Talent Development and Culture Consultant Lead - Talen Development and Culture

Christus Health•Irving, TX

42d

About The Position

The Talent Development and Culture Consultant Lead implements the plans, programs, and agenda within the Leadership Development content area of Talent Management. The Talent Development and Culture Consultant partners with business leaders and HR business partners to determine training needs, develop training programs, and demonstrate current program effectiveness through a consistent application of the overarching learning philosophy. The consultant will design, update, and implement in-house and vendor-provided training programs using various delivery methods, including but not limited to classroom, individual, self-paced, and computer-based training.

Requirements

Bachelor's degree or higher in business, human resources, or related field strongly preferred. Relevant comparable experience may be considered in lieu of a degree.
Knowledge in adult learning, strategic thinking, creativity, coaching principles, consulting, organizational development, and continuous improvement.
Effectively work in a blended (virtual/Face-to-face) and matrixed organizational structure.
Excellent written, oral, and presentation communication skills.
5+ years of experience designing, implementing, facilitating, or managing adult learning programs and organizational effectiveness strategies- Relevant Experience
Demonstrated experience in coordinating and/or implementing organizational learning and development frameworks, standards, policies, and procedures.
ATD's Coaching, Consulting, and Integrated Talent Management Professional
Fierce Conversations Facilitator
DiSC Facilitator

Responsibilities

Maintains consistent communications with key ministry stakeholders (e.g. HR Strategy Team, Ministry Executives, Talent partners, clinical education, etc.)
Works closely with TD&C team and TD&C Director to prioritize learning projects
Renegotiates project timelines and due dates when barriers arise
Actively listens to leaders, stakeholders, and teams to first understand their needs before responding with solutions
Manages time effectively to develop a routine cadence for meeting with stakeholders to check-in and understand business needs and required support
Maintains a high level of respect and professionalism in all verbal and written communications
Proactively builds and maintains relationships with key stakeholders (e.g. HR Strategy Team, Ministry Executives, Talent team members, etc.)
Champions and leads collaborative efforts among TD&C team members to share best practices, eliminate duplication of efforts, and offer feedback on issues impacting program effectiveness.
Identifies the need for, and sometimes leads, inter-department teams and or committees (e.g. tiger teams, engagement committee, etc.)
Coaches and manages group dynamics working with individuals and teams
Provides on-the-job coaching and mentoring to new TD&C team members as needed
Consults on organization-wide or cross-entity strategic planning sessions as needed
Serves as TD&C representative at stakeholder meetings when the Director of TD&C is unavailable
Demonstrates curiosity when change occurs rather than resistance
Consults on change management strategies for TD&C initiatives
Asks questions about the "why" of a change when it is not clearly understood instead of making assumptions
Serve as a champion for team process changes
Coaches peers who may be struggling to adapt or adopt changes and escalates issues to TD&C leadership team
Serves as the advisory consultant on highly ambiguous projects involving multiple senior leader stakeholders and requires little guidance from management
Demonstrates a proactive and "self-starter" mindset while planning, organizing, and managing resources for assigned initiatives
Remains attentive to details throughout the lifecycle of a project or initiative
Removes barriers to success in a timely fashion, and doesn't shy away from adversity. Escalates barriers to leadership when further support is needed
Remains focused on ways to improve or maintain team's KPIs.
Identifies best-practice methodologies and measurement strategies for professional and soft skills development
Ensures development offerings are connected to true business needs (Likelihood to apply learning)
Ensures all individual and group needs analyses, and their resulting recommendations are based on measurable outcomes
Partner with leaders to provide coaching and support in implementing CHRISTUS Health's core leadership tools and processes (e.g. Glint, 6-month check-in conversations, Kudos, etc.)
Facilitates Talent Reviews, conducts high potential assessments to ensure that employees have the right skills to meet the strategic challenges of the organization
Leads organizational improvement efforts for Executives, Physicians, and all levels of leadership; designing processes, tools, and interventions focused on improving operations and team performance
Addresses decisions and problems at a level consistent with role's Decision Tree
Synthesize conflicting project requirements into an easily understood, cohesive strategy
Utilizes data-driven insights to guide decisions and recommendations to stakeholder requests
Demonstrates strong business acumen and sound judgement when forced to make decisions without the desired data
Gathers feedback from multiple perspectives to inform decision making
Consistently uses the team's tools and processes to assess and issue and make recommendations
Demonstrates the CHRISTUS core values in interactions with others
Demonstrates integrity by being consistent, responsive, and taking personal responsibility when necessary
Demonstrate a solution-focused mindset to advance our mission even during times of adversity
Is a trusted role model for team members, showing consistency between words and actions in various situations.
Demonstrates the courage to be a guardian of the culture when ethical situations arise and informs/escalates to appropriate stakeholders (e.g. HR Strategy, Compliance, etc.)
Gathers feedback from diverse groups when conducting needs analyses.
Approaches difference with curiosity rather than judgment
Challenges the existence of bias and stereotypes if they are encountered during team sessions or leader coaching
Encourages openness and transparency
Consult with Health, Equity, Diversity, and Inclusion partners to identify appropriate responses or interventions
Drives a collaborative culture across team in which peers feel they belong
Own my emotional wake with others and the team
Demonstrates an internal locus of control
Demonstrates empathy & compassion toward others
Ability to receive all feedback with grace & humility
Demonstrates a commitment to own personal & professional growth
Serves as a model for application of learning from programs (e.g., using Fierce language and communication models in their own work or engaging in resilience micro habits)