Talent Management Specialist

Vidant Health • Greenville, NC

366d

About The Position

The Talent Management Specialist at ECU Health will ensure we offer the ability to attract, develop, and retain talented and engaged team members in a highly collaborative environment. This position helps develop and enhance the team member journey from onboarding to post-employment by creating meaningful experiences that are connected to the mission and values of our organization. In this highly visible role, this position builds senior stakeholder relationships and partnerships throughout the organization to ensure talent identification and development are inclusive across all organizational levels.

Requirements

• Bachelor's degree or higher required in Organizational Development, Human Resources Development, Organizational Behavior, Industrial Psychology or closely related field.
• Master's degree preferred.
• Four years of relevant experience in workforce experience, talent mobility, team member engagement, change management or human resources.
• Professional certification in human resources, coaching, project management or process improvement preferred.
• Previous experience successfully managing complex projects involving multiple matrixed stakeholders with a consistent track record of delivering on-time, high quality results.
• Demonstrated ability to develop, implement and measure strategies to attract, develop and retain top talent.
• Demonstrated ability to promote a work environment of belonging, well-being and resilience.
• Strong organizational development facilitation, presenting, and developmental coaching skills for all levels of leadership.
• Proven experience leading projects from conception through measurement.
• Ability to think strategically by synthesizing data to develop innovative solutions to achieve business goals.
• Experience in providing strategic communications counsel to senior executives and leaders with a demonstrated ability to influence.
• Demonstrated experience in organizational change.

Responsibilities

• Partner with system imperative owners to ensure alignment of goals to the organization's strategic plan.
• Partner with leaders to ensure successful cascade of goals for manager and above levels.
• Partner with Training & Knowledge Management on training delivery and assessing needs to develop.
• Partner with Human Resource Business Partner (HRBP) team to ensure successful implementation of a performance management strategy that ensures goals, feedback, and annual evaluations drive meaningful development and effectively evaluates performance.
• Analyze goal entries and complete annual goal audit and equity reviews with leaders.
• Provide feedback and coaching to enhance individual and team performance through workshop training, creation of visual aids, and office hours.
• Understand functionality for human capital management (HCM) system, including coordination of goal and sub-goal creation.
• Monitor and evaluate employee performance regularly through analytic reporting, escalate compliance opportunities to senior leaders as appropriate.
• Partner with Office of Experience and operational leaders to advance strategies and implement tactics that drive employee/provider engagement and belonging initiatives results based on insights and data.
• Analyze results, determine strategic initiatives, and train leaders to improve employee/provider engagement, and belonging results.
• Harvest leading practices and develop communication campaigns that ensure ECU Health leaders are aware and can adopt each in their areas to drive results.
• Partner with HRBPs to monitor, analyze and develop planning for impact on engagement metrics, turnover rates, belonging metrics.
• Collaborate with HRBP team to lead initiatives and programs for a systemness approach.
• Coordinate with operational owners to ensure accountability with initiatives (ie: engagement serious, listening with leadership townhalls).
• Identify key roles, critical positions, and areas of risk in ECU Health that require succession planning.
• Create assessments of competencies, capacities, skills for potential successors and partner with leaders to enact a plan to identify potential team members.
• Ensure a robust internal talent pipeline, individual development plans, mentorships and training occur to facilitate succession.
• Communicate trends, data and outcomes to convey progress and identify and close any gaps.

What This Job Offers

• Industry: Hospitals
• Education Level: Bachelor's degree
• Number of Employees: 5,001-10,000 employees