Consultant- Senior Talent Management

UC Health; Cincinnati (OH); On-site; USD 85,000 - 110,000; Full time

Job summary

UC Health in Cincinnati, OH seeks a senior Talent Management professional to lead performance management, succession planning, and employee engagement initiatives. The role focuses on building a high-performance culture through calibrated talent processes and strategic workforce planning.

You will collaborate with HR teams and department leaders to develop career paths, assess talent supply and demand, and drive development programs that align with organizational goals and patient care

Qualifications

• Minimum 5 years of progressively responsible experience in talent management and related areas.
• Experience in large organizations; healthcare or university setting preferred.
• Bachelor’s degree in business, HR, or related field required.

Responsibilities

• Supports enhancements and implementation of performance evaluation and goal-setting processes.
• Leads adoption of calibration processes to support pay-for-performance culture.
• Partners with stakeholders to communicate career paths and retention strategies.
• Develops and implements workforce planning and development initiatives.
• Measures impact of talent interventions using metrics and analysis.

Skills

Talent management

Succession planning

Employee engagement

Performance management

Data analytics

Change management

Education

Bachelor's degree in business administration or HR

Job description

Responsibilities

Performance Management

• Supports and collaborates on enhancements and implementation of user‑friendly performance evaluation and goal-setting processes.
• Leads adoption of performance calibration processes across the institution to ensure a pay‑for‑performance system and culture.
• Maintains up‑to‑date knowledge of best practices in talent planning, succession management, career pathing and performance management in the industry.
• Leads talent functions such as talent planning, succession, employee development, career pathing, and performance management.
• Partners with key stakeholders to build and communicate career paths to foster growth and development, engagement, and retention.

Culture and Change Management

• Develops and implements an action plan to drive organizational business results, focused on a high‑performance culture, including workforce planning and development, diversity and inclusion, engagement, leadership development, continuity and talent review, retention, change management, and culture.
• Partners with HR team to influence organizational effectiveness through initiatives related to succession planning, talent assessment, talent development and enhancing management capabilities.

Talent Function

• Develops target interventions (e.g. build vs. buy) to ensure the organization or targeted business unit(s) has the right people at the right time to fulfill business mandates.
• Partners with key stakeholders to provide insights into internal talent supply and demand, influencing long‑term workforce planning, development, and business decisions.
• Collaborates with business partners and HR teams to evaluate a range of workforce information that inform future demand projections for people and skills; aligns workforce plans with talent management, development, and retention initiatives.
• Forecasts future talent needs informed by business goals, market trends, and industry dynamics; identifies skill gaps and develops strategies to address them such as reskilling or upskilling current talent.

Employee Engagement

• Works efficiently with internal and external partners to collect and analyze employee engagement feedback regarding workplace satisfaction, safety, communication, and other strategic initiatives.
• Collaborates with key stakeholders such as HR teams, patient safety, employee safety, and performance improvement to prepare for rollout of survey and supports key stakeholders through results sharing, interpretation, and action planning.

Data Analytics

• Measures and reports the impact of talent interventions using evaluation, metrics, focus groups and performance results.
• Leverages data and metrics‑based organizational assessments to determine needs and priorities for talent initiatives, especially related to accelerating leadership, professional development, and succession planning.

Other Duties as Assigned

Qualifications

Minimum Required: Bachelor’s degree in business administration, human resources, or related field. | LICENSE & CERTIFICATION: None. | Minimum Required: 5 years of progressively responsible experience in talent management, succession planning, employee engagement, retention strategies, leadership development, preferably experience in large organizations; healthcare or university environment.

UC Health is committed to providing an inclusive, equitable and diverse place of employment.