Director-Enterprise Culture and Recognition

IU Health•Indianapolis, IN

About The Position

Our leaders shape strategic initiatives, develop passionate teams, and work to improve health outcomes. They advance our mission and exemplify excellence, compassion, teamwork and purpose in all that they do. Indiana University Health is seeking individuals who embody these values to join our Talent Management leadership team in the role of Director-Enterprise Culture and Recognition. As a part of the Organizational Development & Talent Management leadership team, this high-impact role that will help guide our journey to become an “employer of choice.” This leader will play a critical role in driving transformational initiatives that exhibit our IU Health mission, vision, and values. This role will partner closely with the VP of Organizational Development & Talent Management, as well as executive leaders and key stakeholders, to build a multi-year culture strategy in partnership with key decisions for organizational improvement and build a culture action plan that aligns and supports the mission, vision and values of IU Health. This highly influential leader will lead a new portfolio within the Talent Management function, through strong partnership with leaders across all levels to align cultural transformation strategies with business objectives and performance. The successful candidate brings leadership experience in highly matrixed environments, bringing deep operational expertise and a values-driven mindset.

Requirements

Bachelor's Degree in Business Administration/Management, HR, Leadership, or I/O Psychology is required.
10 plus years of experience in Talent Management, Culture Transformation, OD/OE, and Strategic HR driving enterprise-wide transformation and cultural alignment is required.
Certification in Culture Transformation or Change Management frameworks is preferred.
Requires a track record of activating leaders and embedding a growth mindset.
Requires experience advising executives and/or boards on related expertise.
Requires experience building and scaling HR/TM Center of Excellence (COE) practice, frameworks, governance, and capability roadmaps.
Requires proven success scaling enterprise-wide initiatives across matrixed environments, including enhancing critical touchpoints in the team member lifecycle such as the enterprise-wide onboarding experience.

Nice To Haves

Certification in Culture Transformation or Change Management frameworks.
Background in Strategy, Consulting, and Enterprise-Wide Transformation Initiatives is preferred.

Responsibilities

Strategy & Execution – Design and operationalize an enterprise-wide culture transformation strategy that enhances the team member experience and aligns with IU Health mission, vision, values, and business imperatives-tying culture initiatives to business outcomes.
Develop and Implement Great Place to Work strategy – Define a comprehensive strategy and roadmap, and lead scalable and sustainable efforts, including identifying resources and leading a matrixed team, to support our aspiration to become designated as a Great Place to Work.
Team Member and Leader Experience – Design, curate and optimize key touchpoints across the employee lifecycle - from systems and environments to signature moments – “moments that matter,” specifically:
Onboarding Experience: Progress our onboarding experience to be more immersive, integrated, and impactful to help retain new hires, with a heightened focus on pre-boarding through Year 1.
Enterprise Recognition: Design and execute our recognition strategy and build scalable programs that celebrate team member contributions, service milestones, reinforce culture, and drive engagement.
Strategic Consultation - Advise HR and business leaders across all levels on culture and recognition strategies, gaining alignment with transformation priorities and enterprise goals.
Communication Enablement - Ensure transparent, timely, and resonant messaging that connects employees to purpose, progress, and people.
Data & Insights - Define success metrics, analyze trends, and translate data into actionable insights that inform strategy and continuous improvement.
Cross-Functional Collaboration - Collaboration Partner across HR, operations, and leadership to ensure integrated, scalable solutions that elevate the workplace experience.
People Leadership – Lead, coach and guide direct report(s); provides strategic direction, coaching, and performance management to ensure aligned execution and continuous growth.
Strategic Partnership: Support senior leaders (within HR and regional leadership) by acting as a subject matter expert, thought partner, trusted advisor and strategist to support system and regional initiatives aligned to business needs; helping to guide and translate strategy into implementation, surfacing key talent insights, and elevating talent outcomes.