OhioHealth
Vice President, Talent & Performance Management
OhioHealth, Columbus, Ohio, United States, 43224
The VP offers effective internal consulting, develops, and implements cutting-edge initiatives and interventions to meet the strategic and cultural goals to drive business results. This includes leading and/or taking part in cross-functional teams to diagnose organization effectiveness issues, collect and analyze qualitative and quantitative data as part of that analysis, generate human capital recommendations to address performance gaps and build required capability, and craft high impact implementation plans. This role also works across to senior leadership team to offer coaching on performance, team dynamics, conflict resolution, goal setting and other relevant topics relevant to talent and performance.
Typical projects involve organization performance and workforce diagnosis, program management, change management, re-designing department organization structures, succession planning, executive coaching strategy, talent management/review, assessment management to proactively develop talent, job design, and goals/scorecard design.
Typical roles that report to this role include management level leaders of talent management, organizational development, high potential programs, performance management and change management.
Location: Columbus, Ohio primarily with enterprise level accountability across the company footprint.
This role is full time on site with flexibility.
Minimum Qualifications:
Bachelor’s Degree (Required)
Experience: 10+ years of progressive experience in talent management, or organizational development, with at least 5 years in a leadership role, in a large, complex organization. Experience in a high-growth or fast-paced environment is a plus.
Leadership: Proven ability to lead and develop high-performing teams and to work collaboratively across an organization.
Strategic Thinking: Strong strategic thinking and planning skills, with a record of accomplishment of developing and implementing successful talent strategies.
Executive Coaching: Proven experience in executive coaching at the C-suite level.
Communication: Excellent verbal and written communication skills, with the ability to influence and engage stakeholders at all levels.
Analytical Skills: Proficient in using data and analytics to drive decisions and measure the impact of talent initiatives.
Change Management: Experience leading large-scale change initiatives and driving organizational transformation.
DESIRED ATTRIBUTES:
Demonstrated experience in developing strategic and tactical plans to meet business objectives.
Strong presentation skills with the ability to influence various audiences, from senior leaders to teammates to frontline associates.
Demonstrated ability to work effectively with a culturally diverse workforce and provide leadership for significant organizational change.
Proven ability to design, implement, and sustain community and business partnerships.
Progressive leadership experience that includes staff supervision, budget management, and proven track record of job-related accomplishments.
Excellent written, oral, interpersonal, and presentation skills and the ability to effectively interface with senior management.
Excellent project management skills, with keen attention to detail.
Ability to handle multiple priorities from various constituents with tight deadlines in a dynamic, fast paced environment.
Proven level of comfort engaging with corporate and community leaders and influencers.
Strong leadership, negotiation, and collaboration skills.
Ability to analyze complex problems and develop recommendations and solutions.
RESPONSIBILITIES AND DUTIES:
Talent Consulting: Partners with executive HRBP to consult with senior leadership on key talent opportunities, gaps, remediation plans and interventions.
Strategic Talent Management: Develop and execute a comprehensive talent management strategy that aligns with the company’s mission, values, and long-term goals. This includes talent acquisition, succession planning, and workforce planning.
Coaching and Development: Oversee all coaching programs, both at the executive and leadership levels to enhance or accelerate growth of high potentials. Also responsible for building a culture of coaching across the organization, building a cadre of coaches and a structure for coaching engagements.
Performance Management: Enhances company’s performance management framework that fosters a high-performance culture, including goal setting, performance evaluations, and continuous feedback mechanisms.
Leadership Development: Create and oversee leadership development programs aimed at cultivating the next generation of company leaders. This includes executive coaching, mentoring, and development planning.
Talent Analytics: Utilize data and analytics to assess the effectiveness of talent and performance programs, adjusting as necessary to improve outcomes.
Organizational Development: Lead efforts to optimize organizational design and structure to support the company’s strategic objectives and foster agility and innovation.
Change Management: Support and guide the organization through change initiatives, ensuring smooth transitions and minimizing disruption to business operations.
Collaboration: Partner with HR, department heads, and senior leadership to align talent strategies with business needs, ensuring the development of a high-performing workforce.
General HR leadership: This role is part of the HR executive team and may, at times contribute to projects in talent acquisition, culture & learning, total rewards and/or associate relations.
Deliver talent programs on budget and on target with expected outcomes.
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Typical projects involve organization performance and workforce diagnosis, program management, change management, re-designing department organization structures, succession planning, executive coaching strategy, talent management/review, assessment management to proactively develop talent, job design, and goals/scorecard design.
Typical roles that report to this role include management level leaders of talent management, organizational development, high potential programs, performance management and change management.
Location: Columbus, Ohio primarily with enterprise level accountability across the company footprint.
This role is full time on site with flexibility.
Minimum Qualifications:
Bachelor’s Degree (Required)
Experience: 10+ years of progressive experience in talent management, or organizational development, with at least 5 years in a leadership role, in a large, complex organization. Experience in a high-growth or fast-paced environment is a plus.
Leadership: Proven ability to lead and develop high-performing teams and to work collaboratively across an organization.
Strategic Thinking: Strong strategic thinking and planning skills, with a record of accomplishment of developing and implementing successful talent strategies.
Executive Coaching: Proven experience in executive coaching at the C-suite level.
Communication: Excellent verbal and written communication skills, with the ability to influence and engage stakeholders at all levels.
Analytical Skills: Proficient in using data and analytics to drive decisions and measure the impact of talent initiatives.
Change Management: Experience leading large-scale change initiatives and driving organizational transformation.
DESIRED ATTRIBUTES:
Demonstrated experience in developing strategic and tactical plans to meet business objectives.
Strong presentation skills with the ability to influence various audiences, from senior leaders to teammates to frontline associates.
Demonstrated ability to work effectively with a culturally diverse workforce and provide leadership for significant organizational change.
Proven ability to design, implement, and sustain community and business partnerships.
Progressive leadership experience that includes staff supervision, budget management, and proven track record of job-related accomplishments.
Excellent written, oral, interpersonal, and presentation skills and the ability to effectively interface with senior management.
Excellent project management skills, with keen attention to detail.
Ability to handle multiple priorities from various constituents with tight deadlines in a dynamic, fast paced environment.
Proven level of comfort engaging with corporate and community leaders and influencers.
Strong leadership, negotiation, and collaboration skills.
Ability to analyze complex problems and develop recommendations and solutions.
RESPONSIBILITIES AND DUTIES:
Talent Consulting: Partners with executive HRBP to consult with senior leadership on key talent opportunities, gaps, remediation plans and interventions.
Strategic Talent Management: Develop and execute a comprehensive talent management strategy that aligns with the company’s mission, values, and long-term goals. This includes talent acquisition, succession planning, and workforce planning.
Coaching and Development: Oversee all coaching programs, both at the executive and leadership levels to enhance or accelerate growth of high potentials. Also responsible for building a culture of coaching across the organization, building a cadre of coaches and a structure for coaching engagements.
Performance Management: Enhances company’s performance management framework that fosters a high-performance culture, including goal setting, performance evaluations, and continuous feedback mechanisms.
Leadership Development: Create and oversee leadership development programs aimed at cultivating the next generation of company leaders. This includes executive coaching, mentoring, and development planning.
Talent Analytics: Utilize data and analytics to assess the effectiveness of talent and performance programs, adjusting as necessary to improve outcomes.
Organizational Development: Lead efforts to optimize organizational design and structure to support the company’s strategic objectives and foster agility and innovation.
Change Management: Support and guide the organization through change initiatives, ensuring smooth transitions and minimizing disruption to business operations.
Collaboration: Partner with HR, department heads, and senior leadership to align talent strategies with business needs, ensuring the development of a high-performing workforce.
General HR leadership: This role is part of the HR executive team and may, at times contribute to projects in talent acquisition, culture & learning, total rewards and/or associate relations.
Deliver talent programs on budget and on target with expected outcomes.
#J-18808-Ljbffr