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Hr Talent Management Jobs (NOW HIRING)

IDEX

Director - Talent Management

Northbrook, IL · On-site

$158.60 - $237.80/hr

Partner with Global Talent, HR, and business leaders to design and implement fit-for-purpose talent ... Monitor external talent management trends and emerging practices, bringing thought leadership to ...

Aep

Director Talent Management

Columbus, OH · On-site

$160K - $245K/yr

Master's degree preferred (OD, HR, I/O Psychology, Adult Learning, or MBA). Experience: * 12+ years of progressive experience in talent management, organizational development, or HR, including ...

Oracle

TPI_DirectApply_Test01

Redwood City, CA · On-site

... the network of HR, talent and business leaders across our platforms, regions and operating ... Talent Management tools, programs and processes Develop a deep understanding of the business ...

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Hr Talent Management information

What are some common challenges faced by professionals in HR Talent Management, and how can they be addressed?

Professionals in HR Talent Management often face challenges such as aligning talent strategies with rapidly changing business objectives, managing diverse workforce needs, and ensuring effective employee engagement and retention. To address these challenges, it's important to foster strong communication with leadership, leverage data-driven insights for decision-making, and implement continuous development programs. Collaborating closely with managers and other HR functions can also help ensure talent initiatives are integrated and responsive to organizational needs.

What is HR Talent Management?

HR Talent Management is a strategic approach within human resources that focuses on attracting, developing, motivating, and retaining high-performing employees. It involves processes such as recruitment, onboarding, training, performance management, succession planning, and employee engagement. The goal of talent management is to build a skilled and motivated workforce that aligns with the organization's objectives and helps drive business success. Effective talent management helps organizations minimize turnover, maximize employee potential, and maintain a competitive edge.

What is the difference between Hr Talent Management vs HR Generalist?

AspectHR Talent ManagementHR Generalist
Primary FocusStrategic talent acquisition, development, retentionEmployee relations, administrative HR tasks
Required CredentialsBachelor’s degree in HR or related field, certifications like SHRM-CPBachelor’s degree in HR or related field, certifications like PHR
Work EnvironmentCorporate HR departments, focus on long-term talent strategiesHR departments, handling daily employee issues
Industry UsageWidely used in organizations focusing on talent growthCommon in various industries for HR operations

While HR Talent Management concentrates on strategic talent planning and development, HR Generalists handle day-to-day HR functions and employee relations. Both roles require HR-related credentials and are essential in organizational HR structures, but they serve different strategic and operational purposes.

What are the key skills and qualifications needed to thrive as an HR Talent Management professional?

To thrive in HR Talent Management, you need a solid background in human resources principles, talent acquisition, and employee development, usually supported by a degree in HR or a related field. Familiarity with HRIS software, applicant tracking systems, and certifications like SHRM-CP or PHR are commonly required. Strong interpersonal skills, strategic thinking, and effective communication make someone stand out in this role. These skills are crucial for attracting, retaining, and developing top talent, aligning workforce capabilities with organizational goals.

What does talent management do in HR?

In HR, talent management involves attracting, developing, retaining, and engaging employees to meet organizational goals. It includes activities such as recruiting, onboarding, performance management, training, and succession planning, often supported by HR software tools. Effective talent management helps improve workforce performance and organizational success.

How to become a talent manager in HR?

To become a talent manager in HR, typically a bachelor's degree in human resources, business, or a related field is required. Gaining experience in recruitment, employee development, or HR functions, along with strong interpersonal and organizational skills, is essential; professional certifications like SHRM or HRCI can enhance prospects.
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Hr Talent Management jobs near you
Infographic showing various Hr Talent Management job openings in the United States as of August 2026, with employment types broken down into 80% Full Time, 5% Part Time, and 15% Contract. Highlights an 85% In-person, and 15% Remote job distribution.

Talent & Organizational Development Consultant, Greenville, FT, Day

Prisma Health

Greenville, SC • On-site

Full-time

Posted 18 days ago

Prisma Health rating

7.1

Company rating: 7.1 out of 10

Based on 349 frontline employees who took The Breakroom Quiz

378th of 887 rated healthcare providers

Job description

Inspire health. Serve with compassion. Be the difference.
Job Summary
The Talent & OD Consultant is responsible for creating and executing the professional and leadership development strategy of the organization. This includes the customized development, delivery, and evaluation of all organizational learning. They maintain current knowledge of best practices in training and learning methodologies as well as provide human performance improvement (HPI) analysis of current conditions of the state of learning for departments and teams. The Talent & OD consultant is also skilled at working with individual contributors via certified coaching models. They collaborate closely with leaders, departments and units across the organization to identify performance and process improvement gaps, create and deliver viable solutions to empower people, improve performance and increase productivity. They use validated discovery techniques that are intervention-based, using organizational behavior tools and concepts to uncover root-cause and enhance overall individual, team, department performance.
Accountabilities
  • Develops, executes and maintains the learning strategy of the organization -25%
  • Creates and delivers discovery event maps and performance enhancement plans using HPI methodology to increase performance - 25%
  • Collaborates with key stakeholders to design and deliver customized and packaged learning events/series, using effective process and performance improvement, and learning strategies within the department/organization - 20%
  • Develops, manages and maintains leadership development programs, including New Leader Experience and all Top Talent programs - 20%
  • Provides instructional/directional consulting and coaching to key stakeholders and teams within the department/organization - 5%
  • Uses project management methodology to appropriately outline/plan and execute on learning build and delivery for the organization's leadership/executive teams. - 5%

Supervisory/Management Responsibilities
This is a non-management job that will report to a supervisor, director or executive.
Minimum Requirements
Master's Degree - Organizational Development, Organizational Behavior, HR, Talent Management, Leadership, Learning and Development
In Lieu Of
In lieu of the minimum requirements noted above, a Bachelor's degree in Organizational Development, Organizational Behavior, HR, Talent Management, Leadership, Learning and Development and Five (5) years of experience leading transformation and change efforts in large, fast paced and multi-disciplined organizations with a background in organizational development, organizational behavior, talent management, HR Operations training development/facilitation, and coaching. A nationally recognized coaching certification is preferred.
A bachelor's degree may be accepted if enrolled in a Master's degree program approved by Learning and Development Leadership. Master's must be obtained within 18 months of hire.
Required Certifications, Registries, Licenses
NA
Other Required Skills and Experience
Basic Computer Skills
Knowledge of office equipment (fax/copier)
Proficient computer skills (word processing)
Proficient computer skills (spreadsheets)
Mathematical Skills
Other: Basic keyboard knowledge
Other:
Other:
Other:
Other Qualifications or Experience
  • Proven experience leading and implementing change in large organizations (examples required) - Required
  • Proven ability to bring diverse teams together to create/transform processes and programs (examples required) - Required
  • Exceptional presentation/facilitation skills that influence change/acceptance of a program, concept, process - Required
  • Working knowledge of talent management structure and strategy, including organizational development, talent development, organizational change management, human performance improvement, coaching strategies and techniques as outlined in International Coaching Federation. - Required

Additional In Lieu of Statement
Team members employed in this job prior to July 1, 2020 are grandfathered under prior educational and experience requirements. In addition, team members must be certification eligible and will have one year to obtain required certification(s).
Work Shift
Day (United States of America)
Location
Independence Pointe
Facility
7001 Corporate
Department
70019031 Learning & Org Development
Share your talent with us! Our vision is simple: to transform healthcare for the benefits of the communities we serve. The transformation of healthcare requires talented individuals in every role here at Prisma Health.

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