Director -Talent Development

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Director -Talent Development

Location

Memphis, TN

Category

Human Resources

Department

Human Resources

Shift

Weekday Day

Position Type

Full Time

Scheduled Weekly Hours

40

Req #

JR5248

Job Description

St. Jude Childrens Research Hospital is seeking a Director of Talent Development who directs the design, planning, and implementation of enterprise-wide talent development and HR capability-building programs. This leader drives organizational effectiveness initiatives that strengthen workforce capability, enable change, support employee engagement, facilitate team development, and improve operational performance.

The Director partners with HR and business leaders to identify skill gaps, ensure regulatory and policy compliance through effective training solutions, and align individual development strategies with organizational priorities. They design and deliver enterprise-wide performance management solutions while developing and managing budgets, and establishing policies, procedures, and quality standards to support sustainable workforce development. This role also selects, orients, trains, and assigns Talent Development staff.

Job Responsibilities:

• Define and oversee the strategic planning and operational management activities, including budget and resource management for own area; Leverage metrics and analyses to influence HR practices and to validate and revise strategies within own area.
• Develop, recommend, and interpret organization-wide HR program goals and objectives, policies and procedures, and courses of action.
• Successfully lead multiple large/critical complex projects/ program(s) from end to end for own area/department; Drive project execution through teams to ensure timely and cost effective delivery at high quality.
• Be a trusted advisor in HR practices and collaborate with business leaders on critical elements of investigation outcomes.
• Promote utilization of the HR offerings within one's own area and work with employees and managers to facilitate programs.
• Strategically engage with key stakeholders (e.g., cross-functional leaders) to share expert advice and influence decision-making.
• Support the people aspects of organizational change and people processes; Drive and implement change initiatives to improve efficiency and effectiveness in people management.
• Evaluate the performance of all direct reports, providing constructive criticism, feedback, and opportunities for professional development.
• Perform other duties as assigned to meet the goals and objectives of the department and institution.
• Maintains regular and predictable attendance.

Education:

• Bachelor's degree required.
• Master's degree preferred.

Experience:

• Minimum Requirement: Bachelor's degree with 10 + years of experience managing one of more areas within the HR function (e.g. Employee Relations, Compensation, HRBP, Talent Management, HRIS), preferably in a healthcare environment.
• Experience working in one or more areas of HR (e.g. Employee Relations, Compensation, HRBP, Talent Management, HRIS etc.) through the design and implementation of organization-wide HR programs.
• Strong experience managing teams.
• Demonstrated track record of high credibility as a trusted advisor. directing HR objectives, policies, and procedures for own area, within the organization.
• Demonstrated experience working in a multi-functional environment, influencing critical cross-functional stakeholders to drive processes/systems and outcomes.
• Strong experience with operational management, budget planning, & stakeholder and resource management.
• Expertise with HR principles and practices, as well as applicable policies and federal, state, & local laws and regulations.
• Proven performance in earlier role.

Special Skills, Knowledge, and Abilities:

• Drives and monitors clear goal setting, accountability, and feedback for the department (and matrixed teams). Manages ER issues as they arise.
• Guides the performance of direct reports (or indirect if managing people indirectly) through coaching and development.
• Consistently evaluates and addresses the teams overarching development, inclusion & belonging needs in line with the talent strategy.
• Proactively builds and maintains key relationships within and outside the organization.
• Guides structured evaluation of priorities with stakeholders for critical decision-making with a long-term focus.
• Facilitates communication and solutioning between stakeholders to address needs and perspectives.
• Strong breadth of expertise across multiple sub-functional areas within HR, and some across functional areas at St Jude.
• Deep knowledge of how to optimally use HR practices, technologies, and processes to drive initiatives.
• Drives a culture of continuous process improvement within the department by proactively tracking industry trends and leveraging best practices.
• Exhibits a very high level of sensitivity, tact, and judgment in dealing with complex situations and stakeholders on people-related issues.
• Judges situations from a long-term perspective, taking into account multiple stakeholders, brands, and viewpoints, while helping the organization navigate through people issues.
• Builds internal connections and external partnerships across executive/leadership levels.
• Strategically understands stakeholder needs and manages expectations and relationships on a regular basis.
• Can handle highly sensitive or tough situations with social and emotional grace and maturity.
• Models resourcefulness by reaching out to people within and outside functional groups to get work done effectively.
• Keeps large teams/ departments energized and focused on high-quality results by leveraging data/ analytics-based approaches.
• Builds systems, processes, and capabilities to establish and sustain a high-performance culture.
• Shows strong skills in thinking critically with a systemic view.Shows expertise in taking a structured approach to analyze and resolve issues.
• Able to distinguish between different sets of issues, set priorities, and make decisions.
• Can craft a functional strategy aligned with business outcomes by understanding the needs of the business and helping them see the longer-term value from the function.
• Demonstrates a strong understanding of the healthcare landscape and the internal customer's needs to consistently make data-driven decisions that drive strategic value for the business.
• Has a strong grasp of the budgeting process and understands where the function can make or lose money to make the right choices that drive business value.

Physical Demands and Working Conditions:

• The physical demands described here are representative of those required of an employee to successfully perform the essential functions of this job.
• While performing the duties of this job, the employee is regularly required to stand; walk; sit; kneel; use hands to finger, handle, or operate; and see and/or communicate. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, depth perception, and the ability to adjust focus.
• The employee must move about the workspace to access work surface and shelves, cabinets, drawers, and equipment that are at, below, or above the work surface.
• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The noise level in the work environment is usually quiet.
• An essential function of the job is to comply with all applicable federal, state, and local safety and health regulations.
• Nothing in this job description limits managements right to assign or reassign duties and responsibilities to this job at any time as business needs dictate.
• This job description reflects managements assignment of essential functions; it does not proscribe or restrict the tasks that may be assigned.
• The information contained herein is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor is it intended to be an all-inclusive list of the skills and abilities required to do the job.

Compensation

In recognition of certain U.S. state and municipal pay transparency laws, St. Jude is including a reasonable estimate of the compensation range for this role. This is an estimate offered in good faith and a specific salary offer takes into account factors that are considered in making compensation decisions including but not limited to skill sets, experience and training, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the salary range and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current salary range is $138,320 - $262,080 per year for the role of Director -Talent Development.

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St. Jude is an Equal Opportunity Employer

No Search Firms

St. Jude Children's Research Hospital does not accept unsolicited assistance from search firms for employment opportunities. Please do not call or email. All resumes submitted by search firms to any employee or other representative at St. Jude via email, the internet or in any form and/or method without a valid written search agreement in place and approved by HR will result in no fee being paid in the event the candidate is hired by St. Jude.

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