Assistant Vice President of Talent Strategy
About The Position
The Assistant Vice President (AVP) of Talent Strategy designs, directs, and implements all Orlando Health talent strategies, processes and programs while ensuring alignment and support of Orlando Health’s strategic growth and business objectives. The AVP of Talent Strategy will be accountable for all areas of talent management, including onboarding and orientation, performance management, team member and leadership development, succession planning and talent pipeline strategies. This role develops strategy and drives implementation to grow and develop Orlando Health’s talent pipeline and oversees development of tools, programs, and policies for attracting, developing and retaining top talent.
Requirements
- Master’s degree in related field required.
- 10 years in human resources, in the areas of talent strategy or talent development, with at least 5 years at the senior leader level designing and implementing programs across the full talent lifecycle.
Responsibilities
- Develops, socializes, and gains support for the organization's learning and talent strategy, direction, programs, and processes. Serves as an influential voice for learning and talent strategies, philosophies, and initiatives within the organization.
- Designs programs which attract, retain, and develop the talent and skills necessary to grow the organization. Develop an overall talent assessment methodology that is aligned with the company’s core leadership values and competency model.
- Designs programs to develop and retain top talent throughout the employee life cycle, i.e., Emerging, Advanced, Executive and Physician leaders.
- Identifies organizational emerging skills, current gaps, and supply challenges and designs internal strategy to upskill and mitigate those gaps by building, buying, or borrowing talent solutions.
- Analyzes performance data and competency of organizational talent through 360° evaluations, performance evaluations, and succession planning and designs coursework and programs to address skill and competency gaps.
- Leads team responsible for conducting both clinical and non-clinical learning, competency, and simulation activities, and develops analysis of skill gaps in alignment with business outcomes and priorities.
- Leverages tools for eLearning and talent systems that promote best practice in a learning organization. Applies innovation and promotes technology and inter-professional collaborative practice.
- Partners with internal teams and executives to understand their objectives and play a key role in talent planning. Gives feedback on topics including recruitment, retention, engagement, and work culture to achieve maximum organizational effectiveness.
- Synthesizes strategic goals, prioritization and learning strategy into learning and performance management systems.
- Manages staff, operations, and budget for all Talent Strategy departments.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
