This job supports Talent Management (TM) programs and initiatives by partnering with TM team members, Human Resources Business Partners (HRBPs), Operational Leaders, and Administrative Stakeholders throughout the system to advance talent strategy programs of the organization. Educates/consults on talent projects in areas such as Employee and Physician Engagement, Performance Management, Onboarding, Workforce Planning and Development, Diversity and Inclusion, Leadership Development, and other organization priorities. Delivers and/or supports orientation initiatives to fully explain the organization’s mission, vision, values, standards of behavior and team member expectations.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential duties.

This job description is a summary of the primary duties and responsibilities of the job and position. It is not intended to be a comprehensive or all-inclusive listing of duties and responsibilities. Contents are subject to change at the company’s discretion
 

Education

Required - Bachelor's degree in Organization Development, Organizational Psychology, Training & Development or related field.

Preferred - Master’s degree.

Work Experience

Required - 5 years of experience in adult training, talent management, org effectiveness and/or in an organizational development, including supporting development programs, using adult learning approaches.

Experience creating effective Talent Management/Organizational Effectiveness (OE)/Learning programs from design to development to deployment; developing and evolving a learning strategy while appropriately utilizing vendors, technology, and methodologies; facilitating adult training and education; serving a complex, multi-site organization; supporting work outcomes in a matrix environment; managing and implementing large projects, preferably with organization-wide impact; conducting presentations for stakeholders; facilitating organizational development and change; and modeling competencies.

Preferred - Experience working with virtual learning platforms, a Learning Management System, and Korn Ferry competency modeling. Experience in healthcare.

 
Certifications

Preferred - Certified Professional in Learning and Performance (CPLP), certification as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR), or SHRM-CP, 360 – degree feedback and/or coaching certification.

 

Knowledge Skills and Abilities (KSAs)

• Highly developed interpersonal, verbal and written communication skills and ability to communicate clearly, concisely, and persuasively.

• Ability to develop a well-rounded program that supports diverse learning styles and an inclusive workforce.

• Problem solving skills and ability to implement large-scale solutions and influence various levels of employees.

• Strong technical aptitude and expertise with Windows-style applications including Microsoft Office Suite.

• Excellent instructional, program design, consultation, presentation, and strategic facilitation skills and ability to be flexible in approach to work and developing learning solutions.

• Advanced training and analytical skills and ability to deliver various training topics to all levels.

• Strong project management, time management, organizational, and decision making skills and ability to be detail-oriented, handle multiple priorities, and complete tasks/projects in accordance with stated deadlines.

• Strong customer service orientation.

• Ability to travel throughout and between facilities.

Job Duties

• Designs, develops, implements and promotes programming that supports the talent management strategy.

• Consults effectively with stakeholders.

• Facilitates dynamic and engaging programs in support of TM initiatives (new hire orientations, leader assimilations, workforce development trainings, focus groups, etc.).

• Manages all activities and tools around new hire orientations and onboarding.

• Uses a sound process to conduct talent needs assessment for initiatives.

• Develops assessments and evaluations to measure program success.

• Develops program effectiveness measures that show return on investment outcomes, using proven approaches to measure knowledge retention, learning transfer and demonstration through performance.

• Uses results from assessments and evaluations to continually improve TM programs for improved outcomes.

• Provides coaching, 360s, and mentoring to others, as required.

• Performs other related duties as required.

 

The above statements describe the general nature and level of work only. They are not an exhaustive list of all required responsibilities, duties, and skills. Other duties may be added, or this description amended at any time.

Remains knowledgeable on current federal, state and local laws, accreditation standards or regulatory agency requirements that apply to the assigned area of responsibility and ensures compliance with all such laws, regulations and standards.

This employer maintains and complies with its Compliance & Privacy Program and Standards of Conduct, including the immediate reporting of any known or suspected unethical or questionable behaviors or conduct; patient/employee safety, patient privacy, and/or other compliance-related concerns.

The employer is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability status
 

Physical and Environmental Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Light Work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly (Constantly: activity or condition exists 2/3 or more of the time) to move objects. Physical demand requirements are in excess of those for Sedentary Work. Even though the weight lifted may be only a negligible amount, a job should be rated Light Work: (1) when it requires walking or standing to a significant degree; or (2) when it requires sitting most of the time but entails pushing and/or pulling of arm or leg controls; and/or (3) when the job requires working at a production rate pace entailing the constant pushing and/or pulling of materials even though the weight of those materials is negligible. NOTE: The constant stress and strain of maintaining a production rate pace, especially in an industrial setting, can be and is physically demanding of a worker even though the amount of force exerted is negligible.

Normal routine involves no exposure to blood, body fluid or tissue and as part of their employment, incumbents are not called upon to perform or assist in emergency care or first aid.
There is no occupational risk for exposure to communicable diseases

Because the incumbent works within a healthcare setting, there may be occupational risk for exposure to hazardous medications or hazardous waste within the environment through receipt, transport, storage, preparation, dispensing, administration, cleaning and/or disposal of contaminated waste. The risk level of exposure may increase depending on the essential job duties of the role.

Are you ready to make a difference? Apply Today!

Individuals who reside in and will work from the following areas are not eligible for remote work position: Colorado, California, Hawaii, Maryland, New York, Washington, and Washington D.C.

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