into insights / action plans
• Solid understanding of external talent landscape and best practices
• Experience with HR systems such as Workday, highly proficient in PowerPoint
• Proficient with AI tools and data dashboards
• Ability to travel up to 15%
• For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required.

Benefits

• Health, Dental and vision insurance
• Health Savings Account
• Healthcare Flexible Spending Account
• Life insurance
• Long-term disability leave
• Dependent daycare spending account
• Tuition assistance/reimbursement
• Simple Steps (global well-being program)
• Incentive plans
• 401(k) plan plus employer contribution and match
• Short-term disability
• Paid time off
• Paid holidays
• Employee Stock Purchase Plan
• Employee Assistance Program
• Non-qualified Retirement Plan Supplement (subject to IRS earning minimums)
• Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums)