Director Talent Management

JPS Health Network•Fort Worth, TX

3d•Onsite

About The Position

The Director of Talent Management is responsible for overseeing the strategic development and implementation of talent management initiatives within an organization. This position works closely with leadership to identify and address talent gaps, develop succession plans, and implement strategies to attract, develop, and retain top talent. The Director of Talent Management also oversees performance management processes, employee engagement initiatives, and talent development programs to ensure the organization has a strong and diverse workforce capable of achieving its goals.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Education, or a related field from an accredited college or university.
7 plus years of broad HR experience including talent management, performance management, training, or organizational development.
3 plus years of management experience.

Nice To Haves

Master’s degree in Human Resources, Organizational Development, Education, or a related field from an accredited college or university.
Prior experience working in a healthcare environment.
Prior experience designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics, and relationship management.
Professional Human Resources (PHR) or Senior Professional Human Resources (SHRM).
SHRM-CP or SHRM-SCP.
Certified Facilitator.
Organization Development Certification.
Leadership Assessment Certification.

Responsibilities

Provides professional expertise and support in the design, development, and implementation of the talent review process that is required to achieve organizational goals and results in the creation of an internal bench of top talent.
Collects, analyzes, and maintains data gathered to inform targeted leadership development (e.g., succession planning).
Participates in organizational strategic planning and provides leadership for Performance Management (PM) and Quality Improvement (QI) policy development.
Researches and assists in the development of PM training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
Develops, initiates, and maintains effective programs for workforce retention, promotion, and succession planning.
Manages the maintenance and execution of the performance management system, standards of performance, and performance evaluation instruments.
Ensures that organization-wide talent management and PM initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
Works closely with the HRIS team to collect and coordinate aggregate data for the talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels.
Directs the design, strategy development, and implementation of JPS Health Network’s organizational development programs.
Assesses the organization’s workforce effectiveness and provides recommendations to bridge performance gaps.
Develops appropriate organization development interventions to strengthen organizational and departmental culture, improving employee engagement and retention.
Oversees change management initiatives to manage planned and unplanned changes and recommends enhancements to current programs.
Reviews key performance indicators and metrics to enable accurate and valid measurement of the workforce performance.
Integrates succession planning, talent pathways, and performance management processes and tools into daily operations.
Manages strategic relationships with academic institutions, leadership development companies, coaching firms, and other professional organizations focused on executive and leadership development.
Develops and delivers effective onboarding strategies, including but not limited to orientation of new team members.
Partners with leadership to identify training and development needs by analyzing workforce skill capabilities, organizational results, job requirements, operational problems, company initiatives, plans, and forecasts.
Designs and deploys methodologies to evaluate training effectiveness; analyzes and reports results.
Assesses non-clinical learning needs and collaborates with the Nursing Education Director for clinical learning needs for frontline, supervisory, and management employees.