Manager, Talent Management
The Manager, Talent Management is accountable for implementing and measuring company
talent strategies and programs related to talent identification, attraction, acquisition, selection, joining and retention
throughout assigned departments, entities and service lines across the company footprint. The manager is also responsible
for the achievement of regulatory compliance objectives and strategic workforce planning (SWP), average days to fill an open
position, quality of hire and retention goals for assigned departments or institutes. S/he must be a relationship builder
and capable of strengthening the current talent management strategies and programs by partnering closely with assigned leadership
groups to meet the current and future talent needs. S/he will be an analytical problem-solver, digging into the current systems
and uncovering inefficiencies to improve results while bringing fresh, new ideas for Lean process improvements as well as
creative ways to engage with internal and external customers.
Identifies talent needs and gaps by defining and measuring
strategic workforce planning initiatives.
- Establishes and measures Good Faith Efforts, adverse impact and
other potential barriers to attracting, hiring, promoting, and retaining a diverse talent community.
with members of leadership to proactively identify the needs of the organization through development of formal frameworks
and career pathways in partnership with local, regional and national educational institutions, as well as internal
training and certification programs.
- Measures return on investment related to sourcing and attraction strategies.
Collaborates with leadership and direct reports to identify the core competencies desired, the most important requirements
of a top candidate, team environment and unique aspects of the opportunity (employee value proposition).
as an expert in relationship management and team development. Coaches direct reports to develop and fosters relationships
as a talent strategist in partnership with assigned client group utilizing a service-level agreement (SLA). Coordinates
the development and implementation of validated assessments related to behavioral and skill assessments; monitors reporting
and measures of adverse impact. Conducts behavioral-based interviews and partners with HR colleagues to provide
hiring manager with resources and education/training related to interviewing and selection.
- Collaborates with
compensation management team to create processes, programs and policies which support a compelling offer. Maintains current
knowledge and education of regulations, laws and policies which impact specific positions and demonstrates the understanding
when evaluating and adjudicating background reports.
- Demonstrates knowledge of developing and implementing
talent strategies and programs to recruit and retain talent in a large and complex healthcare system.
a comprehensive understanding of sourcing strategies including Search Engine Optimization, Search Engine Marketing,
various social media channels, job boards, journals, professional associations, networking groups, conferences,
online groups and other talent communities.
- Demonstrates expertise related to the development and communication
of a Total Rewards package and negotiations with candidate in partnership with hiring manager to obtain acceptance
- Demonstrates a comprehensive understanding of all applicable laws and regulations and the ability
to screen qualified applicants based on minimum and preferred qualifications.
- Inclusive and engaging leadership
style and the ability to coach and develop others using a strengths-based approach.
- Proven relationship-builder.
Demonstrates the ability to present information in formal and informal settings.
- Demonstrates proven
computer skills and abilities, including proficiency in MS Office suite and web-based platforms (HRIS and ATS)
- Bachelor's degree in Human Resources, Organization Development,
Business or related field required.
- Minimum of six years' experience in human resources or organizational
development leading projects, programs or people required.
- Management or supervisory experience in human
resources or organizational development in a healthcare setting with a focus on attracting, developing and retaining
- Certification in HR or Talent-related specialty from an approved organization (SHRM, HCI,
NAHCR, HRCI, AAMM, ASPR, AIRS, etc.) preferred.
If you are interested and
qualified, please send a "Word" copy of your resume/CV and salary requirements to the address below. When
applying, please indicate the job and the location in the subject line of your e-mail.