Job Description
The ICF HR Consulting (HRC) function is evolving how it builds and executes talent management strategies that strengthen leadership capability and support a growth-oriented business model. Technology enabled succession planning, leadership pipeline development, and enterprise-wide talent planning approaches enable our ability to develop and deploy talent intentionally to meet the needs of a growing enterprise. Achieving this future state requires collaborative partnerships and agility, coupled with an ability to scale through data, AI and consistent ways of working.
This role is designed to bridge strategy and execution, ensuring HRC’s Talent Management strategy is tightly aligned with ICF’s People Strategy and business goals & priorities. In this role, you will have two key areas of responsibility as a member of the HRC function:
- Provide day-to-day leadership support to Operating Group executives and their organization’s people initiatives. You are the HR Consulting entry-point for the executive leadership team, and will work with HR colleagues such as HRBPs, People Relations, and within the other HR functions to tackle HR matters & initiatives.
- Support the development of and implement enterprise-level strategic talent initiatives that enable ICF to scale, operate more efficiently, and deliver repeatable impact.
This position will report into the Vice President, HR Consulting, and plays a critical role enabling ICF to:
- Translate ICF’s People Strategy & Talent Management Strategy into coordinated, actionable talent initiatives.
- Operationalize organizational design-oriented solutions to drive an efficient programmatic approach to shaping roles, teams and organizational structures of the future.
- Embed data, analytics, and AI into how talent decisions are made and track & evaluate programmatic progress.
- Partner on succession planning to build a strong bench for key roles and a leadership pipeline.
- Drive HR strategies to develop and retain top talent.
- Leverage technology and data analytics to optimize HR processes and enhance decision-making.
- Collaborate cross-functionally to create a culture of continuous improvement and innovation.
Key Responsibilities
- Serve as the dedicated partner and in an executive coaching capacity to internal business leaders - working closely together to achieve talent-related objectives, evolve organizational design, and increase employee engagement.
- Partner with Talent Acquisition Partners and hiring managers to understand staffing needs and provide input on hiring requirements and identify internal candidates for leadership roles.
- Help build and execute talent management strategies to strengthen leadership capability and support a focused, growth-oriented business model through initiatives focused on succession planning, leadership pipeline development, and workforce design & planning – all rooted in technology to scale for growth.
- Support the build and maintenance of succession plans, identifying development needs for key roles and future leaders. Support the development of, and track development initiatives and effectiveness, using data to continuously refine programs and development efforts.
- Utilize HRC’s talent management technology and data analytics tools & processes to provide insights into people metrics and trends, enabling informed decision-making. Advance the use of data, analytics, and AI to improve decision-making, increase leverage, and modernize Talent Management processes. Translate workforce insights into actionable recommendations while using digital tools to enhance efficiency, enable self-service, and support a human + AI operating model.
- Determine how to integrate AI, automation, and enabling technologies into talent practices - evaluate, pilot, and scale AI-enabled talent management solutions that improve decision-making, program effectiveness, and operational efficiency.
- Collaborate on talent development efforts across the enterprise and often with HRBPs, People Relations, Compensation, Executive Recruiting, Organization Effectiveness, and Legal teams.
Basic Requirements:
- Bachelor's degree in Human Resources, Organizational Development, Business, Industrial/Organizational Psychology, or related field.
- 8+ years of progressive HR, Talent Management, Organizational Development, Leadership Development, or HR Business Partner experience.
- 3+ years partnering directly with senior leaders (Director, VP, or equivalent).
What You Will BringWithYou:
- Experience facilitating talent reviews and succession planning processes.
- Experience using workforce analytics and talent data to drive decision-making.
- Experience leading enterprise-wide talent initiatives across multiple business groups.
- Strong business acumen and knowledge of the Federal workspace.
- Exemplary relationship builder, solutions oriented, and natural ability to drive business outcomes.
What We Would Like YouToBringWithYou:
- Master's degree in HR, Organizational Psychology, Business Administration, Leadership, or related discipline.
- SHRM-SCP, SPHR, or comparable certification.
- 10+ years of Human Resources experience.
- Experience within professional services, consulting, technology, federal contracting, or matrixed global organizations.
- Experience with HR technology platforms supporting talent management and succession planning.
- Experience supporting organizational design and change management initiatives.
Professional Skills:
- Strong change management capability, including building compelling investment cases, shaping change plans, managing impacts, and driving adoption.
- Experience applying AI and digital tools within HR, using insights, technology, and emerging trends to improve scalability.
- Demonstrated success working cross-functionally throughout complex organizations to align HR strategies with business objectives.
- Ability to lead through ambiguity, shape recommendations, influence stakeholders, drive consensus, make sound judgements and adapt style & approach to maintain strong relationships at all levels.
- Possess a continuous improvement mindset.
- Comfortable leading in a dynamic & evolving environment.
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Working at ICF
ICF is a global advisory and technology services provider, but we’re not your typical consultants. We combine unmatched expertise with cutting-edge technology to help clients solve their most complex challenges, navigate change, and shape the future.
We can only solve the world's toughest challenges by building a workplace that allows everyone to thrive. We are an equal opportunity employer.Together, our employees are empowered to share theirexpertiseand collaborate with others to achieve personal and professional goals. For more information, please read our EEOpolicy.
We will consider for employment qualified applicants with arrest and conviction records.
Reasonable Accommodations are available, including, but not limited to, for disabled veterans, individuals with disabilities, and individuals withsincerely heldreligious beliefs, in all phases of the application and employment process. To requestan accommodation,please email and we will be happy toassist. All information you provide will be kept confidential and will be used only to the extentrequiredto provide needed reasonable accommodations.
Read more about workplace discrimination rightsor our benefit offerings which are included in the Transparency in (Benefits) CoverageAct.
Candidate AI Usage Policy
At ICF, we are committed to ensuring a fair interview process for all candidates based on their own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) tools to generate orassistwith responses during interviews (whether in-person or virtual) is notpermitted. This policy is in place tomaintainthe integrity and authenticity of the interview process.
However, we understand that some candidates may require accommodation that involves the use of AI. Ifsuch anaccommodation is needed, candidates are instructed to contact us in advance at . Weare dedicated to providingthe necessary support to ensure that all candidates have an equal opportunity to succeed.
Pay Range - There are multiple factors that are considered in determining final pay for a position, including, but not limited to, relevant work experience, skills, certifications and competencies that align to the specified role, geographic location, education and certifications as well as contract provisions regarding labor categories that are specific to the position.
The pay range for this position based on full-time employment is:
$98,614.00 - $167,644.00Nationwide Remote Office (US99)Originally posted on Himalayas
