TALENT MANAGEMENT PROGRAM CONSULTANT - 12162025-73745

Job Information

LOCATION OF (1) POSITION(S) TO BE FILLED: DEPARTMENT OF HUMAN RESOURCES, OFFICE OF PEOPLE, PERFORMANCE AND CULTURE, DAVIDSON COUNTY

A valid motor vehicle license is required.

For more information, visit the link below:
https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:b32a2efd-4ed3-4f55-9b10-a7ec8ad95776

Qualifications

Education and Experience: Graduation from an accredited college or university with a bachelor's degree in HR Management, Organizational Development, Industrial/Organizational Psychology, Business Administration, or any other related field and experience equivalent to three years of professional experience in talent management or organizational development work.

Substitution of Education for Experience: Additional graduate coursework in HR Management, Organizational Development, Industrial/Organizational Psychology, Business Administration, or any other related field may be substituted for the required experience, on a year-for-year basis, to a maximum of one year.

Substitution of Experience for Education: Qualifying full-time professional organizational development or talent management experience may be substituted for the required education on a year-for-year basis to a maximum of four years.

OR

One year as a Learning Facilitator or higher classification in the job series with the State of Tennessee.

OR

Two years of experience working within the DOHR Talent Acquisition Center of Excellence (TACoE).

Necessary Special Qualifications: Driver's license is required along with some in-state travel.

Overview

Under general supervision, an incumbent in this classification serves in the Department of Human Resources and is responsible for supporting the development and implementation of talent management and culture strategies to attract, retain, and develop top talent within an organization. Incumbents in this class is responsible for coordinating the functions, activities, services as it relates to talent management and culture strategies. This work involves partnering with various departments to align talent strategies with organizational goals. This class differs from that Talent Management Program Specialist in that incumbents of the latter is responsible for supporting the functions, activities, services as it relates to talent management and culture strategies. This class differs from that of Talent Management Program Manager in that an incumbent of the latter directs the development and implementation of talent management and culture strategies; and supervises members of this class.

Responsibilities

1. Serves as the main point of contact on the performance management process and provide reports and insights on the process and results; assists in succession planning, career planning, mentorship and coaching program, and talent review process.
2. Conducts engagement surveys and gathers feedback to improve the culture; serves as administrator for the engagement survey tool; implements initiatives to boost employee morale and job satisfaction.
3. Partners with agencies in implementing policies, practices, and procedures related to the recruitment, hiring, advancement and retention of qualified individuals with disabilities; coordinates agency-level recruitment strategies aligned with organizational needs.
4. Assists in the planning and coordination of enterprise leadership development programs and customized leadership academies; assists in succession planning, career planning, mentorship and coaching program, and talent review process.
5. Assists in the maintenance of employee programs and as the point of contact to individual organizations in employee suggestion awards program, service awards, mediation, and the employee discount program; implements initiatives to boost employee morale and job satisfaction.
6. Coordinates for and liaises with agencies for the talent management optimization assessment; serves as the main point of contact on the performance management process and provide reports and insights on the process and results.
7. Partners with agencies/hiring managers to ensure effective job postings, interview protocols, and selection processes; coordinates agency-level recruitment strategies aligned with organizational needs.
8. Serves as support for talent pipelines (universities, professional associations, internships), onboarding and candidate experience.

Competencies (KSA's)

Competencies:

1. Customer Focus
2. Strategic Mindset
3. Communicates Effectively
4. Drives Results
5. Manages Ambiguity

Knowledges:

1. Organizational Development
2. Talent Management Theories and Best Practices
3. Communications and Media
4. Administration and Management

Skills:

1. Critical Thinking
2. Complex Problem Solving
3. Learning Strategies
4. Active Learning and Listening
5. Management of Personnel Resources

Abilities:

1. Deductive Reasoning
2. Inductive Reasoning
3. Written Comprehension

TN Driver Standards

State of Tennessee positions that may involve driving responsibilities require candidates to meet the following minimum driver qualifications:

• A valid driver's license
• For the past five years, the candidate's driver record must not have record of the following violations: driving under the influence (DUI), reckless driving, license suspension for moving violations, more than 4 moving violations.

Please include your Driver's License Information under the Licenses and Certifications section of your application.

**Agencies may allow an exception based on other factors.