Organizational Design & Development Business Partner

Covenant Health•Knoxville, TN

12h

About The Position

As part of the Enterprise Learning & Organizational Development team, the O rganizational Design & Development Business Partner will work closely with the Director of Talent Management, and internal business partners to design, develop, and deploy solutions for Covenant Health leaders that align with strategic business needs. This role will strengthen Covenant Health’s ability to enhance critical competencies via impactful frameworks, methodologies, and strategies for continuous development.

Requirements

Bachelor’s degree in Organizational Development, Organizational Behavior, Leadership Development, Human Development, or I/O psychology or related field preferred.
Minimum 5 years of experience in Talent Management and/or Organizational Development or related field required.
Experience solving moderately complex problems, determining appropriate diagnostic methods, and solving individual business needs/problems and adapting approach based on organizational readiness.
Strong consultative skills and experience working with and influencing business partners in the determination of organizational needs and opportunities.
Ability to design informal and formal organizational and talent management solutions from a human-centered perspective to meet organizational needs and readiness; ability to analyze and select the most appropriate strategies, methodologies, and technologies to maximize experience and impact.
Experience utilizing data gathering methodologies, including both qualitative and quantitative techniques (e.g., surveys, interviews, focus groups, etc.) to analyze assumptions, facts, and context, and skillfully adapting recommended solutions based on results.
Proven ability to influence and engage senior leadership to drive organizational priorities.
Demonstrated skill in building consensus and influencing decision-making among executive stakeholders.
Collaborative over competitive; team orientation with a desire to support the collective interests and development of the team.
Ability to plan and prioritize multiple projects, meet deadlines, and act with flexibility and initiative to thrive in a dynamic, rapidly changing environment.
Excellent written and oral communication skills; ability to tailor communication style to diverse audiences and to present complex information in a clear, concise, and understandable manner.

Nice To Haves

Experience working with director-level leaders and above preferred.

Responsibilities

Designs, implements and executes the vision and strategy for Talent Management as set by the SVP of HR and Director of Talent Management.
Develops, executes on, and/or oversees the work of direct reports or other OD team members for successful completion of strategic talent initiatives for the Enterprise including, but not limited to performance management, succession planning, TM success profiles, talent assessment, coaching, competency & skills assessment and career pathing.
Partners with corporate compensation on joint initiatives related to job descriptions, skills/competency mapping, and career pathing.
Collaborates with L&D and OD team members, BU partners, and third-party providers to design, develop, and/or curate aligned solutions.
Develops and communicates solution proposals; clearly articulates business need, approach, solutions, recommendations, and rationale.
Serves as a thought leader for talent management efforts; conducts and oversees ongoing research on industry best practices and applies as appropriate.
Provides guidance on the use of assessment instruments in support of organizational development, talent management, and leadership development programs and initiatives.
Identifies skill and behavioral requirements and develops models and frameworks that become the target of enterprise development priorities.
Partner with Director, Talent Management to turn research and recommendations into actionable programs and/or practices.
Proposes aligned approach for designing, analyzing, identifying gaps, and designing recommended solutions to address organizational needs
Advises on the use of organizational change management best practices.
Builds and maintains strong relationships with team members, leaders, key stakeholders, and external contacts to bolster alignment with and support of organizational development and talent initiatives; serves as a role model for team members in building and maintaining relationships.
Works with the Director of Talent Management to maintain and recommend strategic alignment across projects in purpose and resource allocation.
Define and refine processes and procedures across the OD team for continuous improvement and ideal partner/internal customer experience.