Talent Management Consultant - Performance Management

Job Family

Talent Management & Learning

Job Description Summary

The Talent Management Consultant will have primary accountability and ownership for the Performance Management process, owning the program end to end, from strategy and process through execution and day-to-day support. The Talent Management Consultant will support the Talent Management objective to shape and deliver an integrated talent management approach focused on building leadership capability, strengthening succession pipelines, and driving a high-performance culture. They will partner with senior leaders, HR Business Partners, and HR Centers of Excellence to connect succession planning, talent reviews, leadership development, performance management, and goal setting with broader business priorities. Through thoughtful consultation, talent insights, and continuous improvement, this role helps leaders identify and develop critical talent, prepare for leadership transitions, and build organizational capability for the future.

Job Description

Responsibilities

• Deliver and continuously improve performance management processes that promote consistency, equity, continuous feedback, and a culture of high performance.
• Partner with HR Business Partners and senior leaders to support the elements of the performance management process, including effective goal setting and performance reviews.
• Enable leaders and managers with tools, insights, and capability-building support to conduct effective performance, development, and goal-setting conversations.
• Develop and provide talent insights, reports, and dashboards that support decision-making, highlight risks, and inform leadership discussions.
• Support enterprise goal-setting alignment efforts, helping ensure individual and team goals connect to broader business objectives and measurable outcomes.
• Analyze organizational data to understand talent trends, pipeline health, and  organizational risks.  Drive action from insights.
•  Partner across HR and Communications to support onboarding and leader transitions, ensuring continuity of leadership and culture for senior-level roles.
• Serve as a thought partner to HR leadership by contributing insights, recommendations, and best practices to enterprise talent initiatives.
• Contribute to the design and ongoing governance around the integration of talent practices, helping integrate succession, leadership development, and performance insights into a cohesive enterprise ecosystem.
• Collaborate across HR Centers of Excellence to align talent programs, share best practices, and deliver a cohesive, enterprise-wide talent experience. 
• Serve as a talent liaison to aligned HRBP team/area of business.  Serve as a trusted advisor, maintain a deep understanding of business priorities, and serve a critical driver of the feedback loop related to talent topics.

Qualifications

• Bachelor’s degree in human resources, business, psychology, or related field
• Five years of experience in talent management, organizational effectiveness or HR consulting, including succession planning, performance management, and leadership development
• Ability to consult and influence senior leaders through data-driven insights and sound judgment
• Strong facilitation, change management, and project leadership skills
• Deep commitment to confidentiality, integrity, and inclusivity in all aspects of work
• Proficiency using MS Office (Excel, PowerPoint, Word)

Preferred Qualifications

• Strong analytical skills with the ability to translate talent data into actionable insights and business recommendations
• Experience operating within a complex, matrixed, and preferably global organization, managing multiple stakeholders and competing priorities
• Proficiency in applying AI and emerging technologies to improve talent outcomes, streamline workflows, and support data-driven decision making

Working Conditions

• Office environment
• Occasional travel to consult and partner with leadership

Compensation

The Salary for this position generally ranges between $105,000 - $130,000 annually. Please note that the salary range is a good faith estimate for this position and actual starting pay is determined by several factors including qualifications, experience, geography, work location designation (in-office, hybrid, remote) and operational needs. Salary may vary above and below the stated amounts, as permitted by applicable law.

Additionally, this position is typically eligible for an Annual Bonus based on the Company Bonus Plan/Individual Performance and is at the Company’s discretion. 

Applicants must possess legal authorization to work for our company in the U.S. without the need for immigration, sponsorship or otherwise serving as an employer of record for immigration employment purposes. At this time, this role is not eligible for immigration-related employment authorization sponsorship.

This is a hybrid position requiring three days in office per week in one of our Philadelphia hub location.  Relocation assistance will not be provided for this position.

Disclaimer:
Beware of fake job offers!

We’ve been alerted to scammers impersonating Transamerica recruiters, particularly for remote positions. Please note:

• We will never request personal information such as ID or payment for equipment upfront.
• Official offers are sent via DocuSign following a verbal offer—not through text or email.

This job description is not a contract of employment nor for any specific job responsibilities. The Company may change, add to, remove, or revoke the terms of this job description at its discretion. Managers may assign other duties and responsibilities as needed. In the event an employee or applicant requests or requires an accommodation to perform job functions, the applicable HR Business Partner should be contacted to evaluate the accommodation request.

What We Offer  

For eligible employees, we offer a comprehensive benefits package designed to support both the personal and financial well-being of our employees. 

Compensation Benefits 

• Competitive Pay 

• Bonus for Eligible Employees 

Benefits Package 

• Pension Plan 

• 401k Match

• Employee Stock Purchase Plan

• Tuition Reimbursement

• Disability Insurance

• Medical Insurance

• Dental Insurance

• Vision Insurance

• Employee Discounts

• Career Training & Development Opportunities

Health and Work/Life Balance Benefits 

• Paid Time Off starting at 160 hours annually for employees in their first year of service.

• Ten (10) paid holidays per year (typically mirroring the New York Stock Exchange (NYSE) holidays).

• Be Well Company holistic wellness program, which includes Wellness Coaching and Reward Dollars 

• Parental Leave – fifteen (15) days of paid parental leave per calendar year to eligible employees with at least one year of service at the time of birth, placement of an adopted child, or placement of a foster care child.

• Adoption Assistance

• Employee Assistance Program

• Back-Up Care Program

• PTO for Volunteer Hours

• Employee Matching Gifts Program

• Employee Resource Groups

• Inclusion and Diversity Programs

• Employee Recognition Program

• Referral Bonus Programs

Inclusion & Diversity  

We believe our commitment to diversity and inclusion creates a work environment filled with exceptional individuals. We’re thrilled to have been recognized for our efforts through the Human Rights Campaign Corporate Equality Index, Dave Thomas Adoption Friendly Advocate, and several Seramount lists, including the Inclusion Index, 100 Best Companies for Working Parents, Best Companies for Dads, and Top 75 Companies for Executive Women. 

To foster a culture of inclusivity throughout our workforce, workplace, and marketplace, Transamerica offers a wide range of diversity and inclusion programs. This includes our company-sponsored, employee-driven Employee Resource Groups (ERGs), which are formed around a shared interest or a common characteristic of diversity. ERGs are open to all employees. They provide a supportive environment to help us better appreciate our similarities and differences and understand how they benefit us all. 

Giving Back  

We believe our responsibilities extend beyond our corporate walls. That's why we created the Aegon Transamerica Foundation in 1994. Through a mix of financial grants and the volunteer efforts of our employees, the foundation supports nonprofit organizations focused on the things that matter most to our people in the communities where we live and work.     

Transamerica’s Parent Company  

Aegon acquired the Transamerica business in 1999. Since its start in 1844, Aegon has  grown into an international company serving more than 23.9 million people across the globe.* It offers investment, protection, and retirement solutions, always with a clear purpose: Helping people live their best lives. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion and diversity.   

* As of December 31, 2023