Director of Talent Management & Systems

Hospital for Special Surgery • New York, NY

6d • $112,000 - $200,000

About The Position

How you move is why we’re here. ® Now more than ever. Get back to what you need and love to do. The possibilities are endless... Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success. If this describes you then let’s talk! HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment. Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise. Emp Status Regular Full time Work Shift Compensation Range The base pay scale for this position is $112,000.00 - $200,000.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future. What you will be doing WHAT WE’RE LOOKING FOR IN A PERSON Beyond the required capabilities, we are looking for someone who embodies a specific set of qualities that we consider non-negotiable: Sharp and strategic: thinks at altitude and translates vision into practical, executable plans. High energy and deeply curious: energized by complexity, always learning, always pushing for better. Gets things done: not a theorist. Moves fast, manages projects end-to-end, and delivers. Data-sensitive and evidence-based: recommendations grounded in insight, not instinct alone. Standards-driven: holds themselves and their work to a consistently high bar. Credible presence: engages confidently at all levels, including senior and executive leadership. Highly collaborative: builds strong relationships quickly and works effectively across functions and levels. Deeply accountable: owns outcomes fully and does not wait to be chased. Technically literate: Workday-savvy and AI-minded — embraces technology as a tool for doing their best work.

Requirements

• Sharp and strategic: thinks at altitude and translates vision into practical, executable plans.
• High energy and deeply curious: energized by complexity, always learning, always pushing for better.
• Gets things done: not a theorist. Moves fast, manages projects end-to-end, and delivers.
• Data-sensitive and evidence-based: recommendations grounded in insight, not instinct alone.
• Standards-driven: holds themselves and their work to a consistently high bar.
• Credible presence: engages confidently at all levels, including senior and executive leadership.
• Highly collaborative: builds strong relationships quickly and works effectively across functions and levels.
• Deeply accountable: owns outcomes fully and does not wait to be chased.
• Technically literate: Workday-savvy and AI-minded — embraces technology as a tool for doing their best work.

Responsibilities

• Talent Management Strategy Partner with the VP of Talent to evolve enterprise-wide talent management practices — establishing HSS as a benchmark for talent excellence in healthcare. Translate the organization’s strategic priorities into a coherent talent agenda, identifying the capabilities HSS needs now and in the future. Champion a culture of continuous growth, development, and accountability across the organization.
• Performance Management Drive the full performance cycle — goal setting, mid-year reviews, year-end calibration, and the frameworks that define how performance is measured consistently across HSS. Ensure Workday-enabled performance processes are intuitive, well-governed, and embedded in how leaders operate day to day. Analyze performance data to identify trends, surface insights, and recommend targeted interventions.
• Succession Planning & Talent Calibration Support the bi-annual talent calibration and succession planning process. Ensure rigor, depth, and enterprise wide impact. Partner with HRBPs & senior leaders to map critical roles, assess readiness, identify talent gaps, and build succession pipelines. Design and implement targeted development interventions for high-potential employees and key successors.
• Leadership Development Support the VP of Talent in designing and deploying a comprehensive HSS Leadership Academy — building the leadership capability the organization needs for its next chapter. Enable next generation leaders through high-potential programs, coaching relationships, and curated development experiences. Bring the organization’s capability framework to life — connecting leadership development directly to the behaviors and competencies HSS has defined as critical.
• Career Development & Internal Mobility Champion a robust internal talent marketplace — promoting career visibility and internal mobility. Support the development of a comprehensive career framework that balances individual accountability for growth with the right organizational tools and infrastructure to enable it. Ensure career development tools, profiles, and learning resources are fully integrated and optimized within Workday.
• Workday Talent Systems Bring strong Workday Talent module literacy to the role — understanding key processes, optimizing configuration, and scaling functionality to enable deeper insight and action. Own Workday processes across succession, calibration, performance management, and goal setting — ensuring they are intuitive, efficient, and fit for purpose. Partner closely with the Director of Learning & Systems and the HR Technology team to ensure seamless integration across talent and learning modules. Support bi-annual Workday release cycles — lead sandbox testing, release management, and production releases — ensuring talent needs and system changes are assessed, tested, and communicated effectively.
• Reporting, Analytics & Insights Partner with the VP of Talent to develop meaningful, contextualized dashboards and reports beyond raw data to actionable insight. Bring an evidence-based lens to talent decisions: use data to identify trends, measure program impact & a case for investment. Provide regular reporting on talent pipeline health, performance outcomes, succession depth, and development ROI.

What This Job Offers

• Job Type: Full-time
• Career Level: Director
• Education Level: No Education Listed
• Number of Employees: 5,001-10,000 employees