The Talent Development Consultant is responsible for delivering broad-scale, population-level talent strategies and practices that will have the greatest strategic impact.

The Consultant will collaborate closely with our People Strategy (HR business partner) team to build and develop the leadership bench for key roles at DFCI using proven, best practice approaches, adapted to our organization and its mission.  This includes design and execution of talent programs that address the workforce capabilities, skills and competencies needed to attain current and future goals of the business.

The Consultant will also implement talent development programs, practices, and initiatives that enhance the skills, experience, and performance of top talent in various domains via talent assessment, succession and coaching.

The role must build effective relationships and collaborate across the talent management team, greater HR and with various departments to identify organizational talent needs, design and deliver programs, and measure effectiveness. The successful candidate will be a strategic thinker with a passion for talent management and a track record of driving human capital development within organizations.

This role reports to the Manager of Talent Practices.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

Talent Practices

• Implement organization-wide talent assessment and succession planning processes for leadership and senior management. Identify critical talent gaps, develop succession pipelines, and implement workforce planning strategies. Execute effective strategies for the development and mobility of high potentials and successors, providing guidance to the Leadership & Manager Development team on common development needs.
• Utilize data and analytics to measure the effectiveness of talent management initiatives. Make data-driven recommendations, identify trends, and address talent gaps and development needs proactively.
• Administer the organization-wide coaching and mentoring programs that deliver measurable impact to the development of high potentials and successors.
• Support or contribute to the creation, management, and continuous evolution of career development solutions that foster engagement and retention

Support People Strategy Partners:

• Develop training and related support materials to enable People Strategy Partners to deliver relevant talent practice solutions to their clients
• Provide consulting to People Strategy Partners for how to address specific client challenges related to talent practice solutions

Needs Analysis:

• Conduct regular assessments to evaluate current talent development initiatives for relevance and effectiveness and identify areas for improvement.
• Gather insights from People Strategy team on organizational issues and challenges that suggest a talent development-based solution. Assess the effectiveness of talent programs and services on this basis.

Program Design and Delivery:

• Implement comprehensive talent development programs that appropriately balance experiential learning through job assignments and mobility, mentoring and relationships, and formal learning experiences.
• Work with DFCI Learning team to create engaging and effective learning materials, workshops, and e-learning modules to support programs or serve as standalone content.
• Deliver program sessions to employees that reflect audience segmentation, modality, materials, and success measures -- ensuring content relevance and engagement.

Performance Evaluation:

• Propose and monitor metrics or key performance indicators (KPIs) to measure the effectiveness of talent development programs.
• Analyze training data and feedback to make continuous improvements to the programs.

Collaboration and Partnership:

• Establish strong cross-functional relationships with internal stakeholders to ensure alignment with Institute goals and objectives.
• Collaborate with external training providers, educational institutions, and professional organizations to leverage resources and expertise.

Compliance and Quality Assurance:

• Ensure all talent development initiatives comply with relevant laws and regulations and are in alignment with DFCI’s values and policies.
• Maintain the highest quality standards for training materials and delivery.

• Bachelor’s degree in human resources, organizational development, education, or related field (Master's degree preferred).
• Minimum of three years of experience in talent development, organizational development, or a related field.
• Certified Professional in Talent Development (CPTD) or similar certifications a plus.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

• Proven track record in designing and implementing successful talent development programs.
• Strong knowledge of adult learning principles, instructional design, and training methodologies.
• Excellent communication and presentation skills.
• Ability to manage multiple projects and initiatives simultaneously.
• Exceptional analytical and problem-solving abilities, using data to drive talent management decisions.
• Strong project management skills, managing multiple initiatives and priorities simultaneously.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong.  As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff.  Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other characteristics protected by law.

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