SummaryTalent Management ConsultantAPS is looking for a
Talent Management Consultant to serve as a trusted advisor to leaders across the organization. In this role, you'll partner with executives, HR Business Partners, and business leaders to strengthen leadership effectiveness, improve team performance, and drive organizational success through coaching, assessments, and strategic consulting.
If you're passionate about leadership development, executive coaching, organizational effectiveness, and helping people reach their full potential, we'd love to hear from you.
What You'll Do- Partner with leaders and HR Business Partners to identify and solve leadership and organizational effectiveness challenges.
- Deliver leadership assessments and translate insights into practical development plans.
- Provide one-on-one coaching to senior leaders and high-potential talent.
- Facilitate workshops, team interventions, and leadership offsites focused on alignment, trust, accountability, and performance.
- Support succession planning and leadership development through data-driven recommendations.
- Measure the impact of coaching, assessments, and team effectiveness initiatives.
- Stay current on leadership and organizational development best practices to continuously enhance consulting outcomes.
What You'll Bring- Bachelor's degree in Business, Human Resources, Organizational Development, or a related field and 6 years of experience in talent management, organizational development, leadership consulting, executive coaching, or a related area.
- Equivalent combinations of education and experience totaling 10 years will be considered.
- Experience with leadership assessments, coaching frameworks, and organizational effectiveness strategies.
- Strong facilitation, consulting, and relationship-building skills.
- Ability to analyze complex information and translate it into actionable business insights.
- Coaching certification or assessment training required; ICF certification preferred.
Major Accountabilities- Partners with HR Business Partners and senior leaders to diagnose leadership, team, and organizational effectiveness needs. Provides strategic recommendations grounded in assessment data, behavioral science, and business context. Produces insights and executive-ready analysis to inform talent decisions, succession readiness, and leadership effectiveness strategies.
- Develops deep understanding of business strategy, operating challenges, and competitive dynamics to tailor leadership and team interventions. Applies systems thinking to identify root causes of performance barriers and designs targeted consulting solutions aligned with business priorities.
- Leads implementation, interpretation, and integration of leadership assessments (e.g., 360 feedback, psychometrics, potential frameworks). Delivers executive-level debriefs and translates data into actionable development plans. Ensures responsible and ethical use of assessment data in alignment with professional standards and organizational guidelines.
- Provides one-on-one coaching to senior leaders and high-potential talent to accelerate readiness, effectiveness, and behavioral growth. Supports leaders navigating transitions, scale, transformation, or team performance challenges. Tracks coaching outcomes and ensures measurable impact.
- Designs and facilitates team interventions, offsites, and leadership workshops to strengthen alignment, trust, accountability, and decision-making. Utilizes qualitative and quantitative data to diagnose team dynamics and implement targeted improvement strategies.
- Stays current on leadership research, assessment methodologies, and organizational effectiveness trends. Benchmarks practice against industry standards and incorporates evidence-based approaches to continuously elevate consulting quality and impact.
- Defines success metrics for coaching engagements, team interventions, and assessment initiatives. Partners with HR and business leaders to evaluate behavioral shifts, engagement indicators, succession readiness, and leadership capability growth.
- Collaborates with Talent Management, Learning & Development, HRBPs, and business leaders to integrate assessment insights into succession planning, development planning, and performance discussions. Contributes to enterprise talent strategy while maintaining primary focus on advisory execution.
- Contributes to the refinement of leadership frameworks, consulting tools, facilitation methodologies, and coaching resources. Identifies opportunities to improve talent advisory effectiveness and scale impact across the organization.
Hybrid: Employees in hybrid roles work both in their home offices (virtually) and alongside their colleagues (in person).
In order for employees to build strong relationships and to promote meaningful in-person interactions, hybrid employees are expected to work about 40% of their time in-person at an APS or other (non-home office) location.
- Employees are expected to reside in Arizona (or New Mexico for Four Corners-based employees).
- Working from a home office requires adequate technology and an appropriate ergonomic set up.
- Role types are subject to change based on business need.
