AVP, Talent Development

Jefferson Health Plans • Philadelphia, PA

1d

About The Position

Provides strategic and operational leadership for all talent development, talent management & performance management services to support the enterprise. Designs the infrastructure and oversees implementation of all essential processes and programs related to effective and impactful Talent, Succession & Performance Management. Consults and partners with Senior Leaders, Executives and HR Business Partners to assess, analyze and support Director-level and above leadership needs for the enterprise while ensuring alignment with and support of current and long-range business objectives. Partners with Organization Development, Enterprise Learning, Belonging, and other enterprise-level leaders to ensure ongoing alignment and integration of system-level group and individual development efforts. Directs and leads the design, development, delivery and on-going administration of talent & succession management related programs, services, practices and processes for leaders and performance management programs, services, policies and processes for all employees. Manages third-party/vendor relations, and manages, leads, coaches and mentors staff and employees in the delivery of the Talent & Performance Management Strategies. Job Description Essential Functions: Interacts with co-workers, visitors, and other staff consistent with the values of Jefferson. Partners with SVP, Learning & Organization Development to refine and develop an Enterprise Talent Development strategy, processes and practices in alignment with the organization’s objectives. Serves as an internal consultant to support talent needs including gap analysis and/or diagnosis, intervention, design and implementation of approaches to align with and meet business priorities. Assesses and diagnoses leadership needs relative to business performance gaps. Designs and implements talent development strategies and programs. Ensures the appropriate alignment and execution of the talent and leadership development efforts in coordination with organizational development resources supporting divisions. Drives the creation of an enterprise leadership pipeline. Acts as a strong partner to business leaders by providing consulting services in the assessment of cultural and organizational issues, talent and change management challenges. Supports SVP, Learning & Organization Development in work with members of the executive leadership team and Board members as required. Conducts needs analysis, outlines operational requirements and translates requirements into tangible talent programs in partnership with Organization Development and Enterprise Learning Supports delivery, identification and business solutions in the areas of: talent planning, leadership development, succession, and performance management. Measures the effectiveness of the talent management and development programs, systems, tools and procedures to make recommendations for continuous improvement opportunities. Develops high-trust working relationships with both clients and co-workers; inspires others to engage and participate. Consults with business leaders and HR business partners to create plans that drive individual and business performance. Diagnoses talent challenges facing divisional leadership teams and pulls the appropriate capabilities to deploy an integrated talent solution. Coordinates an ongoing process to develop, articulate, assess and support business strategy aligned leadership competencies and educate appropriate individuals on a competency-based process for system-wide selection, assessment and development of executive leaders. Facilitates access to experiential talent development programs/activities, such as executive coaching, mentoring, exposure opportunities, etc. Facilitates the succession management process, including collection and maintenance of all talent-related data, planning & preparation of talent reviews, preparation and analysis of talent reports support mobility, development and promotions of executive-level talent. Leads, coaches and mentors HR team members providing talent management assessment, feedback and development coaching to executive-level talent. Leads efforts to negotiate talent and performance management related third-party and vendor contracts and manages daily relationships.

Requirements

• A Master’s degree in human resources management, organization or leadership development, organization psychology or related field required or another applied behavioral science or a related field, or equivalent combination of education and experience.
• Minimum of ten (10) years of progressively more responsibility for leading talent, succession and performance management functions, which includes broad based knowledge of essential talent, succession and performance management techniques including comprehensive and advanced knowledge of process design, development, management and implementation, preferably within the health care industry.
• Experience establishing indicated talent related metrics, reporting & tracking that enables impact assessment of all talent, succession and performance management related practices & processes.
• Proven ability to collaborate with senior leadership as a credible, results-driven and valued business partner by engaging in proactive discussions and advice giving around all talent assessment, performance management, executive development & overall talent management that is fully aligned with business objectives and strategic focus area.
• Demonstrated ability to continuously review programs and processes utilizing quality and process design improvement tools and techniques to seek new, innovative ways to deliver higher value services more efficiently and effectively.
• Proven ability to effectively lead and manage team(s), including direct report(s), against targeted performance indicators and budget.
• Proven ability to independently manage processes and projects independently and to effectively lead team members by leveraging their contributions to accomplish projects.
• Committed to developing others through exceptional coaching and enabling personal growth opportunities.
• Strong interpersonal, consultative, relationship building and conflict management skills in order to initiate and develop productive collaborative partnership with all levels of leadership across the organization.
• Ability to foster relationships with associates built on sustainable trust in order to provide long-lasting, comprehensive advice and service on HR-related issues.
• Ability to effectively influence results, garner support and tactfully manage complex relationships within and across the organization.
• Extremely high level of diplomacy and tact are required.
• Ability to read the subtle nuances of situation and react/plan accordingly.
• Advanced analytical, evaluative and problem solving skills to serve in an advisory role in inspiring and initiating new ideas, determining strategies in the absence of guidelines, fostering innovative approaches to situations/processes/issues.
• Excellent written and verbal communication skills to effectively identify, assess and facilitate improvements and resolution and to present advisory, persuasive and authoritative recommendation to all levels.
• Wide latitude in the manner for which communications are structured.
• Ability to continuously learn and seek personal and professional growth opportunities in technical areas of professional focus and to build credibility with customers, peers and team members.
• Strong attention to detail and organizational skills.
• Demonstrated ability to manage multiple, concurrently running projects and adapt to changing deadlines, competing priorities and unexpected assignments.
• Experience with talent management work flows in the Workday system.
• Ability to manage ambiguity and demonstrate conceptual thinking—synthesizing and analyzing information and leveraging it to make data driven recommendations.
• Strength in influencing outcomes and business/HR strategy.

Responsibilities

• Partners with SVP, Learning & Organization Development to refine and develop an Enterprise Talent Development strategy, processes and practices in alignment with the organization’s objectives.
• Serves as an internal consultant to support talent needs including gap analysis and/or diagnosis, intervention, design and implementation of approaches to align with and meet business priorities.
• Assesses and diagnoses leadership needs relative to business performance gaps.
• Designs and implements talent development strategies and programs.
• Ensures the appropriate alignment and execution of the talent and leadership development efforts in coordination with organizational development resources supporting divisions.
• Drives the creation of an enterprise leadership pipeline.
• Acts as a strong partner to business leaders by providing consulting services in the assessment of cultural and organizational issues, talent and change management challenges.
• Supports SVP, Learning & Organization Development in work with members of the executive leadership team and Board members as required.
• Conducts needs analysis, outlines operational requirements and translates requirements into tangible talent programs in partnership with Organization Development and Enterprise Learning Supports delivery, identification and business solutions in the areas of: talent planning, leadership development, succession, and performance management.
• Measures the effectiveness of the talent management and development programs, systems, tools and procedures to make recommendations for continuous improvement opportunities.
• Develops high-trust working relationships with both clients and co-workers; inspires others to engage and participate.
• Consults with business leaders and HR business partners to create plans that drive individual and business performance.
• Diagnoses talent challenges facing divisional leadership teams and pulls the appropriate capabilities to deploy an integrated talent solution.
• Coordinates an ongoing process to develop, articulate, assess and support business strategy aligned leadership competencies and educate appropriate individuals on a competency-based process for system-wide selection, assessment and development of executive leaders.
• Facilitates access to experiential talent development programs/activities, such as executive coaching, mentoring, exposure opportunities, etc.
• Facilitates the succession management process, including collection and maintenance of all talent-related data, planning & preparation of talent reviews, preparation and analysis of talent reports support mobility, development and promotions of executive-level talent.
• Leads, coaches and mentors HR team members providing talent management assessment, feedback and development coaching to executive-level talent.
• Leads efforts to negotiate talent and performance management related third-party and vendor contracts and manages daily relationships.

Benefits

• Jefferson offers a comprehensive package of benefits for full-time and part-time colleagues, including medical (including prescription), supplemental insurance, dental, vision, life and AD&D insurance, short- and long-term disability, flexible spending accounts, retirement plans, tuition assistance, as well as voluntary benefits, which provide colleagues with access to group rates on insurance and discounts.
• Colleagues have access to tuition discounts at Thomas Jefferson University after one year of full time service or two years of part time service.
• All colleagues, including those who work less than part-time (including per diem colleagues, adjunct faculty, and Jeff Temps), have access to medical (including prescription) insurance.

What This Job Offers

• Job Type: Full-time
• Career Level: Executive
• Number of Employees: 501-1,000 employees