Executive Director - Talent Management (1.0 FTE, Days)
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1.0 FTE, 8 Hours Day Shift
At Stanford Children’s Health, we know world-renowned care begins with world-class caring. That's why we combine advanced technologies and breakthrough discoveries with family-centered care. It's why we provide our caregivers with continuing education and state-of-the-art facilities, like the newly remodeled Lucile Packard Children's Hospital Stanford. And it's why we need caring, committed people on our team - like you. Join us on our mission to heal humanity, one child and family at a time.
This paragraph summarizes the general nature, level and purpose of the job.
Reporting to the Chief Human Resources Officer, the Executive Director of Talent Management acts as an advisor to all levels of administrative leadership in supporting the organizational talent initiatives. Directly responsible for developing human capital programs aligned with strategic and core institutional goals, develops change management approaches, supports implementation, identifies and provides learning opportunities, and oversees the administrative leadership talent profiling and succession processes.
The Executive Director of Talent Management (TM) provides strategic leadership over Talent Acquisition, Enterprise Learning & Development, and Organizational Development to refining and integrating full employment life-cycle programs that create a world-class experiential culture.
The essential functions listed are typical examples of work performed by positions in this job classification. They are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Employees may also perform other duties as assigned.
Employees must abide by all Joint Commission Requirements including but not limited to sensitivity to cultural diversity, patient care, patient rights and ethical treatment, safety and security of physical environments, emergency management, teamwork, respect for others, participation in ongoing education and training, communication and adherence to safety and quality programs, sustaining compliance with National Patient Safety Goals, and licensure and health screenings.
Must perform all duties and responsibilities in accordance with the Service Standards of the Hospital(s).
• Conducts annual needs assessment of institutional training needs, prioritizes needs based on hospital strategic initiatives, and manages resources effectively to deliver required programs. Based on assessed need consistent with Hospital strategic priorities, reviews, and revises packaged programs to meet cultural norms and continuously evaluates program effectiveness.
• Develops talent management assessment process, implements a program to identify high potential candidates, and maintains appropriate records and processes to ensure the ongoing viability of the effort. Provides coordination of talent management strategies with recruitment efforts for filling key roles throughout the institutions. With the Chief Executive, Operating, Human Resources, and Medical Officers, Surgeon-in-Chief, Chief of Staff, and Physician-In-Chief, manages LPCH's Physician and Senior Administrative Leader talent to build leadership capacity as well as the enterprise's talent pool of leaders. Designs development plans for relevant Physician and Senior Administrative Leaders. Provides coaching in compliance with LPCHS Coaching Standards. Evaluates, then recommends appropriate learning activities, such as fellowships and inter-hospital mentoring, for identified talent.
• Develops change management strategies and implementation plans aligned with key LPCHS strategic business initiatives. Creates learning programs in support of these initiatives and aligns recruitment and retention programs to support the ongoing success of these efforts.
• Establishes and maintains effective work relationships with key clients supporting the enterprise's Vision and Strategic Priorities. Fosters the enterprise's relationships and reputation in leadership development and education via presentations, task forces, and colleagueship at Stanford University Medical Center, at Stanford University, and in the healthcare community nationally.
• Oversees and participates in the development of Organization Development and special interest programs, workshops, seminars, retreats, and organization development interventions tailored to a specific hospital or department needs. Acts as an advisor to senior management to assess the need for workplace interventions, provide direct support, or arranges for appropriate resources to resolve to present issues and stabilize current operations while developing long-range approaches that ensure the sustainability of intervention efforts and recommended solutions.
• Oversee talent acquisition infrastructure, ensuring diverse talent attraction strategies for opportunities to develop diverse pipelines.
• Act as an advocate and representative for LPCHS in key diversity partnerships and conferences and engage with employees to encourage increased involvement.
• Develops DE&I dashboards and methods to analyze metrics for measuring progress for the effectiveness of the diversity and inclusion strategy, in partnership with People Analytics.
• Partner with existing affinity and employee resource groups (ERGs) to maximize their contributions in alignment with D&I strategy.
• Works collaboratively with the Internal Communications team(s) to enhance internal and external branding for diversity and inclusion, including content for website and intranet.
• Responsible for managing the recruitment life cycle process from sourcing strategy through final selection of candidates, working as a liaison between hiring managers, HR team, agencies, search firms, and candidates.
• Builds Performance Management and Succession Planning systems, processes, and tools to effectively provide feedback, assess, develop, and manage talent.
• Establishes metrics and goals that measure the quality and effectiveness of our programs.
• Researches and networks proactively to develop remote expertise talent and recruiting best practices.
• Monitors and drives active projects to ensure they remain on track for achieving the desired measurable business outcomes.
• Leverages social media recruitment efforts in collaboration with the Marketing team to brand the company's careers effectively and efficiently over multi-platform efforts
Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.
Education: Master's degree in a work-related field/discipline from an accredited college or university
Experience: Ten (10) years of executive human resources leadership experience in a large complex work environment.
Licence/Certification: None required
Knowledge, Skills, and Abilities
These are the observable and measurable attributes and skills required to perform successfully the essential functions of the job and are generally demonstrated through qualifying experience, education, or licensure/certification.
• Ability to collect data systematically, then synthesize for use in decision making, strategy, and operations management.
• Ability to design, implement, and evaluate the effectiveness of learning resources and processes for all constituents, including Physician and Senior Administrative Leaders, Board Members, and leaders of professional associations, for enhanced performance and innovation.
• Ability to develop, then lead a team to meet increasingly complex goals on deadline.
• Ability to foster effective relationships and build consensus with a broad constituency.
• Ability to manage budgets.
• Ability to mediate and resolve complex problems and issues.
• Ability to negotiate agreements with consultants and vendors to satisfy both parties and in compliance with relevant rules and regulations.
• Ability to provide development plans and coaching to Physician and Senior Administrative Leaders with full attainment of learning goals on deadline.
• Ability to provide leadership and influence others internally and externally by building high-trust relationships with physicians leaders, administrators, and board members of hospitals, universities, foundations, and related associations.
• Ability to strategize and lead large-scale initiatives with Physician Leaders, Senior Administrative Leaders, and volunteer Advisors to support enterprise-wide Strategic Priorities.
• Ability to understand and use information technology to drive process changes.
• Knowledge of Healthcare work environments; group and individual intervention strategies and practices; training modalities, curriculum design, computerized training tools.
• Knowledge of leadership and staff development practices and principles, coaching, talent management strategies, and programs required.
• Knowledge of local, state, and federal regulatory requirements related directly to areas of functional responsibility and HR.
• Knowledge of principles and practices of organization, administration, and fiscal and personnel management.
Physical Requirements and Working Conditions
The Physical Requirements and Working Conditions in which the job is typically performed are available from the Occupational Health Department. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of the job.
Equal Opportunity Employer