Talent Management Performance Consultant

Talent Management
Designs, implements, monitors and supports staff development and career planning strategies, procedures and initiatives.

Key Responsibilities and Duties

• Determining external clients' T&D needs and helping them achieve their objectives.
• Designing staff development and career planning programs, and ensuring senior managers and Training and Development (T&D) staff understand the purposes and methods of these programs.
• Monitoring and analyzing T&D practices and processes to determine their efficiency and effectiveness; recommending areas of improvement to achieve and deliver higher quality services.
• Maintaining effective internal communications between business unit managers and T&D staff to discuss the changes that will impact T&D design, development or program delivery.

Qualifications

• 5 Years Required; 7 Years Preferred

• University (Degree), Preferred

Physical Requirements

• Physical Requirements: Sedentary Work

Career Level
8IC
Requirements:

The ideal candidate will have a strong background in implementing and managing the performance cycle to include goal setting, talent assessment, succession planning and performance reviews including self-assessments for an organization of at least 1,000 employees.

The ideal candidate will understand various organizational performance systems including change management and overall training of the organization to effectively use the performance system. The individual should understand the pros and cons of different methodologies for evaluating performance.

The ideal candidate will have conducted succession planning at the executive level and have experience implementing succession planning practices and systems for at least four down from the CEO. Similarly, the individual should have experience conducting talent assessment evaluations at all levels of the organization.

Strong Excel and PowerPoint skills required.

Req Benefits:

EverBank is committed to the well-being of its associates. That's why we offer a comprehensive Total Rewards package commensurate with the position and job-related qualifications, skills and knowledge. EverBank strives to pay wages competitive with those prevailing in our geographic areas and industry.

EverBank's Total Rewards package includes superior benefits such as, health, wellness and work life offerings that can help you achieve and maintain your best possible physical, emotional and financial well-being. To obtain general information about benefits offered at EverBank, please review our Benefits Summary.

EverBank prohibits pay discrimination on the basis of any protected characteristic.

Additional Details :

EverBank provides nationwide banking services to consumer and commercial clients through a variety of channels, including online and mobile applications, as well as its Florida-based financial centers.

EverBank, N.A. is an equal opportunity (EEO) employer, dedicated to maintaining a work environment free of bias, harassment, discrimination and retaliation. As an EEO employer, EverBank expressly prohibits discrimination, harassment and retaliation based on protected characteristics such as race, creed, ethnicity, color, age, religion, sex, sex stereotype, pregnancy, sexual orientation, gender, gender identity, gender expression, transgender status, marital status, national origin, ancestry, physical or mental disability, genetic history and information, or military or veteran status. Providing a safe, inclusive environment is a priority at EverBank and, consistent with that mission, EverBank considers all qualified applicants for employment regardless of protected status.

We will not discharge or in any other manner discriminate against associates or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another associate or applicant. However, associates who have access to the compensation information of other associates or applicants as a part of their essential job functions cannot disclose the pay of other associates or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by us, or (c) consistent with our legal duty to furnish information.