Talent Management & Executive Development Sr Consultant

Job title: Talent Management & Executive Development Sr Consultant

About the Role A critical execution lead within Talent Management & Development, you will drive the orchestration and delivery of enterprise talent processes for the CEO and ELT. You will ensure seamless execution of cyclical leadership talent routines such as performance management and senior succession reviews, emphasizing quality, consistency, and executive readiness. You will partner with the CAO, TM&D head, Talent Practices head, and senior HR leaders to bring rigor, structure, and actionable follow-through to high-visibility talent processes.

What You'll Do

• Executive Talent Process Coordination: Coordinate and execute end-to-end talent processes for the leadership team (performance goal-setting, mid-year and year-end reviews, calibration sessions, leadership succession and resiliency planning). Ensure all talent review materials and logistics are aligned, accurate, and ready for executive use, proactively resolving any gaps or inconsistencies ahead of key discussions. Lead disciplined process governance by managing timelines, check-points, and deliverables across the annual leadership talent calendar.
• Stakeholder Engagement & Support: Partner directly with the CAO, Talent Management & Development head, Talent Practices head, and HR Business Partners to support and align on talent priorities for top leaders. Build strong working relationships to facilitate smooth preparation, information sharing, and follow-ups for executive talent discussions. Drive alignment among stakeholders before, during, and after leadership talent reviews, ensuring decisions and actions are connected across the group.
• Executive Materials & Insights: Prepare polished, executive-ready materials (presentations, briefing documents, data summaries) for senior leadership talent discussions. Synthesize performance, potential, succession, and other talent data into clear insights and recommended narratives for executive audiences. Translate complex or incomplete inputs into structured deliverables that enable productive decision-making by the CEO/ELT. Pressure-test content for clarity and consistency, ensuring final materials meet the high standards of senior stakeholders.
• Continuous Improvement: Within established frameworks, identify enhancements to leadership talent processes focusing on simplification, efficiency, and user experience. Recommend practical improvements to tools, templates, and workflows based on observations and feedback during each cycle. Apply an end-to-end mindset to refine how talent insights are generated and communicated, driving incremental upgrades that make processes more effective over time.