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Sr. Talent Consultant

Overview of the Position

As the Organizational Effectiveness & Strategic Programs Consultant, you will be an integral part of our expanding global Talent Team. You will design and execute a wide range of engaging and effective solutions that advance a variety of global initiatives including talent enablement, employee engagement/experience, learning and performance skills development and capability enhancement at all management levels.

In this role you will creating measurable value for the organization, that will transform business priorities into employee-centric systems, processes, programs, and experiences that can be delivered at scale in a sustainable way. You will shape the evolution of core frameworks and define processes with a primary focus on talent enablement across all levels.  You will contribute to stakeholder engagement, continuous improvement efforts and are responsible for collaborating across businesses and functions to recommend data-driven solutions and drive the adoption of new processes and solutions.

The Org Effectiveness & Strategic Programs Consultant is an individual contributor role.

What will be my duties and responsibilities in this job?  

Develop enterprise-wide learning, talent enablement and change solutions.

  • Support the delivery of strategic enterprise and client initiatives that are medium to high complexity, can be LOB or department specific or span multiple LOB’s and/or geographies.
  • Provide learning and change management consultation, needs assessment, recommendations for coaching and talent enablement solutions that are scalable and sustainable.
  • Own the development and implementation of several elements of our talent and management capability framework, including coaching and assessment tools strategy and trend/utilization analysis.
  • Lead the end-to-end talent enablement, engagement and learning or change deliverables for assigned projects by consulting with internal stakeholders, conducting needs analysis, designing materials/partnering with internal and external stakeholders globally.

Strategic Partnerships & Relationship Management

  • Consult with Executive People Business Partners, People Business Partners, subject matter experts, and key stakeholders across all levels of the organization including the executive level, to gather needed inputs on current and future priorities for leader development to inform the help, support, and guidance needed to increase the effectiveness of tools, programs and offerings.
  • Build a deep understanding of the business (where we are, where we are headed, strengths and challenges) and strong business relationships so that we are best positioned to diagnose current and anticipate future needs.
  • Co-lead the development and implementation of a Coaching and Assessments strategy, define needs assessment, intake process and engagement tracking that integrates across other Talent Management solutions.
  • Serve as a subject matter expert for programs and problem-solve any advanced issues.
  • Partner with internal teams to standardize and improve sourcing and vendor management experience for key stakeholders.
  • Manage vendor partnerships, including intake process, management of invoice processes, coordination of coaching and assessment-related relationships.

Project & Program Management

  • Lead all aspects of project management for medium to large-scale initiatives with various levels of complexity.
  • Proactively keep key stakeholders informed of plans and progress, and people managers informed of what solutions are available.
  • Develop detailed project plans, and track deliverables to ensure quality goals and timelines are met.
  • Consult the team on progress updates and contribute to the improvement of project management practices within the team.
  • Provide coaching and mentorship to consultants to encourage the adoption of department-specific and other best practices.

Solution Design, Development and Implementation

  • Own the design and build (or procurement of) and implementation of fit-for-purpose, cost-effective, sustainable solutions, leveraging a digital-first approach when appropriate.
  • Assess the efficacy of solutions by defining and tracking how to impact and outcomes will be measured, continuously improving programs and processes to increase value over time.
  • Develop plans and a comprehensive approach to support change management and drive the adoption of behaviors needed for each recommendation to have a measurable impact.
  • Conduct focus groups, socialize data-backed recommendation and gain input from internal teams to standardize and improve.
  • Engage former learnings and insights from feedback delivered to shape/refine content/approach as needed.

Research (internal and external) & Data/Trend Analysis

  • Keep up to date on best practices, industry, and digital trends as it relates to manager and professional development and facilitation techniques and work across the Talent Function to ensure we develop high-quality learning programs and solutions.
  • Develop the solutions and strategy for solving critical needs within an area of specialty or business.
  • Conduct regular research to stay current on existing and emerging talent enablement and employee engagement strategies.
  • Design and lead focus groups or interviews to collect information and insight.
  • Leverage internal feedback solutions (Peakon) and systems to identify opportunities to take action and make data-backed recommendations. Build dashboard and visuals to represent findings and illustrate the impact of trend analysis.


  • Facilitate live learning (virtual or in-person; DiSC Sessions, Team Assimilations, etc.) and generate a productive environment for all learners to share practice and network up to and including executive-level leaders.
  • Display role-model behavior for facilitation, enabling people managers to facilitate learning experiences within peer groups and for their teams.
  • Demonstrate expert presentation, time-management, and organizational skills when leading events, allowing participants to focus on their learning.


  • Create executive-ready presentations and develop enterprise or targeted communications as appropriate for each audience, working in partnership with Global Communications teams as applicable.
  • Create job aids for various stakeholders for various systems, executing policies and programs.
  • Facilitate training sessions, workshops, and team meetings, along with managing complex logistics.

What are the requirements needed for this position?  

  • 7 years working in a global organizational effectiveness/development, Learning & Development, Talent or Human Resources function.
  • 5+ years’ experience leading employee-centric programs and projects, with a focus on Coaching & Assessment strategy implementation (design and facilitation)
  • 3+ years’ experience in the development of enterprise-wide solutions and led the implementation of new programs, systems or scalable processes manager pipeline and manager onboarding programs
  • Working for a Global, Fortune 500 company across different time zones and different languages in a consultative partner role
  • Designed learning and talent enablement solutions across multiple modalities (VILT, group coaching, focus groups, web-based, self-paced asynchronous, video, audio, etc.)
  • Internal coaching and mentoring of people managers, leaders, and team members.

What other skills/experience would be helpful to have?  

  • Experienced delivering learning content, training, readiness material, and group facilitation.
  • Working in a fast-paced organization within the technology, mobile, or financial services sectors
  • Familiarity with Workday LMS
  • Use of Zoom and MS Teams, and tools to facilitate virtual classrooms.
  • Experience building and utilizing Sharepoint sites and automated workflows.
  • 7 years of experience consulting on, designing, and delivering functional, client, change, and transformation learning and change solutions

How much should I expect to travel?  
Potentially up to 15%  

At Assurant, we celebrate the differences that make us who we are. By assembling extraordinary teams from a variety of races, religions, sexual orientations, gender identities, ages, experiences, and abilities, we’re able to better reflect the global communities where we live and work. By working to remove barriers, we ensure equity for everyone. The pursuit of inclusion rests with each of us. Because it’s only by listening to and representing the unique voices of every individual that we can innovate for all.

For further information about Assurant, please visit our website:

Any posted pay range considers a wide range of compensation factors, including candidate background, experience, and work location, while also allowing for salary growth within the position.

Helping People Thrive in a Connected World
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For U.S. benefit information, visit For benefit information outside the U.S., please speak with your recruiter.

What’s the culture like at Assurant?
Our unique culture is a big reason why talented people choose Assurant. Named a Best/Great Place to Work in 13 countries and awarded the Fortune America’s Most Innovative Companies recognition in 2023, we bring together top talent around the world. Although we have a wide variety of skills and experiences, we share common characteristics that are uniquely Assurant. A passion for service. An ability to innovate in practical ways. And a willingness to take chances. We call our culture The Assurant Way.

Company Overview
Assurant is a leading global business services company that supports, protects, and connects major consumer purchases. A Fortune 500 company with a presence in 21 countries, Assurant supports the advancement of the connected world by partnering with the world’s leading brands to develop innovative solutions and deliver an enhanced customer experience through mobile device solutions, extended service contracts, vehicle protection services, renters insurance, lender-placed insurance products, and other specialty products.

Equal Opportunity Statement
Assurant is an Equal Employment Opportunity employer and does not use or consider race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by federal, state, or local law in employment decisions.

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