Talent Assessment Consultant

Talent Assessment Consultant

Requirements

• Bachelor’s Degree I/O Psychology, HR Management, Organization Development, Organization Behavior, Business Management, or a related field
• 5-7 Years Talent Management, Organizational Development, Selection & Assessment, Performance Management or related field (internal or consulting)
• Demonstrated experience with intermediate to advanced data analyses and storytelling with data, distilling complex information into a digestible format for stakeholders
• 3-5 Years Experience in talent assessment practices to support selection (pre-employment validation studies, vendor management) and development (360 surveys, personality assessment debriefs, creating team development content, assessment center design) initiatives
• 3-5 Years Demonstrated experience consulting with HR Partners, Business Stakeholders, and others to support talent objectives
• 3-5 Years Demonstrated experience in project and program management including the development of wide-scale communication plans

Responsibilities

• Consults with clients at all across the organization, including business leaders and HR Business Partners, to identify needs and design assessment solutions that support enterprise talent goals while minimizing organizational risk
• Manages highly complex, enterprise projects and/or programs that involve consultation with the most senior leaders in the organization and deliverables that have significant business and operational impact
• Leads the process of identifying and onboarding vendor partners; manages vendor partners, ensuring products are of high quality and address established requirements, and that an exceptional of customer service is provided
• Provides coaching and mentoring to junior team members, with a focus on developing business understanding and consulting skills
• Designs and implements valid, defensible, and sustainable assessment tools and processes (for purposes of selection, placement, development, performance management, and succession) that align with Lowe’s talent management strategy and support specific client needs
• Consults on organizational design and organizational effectiveness, to include (but not limited to) change management, structure redesign, and job role architecture
• Builds (or oversees the development of) tools (e.g., structured interviews, performance evaluations, personality and cognitive tests, knowledge and aptitude tests, work samples, assessment center exercises, etc.) that target roles across all lines of business and range from senior executive to high volume hourly
• Designs and conducts small and large-scale job analysis studies to support the development of role architectures, job descriptions, enterprise competency models and/or assessment tools/processes
• Identifies skills that are important for success for the purpose of hiring and developing employees
• Represents the assessment function on large-scale organizational design or restructuring efforts that have a talent impact
• Conducts simple to complex data analyses (or oversees analyses completed by vendors) in support of job analytic and assessment implementation and validation activities while ensuring technical documentation is sufficient for legal inquiries in accordance with the Uniform Guidelines on Employee Selection Procedures
• Conducts analyses to determine gaps in selection and development programs, collaborating with HR Systems and HR Analytics to improve reporting for key outcomes
• Identifies and develops ways to improve foundational tools and processes along with the team’s overall consulting approach

Preferred Qualifications

• Master’s Degree I/O Psychology, HR Management, Organization Development, Organizational Behavior, Business Management, or a related field of study and 5-7 Years Talent Management, Organizational Development, Selection & Assessment, Performance Management, and/or related field (internal or consulting)
• Doctorate Degree and 5-7 Years Talent Management, Organizational Development, Selection & Assessment, Performance Management, and/or related field (internal or consulting)
• 3-5 Years Demonstrated experience supporting talent management programs, such as talent planning, succession planning, leadership development, performance management, organizational effectiveness, and talent assessment
• 1-2 Years Working in a corporate retail organization