Director Talent Management Jobs

OUR COMPANY:

Ardent Health Services is a premier provider of health care services that invests in people, technology, facilities, and communities, producing high-quality care and extraordinary results. We are driven in all things by our purpose of caring for people: our patients, their families, and one another.

Based in Nashville, Tennessee, Ardent’s subsidiaries own and operate 30 hospitals, 180 clinics, and a variety of other related health care facilities in six states; we employ 26,000 associates, including 1,000+ employed providers. Ardent facilities exceed national averages in Overall Hospital Quality Star Rating as ranked by the Centers for Medicare & Medicaid Services, with 89 percent of our hospitals receiving a three-star rating or above. Ardent's corporate office has been named one of the "Top Work Places" among Nashville-based companies for five consecutive years, including 2021.

We have an exciting opportunity to join our team as a Talent Management Director.

Position Summary

The Talent Management Director is responsible for building and implementing robust talent and performance management initiatives across Ardent Health. Working with corporate, market, and HR leaders, design strategies to support implementation of talent reviews and succession planning practices and processes, implement annual performance review process, and introduce programs and processes, such as: career development, leadership development, and 360 feedback. This position is highly visible, reporting to the VP of Talent Engagement and Development and working closely with the Chief People Officer and serves as an internal advisor on leadership and employee development, succession, and long-term talent planning.

Key Responsibilities:

• Manage and leverage relationships with external vendors in the performance management, succession planning, executive coaching, and other related talent initiatives
• Design, implement and oversee, in conjunction with L&D Director, a training strategy and platform, including the identification and implementation of critical in-house training for new and existing people leaders using data gathered and insights gleaned from talent management practices
• Manage operations of the Talent Management team including program administration, budgets, capacity planning and KPI tracking
• Serves as SME for enterprise-wide talent and performance initiatives.
• Work with senior leaders and CHRO to implement succession planning with development resources identified
• Develop and lead group facilitation, training, and presentation to various organizational audiences as needed
• Assess and evaluate talent, addressing and identifying solutions for skills and capability gaps
• Standardize performance management, including defining and linking competencies to positions and critical skill development, where available
• Build and align talent management processes, systems and reporting to ensure they are integrated with the organization’s strategic talent agenda
• Collaborates with Decision Support team and HRIS to establish and maintain talent management metrics to evaluate overall organizational capability and vitality.
• In collaboration with senior leadership, develop, promote, and facilitate an inclusive talent strategy and related initiatives enterprise-wide. Prepare HR Directors and Vice Presidents to support strategy at the local and market levels.

Requirements:

Education

• Bachelor’s degree in related field required
• Or PHR certification preferred

Work Experience

• A minimum of 8 – 10 years developing and leading talent management processes
• Experience operating in a forward-thinking, health care centric business

Knowledge/Skills/Abilities:

• Ability to work cohesively and collaboratively across all teams and levels within the organization
• Possesses high sense of urgency
• Deep knowledge of the talent management cycle, including processes and programs in recruitment, competency modeling, performance management, career development, succession planning, and education and training
• Possesses complex problem-solving skills – identifying complex problems and reviewing related information to develop and evaluate options and implement solutions
• Strong critical thinking skills - using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems
• Proficient in Microsoft Office
• Strong interpersonal, organizational and communication/presentation skills
• Strong consultative and diagnostic skills
• Effective self-management and project management ability
• Successful track record working cross functionally

Behavior Standards

• People – Promotes a Collaborative Environment and Identifies and Develops Talent
• Quality – Clinical and Operational Excellence and Holistic Approach
• Growth – Fosters Innovation and Sets Clear Direction
• Financial – Business Acumen and Continually Simplifies and Improves
• Service – Patient Centered Customer Service and Cultivates a Compassionate Environment

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