• Sr. Manager, Talent Management

    Location US-CA-Los Angeles
    Job ID
    2018-6309
    Category
    Human Resources
  • Overview

     

    This position will report to the Assistant Vice President, Talent Management and must establish and maintain effective working relationships with employees at all levels, vendors and agents, and others. Works in collaboration with the Business Leaders, Talent Management team, HR Team, and subject matter experts to ensure alignment of needs to the strategies of AltaMed.

    Responsible for assessing learning needs, planning, developing and implementing development programs in order to improve the capability of leaders, physicians, and employees. Accountable for assuring AltaMed leaders are prepared to provide excellent leadership now and in the future. Development programs include the Physician Leadership Development program, Clinical and non-Clinical Leadership Development programs, and New Leader Orientation. Co-leads the implementation and evaluation of the process and tools for effective and efficient performance management, talent reviews, succession planning and career development. Compares future strategic objectives and needed essential core capabilities and appropriate actions to bridge the talent gap in order to execute on strategic priorities. Leads team of talent management professionals.

     

     

    Responsibilities

    1. Assesses, plans, designs, implements, facilitates and evaluates development programs using adult learning theories and practices in order to improve the capability of leaders, physicians, and employees throughout AltaMed.
    2. Serves as a consulting resource to HR Business partners and Business Leaders throughout the AltaMed, assessing development needs to achieve major short and long-term strategic initiatives, especially those related to organizational transformation and capability, service, and performance of key leaders and leadership/project teams.
    3. Develops short- and long-range plans to identify leadership, learning and development needs within the organization and ensures the development of programs and processes to meet those needs.
    4. Identifies appropriate competency models and develops programs to effectively develop needed skills.
    5. Utilizes best practices and innovative approaches to designing development programs, measuring program effectiveness by long-term development results.
    6. Identifies areas where common programs or processes for leadership development and learning are appropriate within the system, and implements processes to minimize duplication and enhance the return on investment.
    7. Collaborates with the other Talent Management functions to identify additional current and future development needs of individuals, teams, and the organization.
    8. Regularly meets with Business and HR Leaders, HR Business Partners to ensure service level standards are in place and effective.
    9. Investigates, evaluates, and recommends new leadership development materials as needed. Creates tools to measure return on investment, transfer and retention of learning.
    10. Evaluates effectiveness of development interventions, programs and systems to determine if the goals are being met and sustained change and development is taking place.
    11. Provides functional and project support for performance management, and maintains a thorough understanding of talent and performance management, and translates this knowledge to processes.
    12. Develops, implements and evaluates the process and tools for effective and efficient talent reviews and succession planning.
    13. Engages in critical business discussions to address and understand talent gaps.
    14. Understands the strategic needs of the organization and the competencies required for success.
    15. Works collaboratively with Business Leaders to ensure their respective leaders are fully qualified and prepared for future responsibilities.
    16. As appropriate, conducts assessments using a variety of means such as instruments, interviews, simulations, focus groups, 180/360 degree feedback, to assure prospective leaders meet the defined job requirements and competencies to be successful now and in the future.
    17. Understands the internal leader bench strength and competencies, both collectively and individually.

     

    Qualifications

    Education

    1. Master’s degree required with a concentration in Education, Adult Learning, Organizational Development, Industrial / Organizational Psychology, Human Resources, Business, or related discipline.

    Experience

    1. Minimum of 8 years experience as a Human Resources, Leadership Development or Organizational Development practitioner; proven track record of successful in program design, delivery and evaluation; experience in performance and succession, team effectiveness, and organizational diagnostic interventions and initiatives; understands how to add value to focus on the business operations and objectives.
    2. Minimum experience of 5 years of experience managing talent management or organizational development teams, and activities in a healthcare environment preferred.

    License/Registration/Certifications

    1. Preferred certifications in Personalysis, MBTI, Crucial Conversations, DDI Training Certification, or equivalent certifications.
    2. Preferred associations include ASTD, SHRM, or OD Network.

     

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