Talent Strategy and Transformation for Small and Mid-Sized Organizations

We help growing companies build talent practices that improve performance, develop employees, and support better workforce decisions.

Modern Talent Management helps organizations align their talent strategy, improve disconnected processes, define practical technology requirements, and support implementation and adoption.

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Colleagues in conversation, reviewing work together in a warm, collaborative setting.

The Problem

Talent practices become disconnected as companies grow.

Performance management, development, succession, skills, workforce planning, and HR technology are often designed separately. Employees receive inconsistent guidance, leaders spend too much time navigating processes, and HR teams struggle to turn talent data into useful decisions.

Talent practices are disconnected from business priorities.

Processes and technology create more administration than clarity.

Leaders lack consistent evidence for development and workforce decisions.

How We Help

Strategy and stakeholder alignment sits at the center of the work. Five connected areas of implementation build outward from it.

The Center of the Work

Strategy and Stakeholder Alignment

Align business priorities, talent outcomes, decision makers, and measures of success.

Talent Operating Model

Connect performance, development, skills, succession, mobility, and workforce planning.

Employee and Leader Experience

Design practical workflows, decision points, roles, and moments that matter.

Data, AI, and Technology Requirements

Define the information, integrations, controls, AI use cases, and functional requirements needed.

Technology Evaluation and Implementation

Evaluate build, buy, configure, or integrate options and support business-side implementation.

Change, Enablement, and Adoption

Prepare employees, leaders, and HR teams to use and sustain the new practices.

Organizations can engage Modern Talent Management for a focused priority or for a broader talent transformation. The work begins with the organization's business priorities, existing practices, and readiness.

About

Built by a talent practitioner who has done the work.

Allison Prociw is a talent strategy and technology advisor with more than 13 years of experience across performance management, goal setting, talent reviews, succession, employee development, HR technology, and organizational change.

She has led enterprise talent strategies, requirements, and implementations supporting more than 25,000 employees. Her work connects business priorities to practical talent processes, employee and leader experiences, technology decisions, and sustained adoption.

SHRM-CP Senior Talent Management Practitioner, TMI Cornell AI Strategy Google Project Management SHRM People Data and Analytics

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Start With Your Current Talent System

Where is your talent system creating friction?

If your growing organization is redesigning a talent process, evaluating technology, or struggling to align stakeholders around the path forward, we can identify the most valuable place to begin.

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Reach out directly

allison@moderntalentmgmt.com
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Whether you are exploring a single working session or a broader talent transformation, scheduling time or sending a note are both good ways to start.