Associate Talent Management Consultant

Entry professional

Career Explorer · People / Human Resources · Performance Management

IC1 · Associate / JuniorIndividual contributorAssociate / Junior

Standard where business need supports the level

What the role involves

Autonomy: Works with regular guidance
Scope: Tasks and small work packages
Time horizon: Weeks
Expertise and judgement: Applies fundamentals reliably; escalates ambiguity
Expected impact: Produces accurate work with coaching

Expected skills (22)

Grouped as human, professional and technical. Target proficiency uses the P1–P5 scale, and each row says what that level means for that particular skill.

Human (10)

Skill	Importance	Target	What that level looks like
Accountability Personal Effectiveness	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Active listening Communication & Influence	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Collaboration Collaboration & Leadership	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Critical thinking Thinking & Judgment	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Customer empathy Personal Effectiveness	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Learning agility Thinking & Judgment	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Ownership Personal Effectiveness	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Problem solving Thinking & Judgment	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Verbal communication Communication & Influence	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Written communication Communication & Influence	Core	P2	Applies the skill independently in common situations and knows when to escalate.

Professional (11)

Skill	Importance	Target	What that level looks like
Business acumen Business & Strategy	Core	P2	Applies the skill independently in common situations and knows when to escalate.
HR business partnering People & Organization	Core	P2	Applies the skill independently in common situations and knows when to escalate.
Change management People & Organization	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.
Compensation design People & Organization	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.
Employee relations People & Organization	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.
Organization design People & Organization	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.
People analytics People & Organization	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.
Performance management Business & Strategy	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.
Talent acquisition People & Organization	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.
Talent management People & Organization	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.
Workforce planning People & Organization	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.

Technical (1)

Skill	Importance	Target	What that level looks like
SIEM Cybersecurity, Privacy & Trust	Supporting	P2	Applies the skill independently in common situations and knows when to escalate.

Career ladder

Reached from

Talent Management Consultant InternIC0

Next steps

Talent Management ConsultantIC2IC promotion
Move from frequent guidance to independent ownership of standard work; choose appropriate methods and deliver predictable outcomes.

Possible when people-management capability and an organizational need exist; no automatic IC-to-M equivalence.

What changes to advance

Move from frequent guidance to independent ownership of standard work; choose appropriate methods and deliver predictable outcomes.

Source: SHRM BASK; CIPD Profession Map · JF0285-IC1