Talent Consultant, Tax

Role Purpose

The Talent Consultant supports business leaders, employees, and the Talent function by contributing to the execution of talent strategies that enable organizational priorities. Working closely with cross-functional teams and Centres of Excellence (CoEs), this role provides analytical support, assists in key talent processes and projects, and helps implement programs that enhance employee experience, capability, and organizational effectiveness. The Talent Consultant typically will provide consulting and coaching to leaders and employees of less complex groups.

The Talent Consultant will partner closely with the Tax Service Line

Key Responsibilities

1. Talent Partnering Support

• Partner with business leaders on talent components of business strategy, using data and insights to enable high‑quality talent decisions.
• Lead global, regional, and local talent programs and initiatives in alignment with business needs and the firm’s talent strategy.
• Drive and support annual talent processes—including compensation, performance management, and promotions—ensuring consistency and fairness.
• Serve as the primary HR contact for assigned business leaders, advising on organizational changes such as restructuring, mergers and acquisitions, and transformation efforts.
• Provide coaching to leaders on team dynamics, leadership effectiveness, and organizational culture.
• Champion inclusion, diversity, belonging, and wellbeing initiatives.

2. Talent Management & Development

• Lead and facilitate talent reviews, leadership development, and succession planning.
• Analyze engagement and talent data to identify trends and develop actionable strategies.
• Partner with CoEs (such as Organization Effectiveness, Learning, Rewards) to align talent strategies with business needs.

3. Workforce Planning & Operations

• Provide insights on workforce trends, attrition, and capability/skill gaps.
• Oversee workforce planning, strategic hiring, and headcount forecasting.
• Collaborate with Finance and business leaders on workforce modeling.
• Support job evaluations, internal secondments, mobility, and workforce transitions.
• Partner with CoEs (such as HR Enablement) to ensure accurate execution of workforce changes.

4. Project & Program Coordination

• Manage and implement talent‑related initiatives with measurable impact.
• Lead and support cross‑functional project teams.
• Apply effective change‑management strategies.

Skills & Capabilities

• Strong analytical thinking and problem-solving capabilities, coupled with a consultative approach to partnering with the business
• Demonstrated business acumen, with a strong understanding of organizational priorities and drivers
• Proven ability to translate business strategy into actionable and impactful talent initiatives
• Proficiency in workforce planning tools, analytics, and reporting to support data-driven decision-making
• Strong influencing and stakeholder management skills, with the ability to effectively advise and challenge senior leadership
• Experience in facilitating discussions, leading projects, and supporting organizational change initiatives
• Collaborative team player with the ability to operate independently, demonstrate ownership, and navigate ambiguity effectively
• Ability to mentor, coach, and support the development of more junior team members.
• Strong technology acumen with an interest in AI and digital tools.

Qualifications

• Minimum of 5–7 years of relevant experience in an HR Business Partner role, ppreferably within a large, fast-paced professional services, consulting, or legal environment.
• Demonstrated hands-on expertise in core HR processes and practices, supported by a solid understanding of HR legislation and its application in practice.
• Strong organizational skills with attention to detail and data accuracy.
• Demonstrated ability to learn quickly and apply feedback.
• Professional competency in English; French bilingualism is considered an asset.
• Experience working in a professional services environment is an asset.
• CHRP/CHRL designation (or progress toward) is an asset.
• Strong stakeholder communication and relationship‑building skills.

EY reports salary ranges in accordance with applicable provincial pay transparency legislation. Individual salaries within the anticipated salary ranges noted below are determined through a wide variety of factors including but not limited to internal equity, education, relevant experience, knowledge, and applicable skill sets.  

EY | Building a better working world

EY is building a better working world by creating new value for clients, people, society and the planet, while building trust in capital markets.

Enabled by data, AI and advanced technology, EY teams help clients shape the future with confidence and develop answers for the most pressing issues of today and tomorrow.

EY teams work across a full spectrum of services in assurance, consulting, tax, strategy and transactions. Fueled by sector insights, a globally connected, multi-disciplinary network and diverse ecosystem partners, EY teams can provide services in more than 150 countries and territories.

At EY, we use artificial intelligence (AI) tools as one element of our recruitment process to enhance efficiency and improve the candidate experience. While AI supports us in our process, human judgment and decision-making remain integral in our candidate experience. We are committed to the responsible use of AI, and our practices are continuously reviewed and refined to ensure they align with the highest ethical principles and regulatory requirements.

To all recruitment agencies: EY does not accept unsolicited resumes from recruitment agencies. Any resumes submitted without a prior agreement or request from our hiring team will not be considered. EY is not responsible for any fees related to unsolicited resumes.