Talent Management and Employee Engagement Consultant

We are seeking a Talent Management & Employee Engagement Consultant to lead strategic initiatives that strengthen performance management and succession planning across our organization. This role combines HR expertise with advanced technology, including AI-driven tools, to deliver innovative solutions that enhance workforce engagement and organizational success.

 

Key Responsibilities

• Design and implement evidence-based processes for performance management and succession planning, leveraging AI tools and HR technology platforms.
• Align competencies with organizational goals through integrated talent review systems.
• Partner with leadership to embed performance management methodologies into everyday practices.
• Utilize analytics and AI-driven insights to inform strategic workforce decisions and engagement strategies.
• Collaborate across HR Centers of Excellence to ensure seamless integration of talent management initiatives.
• Serve as a key advisor on succession planning and workforce development strategies.
• Evaluate program effectiveness using data-driven metrics and ROI analysis.
• Support technology adoption and vendor integration for talent management platforms.

 

This position is open to remote applicants located within the United States, except residents in California, Illinois, North Dakota, New York, Ohio, Washington, and Wyoming. Candidates residing within a 60-mile radius of Albuquerque, NM will follow a hybrid work schedule: remote work on Mondays and Fridays, and in-office presence required on Tuesdays, Wednesdays, and Thursdays.

 

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or at least 6 years of proven experience in talent management, HR Consulting, or a related field in lieu of a degree.
• Ability to exhibit an understanding of healthcare business and care experience.
• Knowledge of human resources practices, laws, and regulations preferred.
• Expertise in AI tools related to talent management and employee engagement.
• Ability to problem solve and build improvement plans.
• Ability to act as the front-line change leadership agent to enable and deliver sustainable succession planning and performance management efforts.
• Working knowledge of succession management and performance management skills, including the ability to align with organizational goals.
• Ability to multitask and work collaboratively with all levels of leadership.
• Strong interpersonal and communication skills, analytical thinking, strategic planning, and problem-solving abilities.
• Detail oriented
• Strong organizational and presentation skills.
• Certifications: Professional HR certifications such as SHRM-CP, SHRM-SCP, or PHR are advantageous.
• Technical Proficiency: Familiarity with HR software and tools, data analysis platforms, talent management systems, and Microsoft Office.
• SHRM AI+HI Specialty Credential, AIHR Artificial Intelligence for HR, or similar programs are a plus.

• Develops and is responsible for the administration of best practice evidence-based processes and tools that define and validate performance and succession planning standards, policies, and processes based on talent management/career enhancement strategies.
• Aligns leader and team member competencies to performance review, talent review, and succession management/planning.
• Develops and implements expedited performance improvement processes for the PHS workforce.
• Works collaboratively with the compensation team to align pay-for-performance efforts with established HR processes.
• Integrates performance management and talent review/succession management methodologies with the priorities and practices of HR Centers of Excellence (COE), including Talent Acquisition, Benefits, HR Business Partners, and Learning.
• Administers and implements the Talent Review process annually with the HR Business Partners.
• Proactively consults and engages with PHS leaders on the development and implementation of system-wide Performance and Succession Management programs, including methodologies and operational processes, policies, metrics, and tools. Provides subject matter expertise and change leadership support that helps ensure programs are integrated with other organizational and HR priorities/programs.
• Works with PHS leadership to collaboratively embed system-level Performance Management methodologies into regular leader conversations with their direct reports.
• Serves as the point person to establish succession planning efforts at all employee levels in the organization. Facilitates, administers, monitors, and reports on Performance and Succession Management efforts.
• Partners with Executive Recruiting to broker internal talent using data from the Talent Review.
• Facilitates talent review/succession management conversations with PHS leaders; utilizes data from these conversations to build succession management and performance management plans.
• Utilizes program and organizational data/measurements to define and demonstrate progress, ROI, and impacts; ensures leader and critical job bench strength throughout PHS.
• Consults on and implements as necessary, performance and succession management technologies and vendor relationships, which includes integration into the PHS enterprise resource planning system/processes.
• Measures the development and administration of Performance and Succession Management budgets in relation to vendor and tool expenditures.
• Ensure all talent management practices are in accordance with legal and regulatory requirements.
• Evaluates the effectiveness of talent management and performance management programs.
• Builds communication plans related to employee engagement survey implementation and follow-up.
• Reviews employee engagement survey data and builds reports based on information so that the organization can create effective plans to address concerns.
• Coaches HRBPs to guide leaders through the employee engagement planning process
• Steers Talent Development offerings based on employee engagement results
• Creates follow-up reports for senior leaders based on employee engagement response and action planning.
• Regularly utilizes AI tools to identify, expedite and escalate the processes of talent management.
• Applies AI tools to enhance employee engagement processes.
• Other duties as assigned.

We offer more than the standard benefits!

Presbyterian employees gain access to a robust wellness program, including free access to our on-site and community-based gyms, nutrition coaching and classes, wellness challenges and more!

Learn more about our employee benefits:

https://www.phs.org/careers/why-work-with-us/benefits

Why work at Presbyterian?

As an organization, we are committed to improving the health of our communities. From hosting growers' markets to partnering with local communities, Presbyterian is taking active steps to improve the health of New Mexicans. For our employees, we offer a robust wellness program, including free access to our on-site and community-based gyms, nutrition coaching and classes, wellness challenges and more.

 

Presbyterian's story is really the story of the remarkable people who choose to work here. The hard work of our physicians, nurses, employees, board members and volunteers grew Presbyterian from a tiny tuberculosis sanatorium to a statewide healthcare system that serves more than 875,000 New Mexicans.

About Presbyterian Healthcare Services

Presbyterian Healthcare Services exists to improve the health of patients, members and the communities we serve. We are a locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1,600 providers and nearly 4,700 nurses.

Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.

 

AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.

USD $73.37/Hr.

The compensation range for this role takes into account a wide range of factors, including but not limited to experience and training, internal equity, and other business and organizational needs.