Talent Program Manager

R1 RCM•Remote, IL, IL

3d•$65,478 - $96,885

About The Position

At R1, the Talent Program Manager helps transform healthcare by developing the organization’s talent and leadership capabilities. The role designs and facilitates leadership, development, and career sessions in virtual and in-person settings, using appropriate adult-learning strategies and the 70/20/10 development model. The manager oversees programs to ensure quality and effectiveness, continuously improving the experience and tracking measures such as business results, ROI, talent-pipeline health, retention, and demonstrated behavior change. The role also provides coaching to Associates using 360-degree feedback and other assessments, and helps them apply what they learn. Working with business leaders, HR, Operations leaders, HR Business Partners, and external vendors, the Talent Program Manager identifies development needs and designs, delivers, and evaluates learning interventions and leadership programs. The role supports succession planning and the development of high-value talent, builds credibility as a trusted adviser and subject matter expert, and manages vendor agreements and program budgets. Success requires understanding R1’s products, strategies, priorities, customers, and operating environments.

Responsibilities

Design and facilitate leadership, development, and career sessions virtually and in person, using appropriate adult-learning strategies and the 70/20/10 development model.
Manage programs to ensure effectiveness and high quality, continually improving program experience and outcomes.
Track and drive measures of program success and impact, including business results, ROI, talent-pipeline health, retention, and demonstrated behavior change.
Coach Associates using 360-degree feedback and other assessments, and guide them in applying their learning.
Recommend and deliver assessments for individuals and teams, and coach participants on assessment results.
Partner with the team and external vendors to design, implement, and evaluate leadership development programs that strengthen succession pipelines and develop high-value talent for future leadership roles.
Build trust and program adoption as a credible adviser and subject matter expert.
Partner with business leaders and HR to identify needs and design and deliver learning interventions and comprehensive educational experiences across organizational levels.
Work with external vendors as appropriate and manage budgets and vendor agreements.
Collaborate with Operations leaders and HR Business Partners to develop talent in ways that reflect strategic plans.
Demonstrate understanding of the business’s products, strategies, priorities, customers, and operating environments.