This role will involve designing, implementing, and overseeing performance management programs that align with our organizational goals. The ideal candidate will collaborate with cross-functional teams to foster a culture of continuous feedback, development, and high performance. Key responsibilities include analyzing performance metrics, facilitating training and development initiatives, and ensuring effective talent identification and succession planning. The successful candidate will possess strong leadership skills, excellent communication abilities, and a deep understanding of best practices in talent management.

Designs, implements, and evaluates talent management initiatives that enhance performance, leadership capabilities, and engagement of the workforce. Serves as consultant to business leaders to assess current practices, identify areas for improvement, and implement solutions that foster a high-performing culture.  Embodies the Memorial Health System values of Safety, Integrity, Quality and Stewardship that support our mission and vision.

Education:

• Bachelor’s degree in business, human resources, organizational development, psychology or organization behavior or related field required.
• Master’s degree in education, organization development, communication, healthcare administration, human development, human resources, organization psychology, or related field preferred.  

Licensure/Certification/Registry:

• Professional human resources certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP preferred.

Experience:

• Minimum of five years of experience in talent management, organization development or workforce development with proven consultative and diagnostic skills.
• High adaptability with a passion for change management, cultural and leadership development within a fast-paced environment

Other Knowledge/Skills/Abilities:

• Change Leadership: Ability to energize stakeholders and sustain their commitment to changes in approaches, processes, and strategies.
• Collaboration: Ability to work cooperatively and inclusively with other individuals and/or teams not formally lead; working together as opposed to working separately or competitively.
• High Impact Relationships: A high-performance culture is built on the foundation of solid relationships with each other. Trusting and being trustworthy, actively listening and fostering mutually respectful working relationships are key drivers of positive colleague, patient and physician experience
• Impact and Influence: Ability to persuade, convince, influence or impress others in order to get them to go along with or to support one’s opinion or position; able to understand others interests and motivations, in order to have a specific impact, effect, or impression on them and/or convince them to take a specific course of action.
• Intellectual Curiosity: Underlying curiosity and desire to know more about things, people, and issues, including the desire for knowledge and staying current with health, organizational, industry, and professional trends and developments. It includes pressing for more precise information; resolving discrepancies by asking a series of questions; and scanning for potential opportunities or information that may be of future use, as well as staying current and seeking best practices for adoption.
• Initiative: Ability to identify a problem, obstacle or opportunity and then take action in light of identification to address current or future problems or opportunities. Initiative emphasizes proactively doing things and no simply thinking about future actions.
• Interpersonal Understanding: Ability to accurately hear and understand the unspoken or partly expressed thoughts, feeling, and concerns of others, especially those who may represent diverse background and very different worldviews.

Talent Development: Ability to build the breadth and depth of the organization’s human capability and professionalism, including supporting top performing people and taking a personal interest in coaching and mentoring high-potential leaders.

1. Serves as an internal consultant to business leaders and human resources team, focusing on improving the capability of the organization at the group and individual level through aligning strategy, talent management, leadership development, culture and performance management processes that support the organization’s mission, vision, strategies and business outcomes.

2. Utilizes various assessment tools to evaluate leadership capabilities, identify gaps and development opportunities, design and deliver effective and engaging leadership development sessions, workshops and coaching interventions focused on leadership competencies.

3. Serves as Subject Matter Expert and facilitator of educational offerings to foster development of leadership capabilities to meet current and future workforce demands. Ensure programs offered are innovative, experiential and will further develop the workforce to equip them with the knowledge, skills and abilities needed to position them for success. 
4. Works closely with business leaders and human resources partners to evaluate and support the talent management needs of the business and create custom interventions aligned with resources/tools that have been developed to increase leader and team effectiveness.

5. Works collaboratively with human resources partners to identify, develop, design, and implement innovative strategies that impact overall colleague engagement and retention, including career development, performance improvement, leadership development and team cohesion.

6. Measure effectiveness of programs by conducting appropriate post implementation evaluations. Analyze and report on key performance indicators and metrics to provide meaningful reports to understand the return on investment, utilization, improvement, impact and opportunities within the organization following completion of talent management programs, interventions and initiatives. Researches and documents the effectiveness of efforts and implements changes to continually improve outcomes and services offered.

7. Develops and maintains an external network of resources to stay current with leadership trends, best practices and emerging technologies in Talent Management to create best in class solutions.

8. Manages large amounts of sensitive, confidential information concerning personnel, financial, strategic, and business information contained in minutes, letters and other documents, as well as through meetings, discussions and interventions. Maintains strict confidentiality concerning all correspondence and job-related activities.

9. Serves as resource person on committees, task forces, meetings and activities to assist the hospital and system achieve strategic objectives.

10. Develops annual individual goals consistent with Memorial Health’s Strategic Plan and Goals and monitors the status of goal achievement utilizing 30 day action plans.

11. Maintains professional affiliations as appropriate. Enhances professional growth and development through participation in education programs, current literature, in-service meetings/ seminars, and workshops.

12. Performs other related work as required or requested.

The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job.  Incumbents may be requested to perform tasks other than those specifically presented in this description.