Senior Manager, Talent Development & Business Partnerships

Howard University Hospital•Washington, DC

About The Position

Howard University Hospital (HUH) is strengthening its talent, leadership, and organizational practices to better support staff, leaders, and operational excellence. The Senior Manager of Talent Development & Business Partnerships plays a hands-on role in developing foundational learning programs, shaping emerging organizational effectiveness practices, and establishing a more connected, supportive HR partnership model across clinical and non-clinical areas. This role is ideal for a builder—someone who can design straightforward tools, create curriculum, facilitate training, support leaders with practical guidance, and help introduce more consistent ways of working across the hospital. Strong relationship-building, communication, and facilitation skills are essential.

Requirements

Bachelor’s degree in Human Resources , Organizational Development, Training, Business, or a related field (or equivalent experience).
8 or more years of experience in HR, organizational development, business partnership, or training and facilitation.
Experience designing learning materials and facilitating group training or development workshops.
Strong relationship-building , communication, and consulting skills.
Ability to navigate environments where processes are still evolving and tools are being built.
Working knowledge of employment laws and HR compliance expectations, with the ability to recognize and escalate issues appropriately.

Nice To Haves

Experience in healthcare, academic medicine, or unionized settings.
Exposure to basic organizational diagnostics, team effectiveness, or change support methods.
Experience with LMS administration (HealthStream preferred).
Ability to draw insights from workforce data and translate them into practical recommendations.

Responsibilities

Organizational Effectiveness & Process Development Contribute to the development of clear, consistent organizational effectiveness practices, including basic templates, simple assessments, and change support tools.
Partner with leaders to better understand departmental needs related to communication, structure, roles, workflows, team alignment, and leadership practices.
Provide practical, grounded guidance to support team transitions, departmental changes, and improved clarity of roles and expectations.
Reinforce fair, consistent, and compliant processes aligned with hospital policy and employment regulations.
Strategic Business Partnerships Build early components of the HR Business Partner model by increasing HR visibility and connection with hospital leaders and staff.
Serve as a supportive advisor to leaders on people-related questions, communication challenges, team dynamics, and development needs.
Ensure guidance aligns with hospital policy, employment regulations, and—where applicable—collective bargaining requirements.
Collaborate with Employee & Labor Relations to address issues consistently and escalate matters appropriately.
Establish predictable engagement rhythms such as leader check-ins, department touchpoints, rounding, and simple planning conversations.
Surface themes, risks, and needs across departments to inform HR priorities and decision-making.
Talent & Leadership Development Lead the creation of core leadership and skill-building curriculum, including developing training materials, facilitator guides, toolkits, and job aids.
Facilitate sessions for leaders and staff and support others in strengthening their facilitation capabilities.
Oversee effective use and administration of the Learning Management System (HealthStream), including training assignments, tracking, and compliance reporting.
Coordinate and support departmental training requests to ensure consistent scheduling, planning, and delivery.
Provide light oversight and partnership to the Workforce Development program to ensure alignment with hospital needs and emerging talent priorities.
Contribute to a broader leadership development roadmap as the hospital’s capabilities and offerings expand.
Workforce Insights & Data Support Collect, organize, and interpret workforce and departmental data using available tools and processes.
Identify trends or opportunities related to communication, performance, turnover, development, or department needs.
Create clear, concise summaries to inform leaders and support HR decision-making.
Support the development of simple reports or dashboards as data capabilities grow.
Team Collaboration Partner closely with emerging business partner and talent development roles as the team expands.
Contribute to shared tools, templates, and routines that bring greater consistency across HR.
Model accessibility, collaboration, discretion, and support in all interactions with hospital leaders and staff.