Provides strategic leadership and direction for the analysis, design, development, implementation, coordination and evaluation of talent management initiatives and programs to enhance performance, productivity, and colleague engagement levels and to develop the capabilities and capacities of the healthcare workforce to meet current and future demands.  Develops and implements comprehensive talent management strategies which align with Memorial Health’s strategic direction.  Serves as a member of the HR Operations Management Team (OMT), partnering with CHRO, HR and system leadership to understand talent assessment and development needs, effectively tailoring solutions to drive impact.  Exhibits behaviors that model for change and sets tone to sustain change management efforts to drive organization forward. 

Education:

• Bachelor’s degree in human resources, business administration, healthcare administration or related field is required.
• Master’s degree in Organization Development, Business Administration, Human Resources or related field is preferred.

Licensure/Certification/Registry:

• Associate Certified Coach through International Coaching Federation preferred.

Experience:

• Minimum of five (5) years of demonstrated leadership experience required.
• Minimum of five (5) years consulting experience in talent management or organization development.

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.
• Organization Awareness: Ability to understand and learn the formal and informal decision-making structures and power relationships in an organization or industry, including the ability to identify who the real decision makers are and the individuals who can influence them, and to predict how new events will affect individuals and groups within the organization.  
• Strategic Orientation: Ability to consider the business, demographic, ethno-cultural, and regulatory implications of decisions and develop strategies that continually improve the long-term success and viability of the organization.
• 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. Build and maintain a cohesive team. Provides leadership, direction and operational support for all members of assigned colleagues including onboarding of new colleagues, monthly updates, triaging of work, appropriate staffing levels expectations setting, resource allocation and follow through of assignments. Interprets polices, objectives and operational procedures and represents them in a positive manner. 

2. Coaches and develops Talent Management team to their fullest potential, providing educational and developmental opportunities as needed. Equips colleagues to fully utilize the time, talent, technology, and resources available to them to ensure maximum effectiveness and efficiency. Annually evaluates the performance of colleagues. 

3. Provides strategic direction and leadership for Leadership Development programs throughout the organization. Leads the talent management consultants in the analysis, development, delivery, implementation, and continual evaluation of high impact leadership programs, ensuring they are innovative and experience-driven to improve depth, quality and engagement of leaders across the organization and the community to help meet current and future workforce demands, and support the strategies and business goals of the health system. 

4. Provides leadership for Memorial Health’s formal coaching program. Ensures all coaches serving within the coaching program are properly credentialed and maintain certification and skills through continual education, mentor coaching and coaching supervision. Collaborate with Senior, System and department leadership to identify coaching needs at the System, department and individual levels, in order to plan, develop, deliver and evaluate coaching programs and initiatives. 

5. Provides strategic direction for defining scope, program design and process for the organization’s performance management process, including goal setting, performance reviews, and feedback mechanisms to drive accountability and continuous improvement.; leads the talent management consultants in program execution and ensuring it is effective, fair, and aligned with business objectives. 

6. Provides strategic direction and operational leadership for the design and implementation of initiatives which strengthen our organizational culture, ensuring it reflects MH values and supports business goals. Create and implement engagement strategies to enhance employee satisfaction and commitment, utilizing surveys, feedback mechanisms, and focus groups to assess needs and areas for improvement. Develop and oversee employee recognition programs that celebrate achievements, contributions, and milestones, reinforcing a culture of appreciation. 

7. Partners with and advises the Senior Leadership team in support of the design, development, execution and evaluation of strategic leadership retreats and/or working sessions. Creates and maintains a productive and safe environment in which participants with diverse styles and culture can engage in interactions that stay focused on achieving the goal; effectively guides groups through conflict, consciously takes action to prevent, detect and resolve dysfunctional behavior, uses multiple techniques for engaging a group, problem solving, decision-making, promoting creativity and raising energy. 

8. Provides leadership and direction to ensure continual evaluation of the effectiveness of all programs, offerings and services provided by the Talent Management team; guides consulting team to understand feedback, data and utilization to make continuous improvement and adjustments as appropriate to ensure TM services remain relevant and effective for the organization. Provides consistent reporting and analysis of metrics to Senior Leadership Team to ensure understanding of utilization, impact, and return on investment of TM programs and services. 

9. Develops and manages large and small-scale integration projects. Exercises good project management discipline and rigor in managing tasks, deliverables and needed resources. Completes projects within prescribed timeline and budget. Ensures all scope changes are evaluated, communicated and approved by the appropriate parties prior to implementation. Evaluates implementations and adjusts accordingly. 

10. Develops and enhances strategic partnerships with various external individuals and groups. Develop and enhance relationships with internal and external stakeholders. Participate in collaborative work with key external partners, including but not limited to, SIU Medicine and Springfield Clinic. 

11. Maintains professional growth and development through continuing education, seminars, workshops and professional affiliations.
    
    
12. Performs other related work as required or requested.