Talent Management Performance Consultant

Talent Management Performance ConsultantThe Talent Management Performance Consultant job oversees the design, implementation and administration of programs that make the best use of an organization's human capital and ensures maximum return from their talent. Working independently, this job leads projects to continuously identify and drive industry best practices regarding talent management and development. This job helps the organization ensure that skilled workers are retained, developed and advanced through their career. This job is considered subject matter expert within Human Resources in Talent Management.Key Responsibilities and Duties

Oversees quantitative and qualitative analysis on talent management programs, to understand key trends and provide recommendations on program and process improvement.

Oversees the effective implementation of talent review and succession planning strategies to ensure the ongoing availability of appropriately skilled employees.

Defines consistent and relevant talent management and organization development success criteria, metrics and reporting dashboards to ensure program efficiency, effectiveness and ROI/value and identify enterprise gaps.

Reviews performance measurement systems used by the organization to ensure their accuracy and relevance.

Manages and monitors talent management program costs and effectiveness to ensure alignment with business needs.

Oversees current organizational design and company culture to identify areas of opportunity and implement change.

Approves reports for senior leadership regarding the adoption and performance of talent management and organization capability programs to promote the achievement of business strategy and accelerate change.

Coaches and delegates projects and work to other Talent Management professionals.

Educational Requirements

University (Degree) Preferred

Work Experience

5+ Years Required; 7+ Years Preferred

Physical Requirements

Physical Requirements: Sedentary Work

Career Level8ICPreferred Qualifications

Banking industry experience.

Advanced Microsoft Excel and PowerPoint skills.

Experience implementing and managing the entire performance cycle: goal setting, self-assessments, talent assessments, succession planning and performance reviews with an organization of at least 1,000 employees.

Experience maintaining and improving organizational performance systems including change management and enterprise-wide system adoption and understanding.

Experience recommending and selecting various performance evaluation methodologies.

Ability to write and maintain standard operating procedures.

Posting End Date: 12/13/24Job Seeker NoticeEverBank, N.A. ("EverBank") is a nationwide specialty bank providing high-value products and services to consumer and commercial clients nationwide. As a pioneer in online banking, we offer convenient digital access for clients 24/7, in addition to phone banking services and a network of financial centers.EverBank's commitment is to deliver to our clients high-performing, high-yield solutions backed by exceptional service, always giving them the advantage they expect, to make the most of their money.VEVRAA Federal ContractorMember FDICNotice to Job Seekers (https://everbank.com/about/careers/notice-to-job-seekers)Pay Range $110,500 - $149,500EverBank, N.A. is an equal opportunity (EEO) employer, dedicated to maintaining a work environment free of bias, harassment, discrimination and retaliation. As an EEO employer, EverBank expressly prohibits discrimination, harassment and retaliation based on protected characteristics such as race, creed, ethnicity, color, age, religion, sex, sex stereotype, pregnancy, sexual orientation, gender, gender identity, gender expression, transgender status, marital status, national origin, ancestry, physical or mental disability, genetic history and information, or military or veteran status. Providing a safe, inclusive environment is a priority at EverBank and, consistent with that mission, EverBank considers all qualified applicants for employment regardless of protected status.We will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by us, or (c) consistent with our legal duty to furnish information.