Director, Organizational & Talent Development

Methodist Healthcare; United States; Remote; USD 60,000 - 100,000; Full time

Job summary

An established industry player is seeking a passionate individual to lead leadership and talent development initiatives. This role involves designing and implementing programs that enhance professional growth and support organizational performance. The ideal candidate will work closely with senior leaders to create effective learning solutions and foster a culture of inclusion and service excellence. Join a dedicated team committed to making a difference in the community through compassionate care and innovative leadership practices. If you are driven to empower others and enhance organizational effectiveness, this opportunity is perfect for you.

Qualifications

• 5-7 years of experience in corporate leadership development.
• Strong knowledge of training and development principles.

Responsibilities

• Develop and implement leadership development programs.
• Collaborate with HR to address performance gaps.

Skills

Leadership Skills

Project Management

Critical Thinking

Communication Skills

Negotiation Skills

Training and Development

Organizational Skills

Education

Bachelor's Degree

Master's Degree

Tools

Microsoft Office

Assessment Tools

Job description

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One!

We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we’ve served the health care needs of the people of Memphis and the Mid-South.

Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values.

Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence.

A Brief Overview
Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values.

What you will do

• Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards.
• Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles.
• Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH.
• Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization.
• Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits.
• Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology.
• Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation.
• Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom.
• Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders.
• Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals.
• Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level.
• Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years.
• Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps.
• Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience.
• Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level.
• Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions.
• Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions.
• Revises and manages the Leader and Associate Performance Evaluations process.
• Leads and supports change management activities for major projects as well as organizational or process change.
• Oversees LMS Admin in obtaining and maintaining IACET course approvals.
• Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity.
• Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements.

Education Qualifications

• Bachelor's Degree
• Master's Degree

Experience Qualifications

• 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting.

Skills and Abilities

• Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment.
• Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence.
• Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.).
• Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development.
• Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills.
• Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems.
• Strong communication (written and verbal), organizational, analytical and problem-solving skills.
• Negotiation and persuasion skills with the ability to build win-win solutions.
• Ability to work without close supervision or professional guidance and to exercise independent judgement.
• Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians.
• Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc.
• Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals.
• Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians.
• Ability to plan and schedule tasks and projects and to maintain control of own workflow.
• Skill in developing and implementing short term and long-range plans.

Supervision Provided by this Position

• The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team.

Physical Demands

• The physical activities of this position may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion.
• Must have good balance and coordination.
• The physical requirements of this position are: light work - exerting up to 25 lbs. of force occasionally and/or up to 10 lbs. of force frequently.
• The Associate is required to have close visual acuity to perform an activity, such as preparing and analyzing data and figures; transcribing; viewing a computer terminal; or extensive reading.
• The conditions to which the Associate will be subject in this position: The Associate is not substantially exposed to adverse environmental conditions; job functions are typically performed under conditions such as those found in general office or administrative work.

Our Associates are passionate about what they do, the service they provide and the patients they serve. We value family, team and a Power of One culture that requires commitment to the highest standards of care and unity.