The Enterprise Director of Talent Management (EDTM) is responsible for identifying, developing, and implementing strategies, programs, and initiatives focusing on driving a best-in class employee experience. Working collaboratively with HR leadership, this position will play a key role in developing and implementing strategies for employee relations, talent assessment, performance, feedback, succession planning, change leadership, and other talent programs that will contribute to the growth and success of our workforce.

GENERAL

• Establish and maintain collaborative, credible, and trusting relationships and partnerships with individuals across all departments, both internal and external, to demonstrate the value of HR as a consistent knowledgeable, trusted, go-to resource.
• Functions as a trusted advisor to staff, leaders, and the Enterprise CHRO.
• Responsible for ensuring the organization’s values are communicated and understood at all levels of the business, clarifying on employee conduct that is necessary for realizing an engaging, high‐performance culture within the company.
• Effectively utilize our HR shared services and centers of excellence team members to deliver required expertise, resources, and services to address team member’s needs in the areas of talent acquisition, benefits, leave administration, compensation, workforce development, and employee transactions.
• Provide a high level of customer service to all employees by responding to customers in a timely manner with accurate information and resolution.

TALENT MANAGEMENT

• Collaborate with HR leadership and HR partners and generalists to assess current organizational talent management needs and identify & recommend solutions to address the gap, including ongoing assessment.
• Serves as key expert for the employee relations case management documentation system and ensures all employee relations matters are appropriately and accurately documented within. Develops process documentation, training resources, and administration needs for the system.
• Manages the employee relations processes to ensure issues are proactively, effectively, and accurately resolved by the Employee Relations team through consistent and fair interpretation and enforcement of company policies and procedures, thorough investigations, and formal resolution to complaints. Ensures Employee Relations team brings forward thoughtful recommendations of actions to address concerns and escalates serious cases to the attention of the Enterprise CHRO.
• Partner with HR leadership, HR partners and generalists, HR centers of excellence, and other key stakeholders to develop strategies, programs, and initiatives to enhance talent management, performance management, and employee engagement that results in increased morale, productivity, and retention.
• Leads the execution and continuous improvement strategy for the performance management process, including communications, coordination of necessary training activities, and reporting on key metrics.
• Serves as key expert for Employee Lifecycle & Engagement Survey tool, developing process documentation, training resources and addressing administration needs for the system and the organization.
• Lead process and action planning for the Employee Lifecycle & Engagement Survey to gather data insights and provide analytics to key stakeholders such as Enterprise CHRO, HR leadership, and managers.
• Oversee the strategies and operations of offboarding employees, including providing analytics to key stakeholders such as Enterprise CHRO, HR leadership, and managers.
• Ensures policies, procedures, program manuals, and manager and employee toolkits related to talent and performance management are developed, updated, and adhered to so as to provide valuable resources to the business.
• Ensures employee files are in compliance with identified best practices and regulatory requirements.

HR LEADERSHIP

• Serves as a member of the HR leadership team, and when needed performs the functions of other HR leaders in their absence.
• Actively participates in the development and implementation of Human Resources’ strategic plan, goals, objectives, programs, communications, and initiatives.
• Analyzes department processes, procedures, policies, and technology, as well as business and organizational challenges related to talent management and Human Resources programs, to identify and recommend improvement opportunities.
• Participates in developing, monitoring, and reporting on key metrics for the department and Human Resources staff to drive and measure performance and outcomes.
• Serve as both an expert and consultant to HR staff and leaders as needed to address talent and operational issues, using data, analytics, benchmark, exit interview data and industry information and knowledge to drive and measure outcomes.
• Actively supports HR shared services and centers of excellence model and team members to provide high quality and timely customer service to all customers.
• Oversees and manages assigned staff, ensuring performance management, assigned duties, and professional development opportunities are appropriate and advance the skill set of the team to their full potential.
• Escalate employee related, legal, and/or compliance risks, analysis, and proposed solutions to the Enterprise CHRO.
• Maintain working knowledge of employment law and pending legislative and/or regulatory changes affecting the department, workforce, and/or healthcare industry and make proactive recommendations to the Enterprise CHRO on possible changes, updates, or enhancements.
• Participates in department meetings and continuing education opportunities.
• Maintains confidentiality of all Human Resources and company information and data, as well as ensures adherence and compliance with all laws, rules, regulations, and internal controls specific to the role.
• Models, promotes, and performs all duties in an ethical manner consistent with the overall mission and values of the enterprise and the organizations served.
• Demonstrate a willingness to be an active participant in initiatives that have fundamental impact on the organization.
• Performs any other duties as needed to drive the vision, fulfill the mission, and abide by the values of this organization

Licenses and Certifications Preferred

PHR, SPHR, SHRM – CP, or SHRM – SCP

Education Preferred

Bachelor’s Degree in Human Resources, Business Management, or related field

Work Experience Preferred

7 years progressive experience as a HR Business Partner, Senior HR Business Partner, and/or Manager.

7 years progressive experience as a HR Business Partner, Senior HR Business Partner, and/or Manager in a health care, clinical, hospital, social services, or community or public health setting.