Talent Strategy Principal Consultant

• Selected candidate may sit in Oakland, CA, Pleasanton, CA, Pasadena, CA or Atlanta, GA*

Technical Job Summary: The Talent Strategy Principal Consultant will lead strategy execution and manage multiple workstreams by identifying client and operational needs, including:

• Leading talent strategy and program management
• Managing employer brand and employee advocacy initiatives
• Translating market intelligence into workforce strategies
• Developing innovative talent attraction capabilities
• Partnering with key stakeholders to advance talent strategies

Job Summary:

In addition to the responsibilities listed below, this position is responsible for driving the implementation of enterprise-wide talent management solutions, including strategic talent planning models, tools, methodologies, and resources related to one or more talent management disciplines (e.g., talent planning, organizational effectiveness/development, leadership development, and organizational change management); collaborating with internal and external stakeholders; ensuring alignment with other KP organizational strategies, and leading cross-disciplinary solutions teams to address functional, regional, or organization-wide talent management issues. This position also partners with leadership teams throughout KP to influence the development and execution of functional KP-wide policies and long-term goals. Additionally, this position is responsible for maintaining a comprehensive understanding of current talent management policies and trends, including expert knowledge of systematic and emergent issues; driving the development of innovative strategies and solutions; serving as a lead expert to internal and external stakeholders, and KP National leadership on talent management matters; and fostering an enterprise-wide community of practice to design and embed consistent, strategic solutions across regions and national functions.

Essential Responsibilities:

• Practices self-leadership and promotes learning in others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; communicating information and providing advice to drive projects forward; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership; influencing, mentoring, and coaching team members; fostering open dialogue amongst team members; evaluating and responding to the strengths and weaknesses of self and unit members; and adapting to and learning from change, difficulties, and feedback.
• Drives the execution of multiple work streams by identifying customer and operational needs; developing and updating new procedures and policies; gaining cross-functional support for objectives and priorities; translating business strategy into actionable business requirements; obtaining and distributing resources; setting standards and measuring progress; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; solving highly complex issues; and influencing the completion of project tasks by others.
• Delivers on strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; engaging with HR and business stakeholders to provide insight, input, and influence on current and future HR and business needs; managing complex projects/programs including assisting with design and developing project plans; polling data and conducting complex analysis; creating and facilitating presentations to HR and business leadership; and maintaining performance against SLAs and other key performance indicators.
• Design, develops, and executes HR practices, programs, and initiatives by developing and implementing tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across assigned HR functions, project teams, and business partners; identifying and raising gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and recommending modification to design and implementation strategies as appropriate.