How you move is why we’re here. ®
Now more than ever.

Get back to what you need and love to do.
The possibilities are endless...
 
Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success.
 
If this describes you then let’s talk!
 
HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S. News & World Report. As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation. Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.

Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise.

Emp Status

Regular Full time

Work Shift

Compensation Range

The base pay scale for this position is $112,000.00 - $200,000.00. In addition, this position will be eligible for additional benefits consistent with the role. The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation. The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.

What you will be doing

WHAT WE’RE LOOKING FOR IN A PERSON

Beyond the required capabilities, we are looking for someone who embodies a specific set of qualities that we consider non-negotiable:

• Sharp and strategic: thinks at altitude and translates vision into practical, executable plans.
• High energy and deeply curious: energized by complexity, always learning, always pushing for better.
• Gets things done: not a theorist. Moves fast, manages projects end-to-end, and delivers.
• Data-sensitive and evidence-based: recommendations grounded in insight, not instinct alone.
• Standards-driven: holds themselves and their work to a consistently high bar.
• Credible presence: engages confidently at all levels, including senior and executive leadership.
• Highly collaborative: builds strong relationships quickly and works effectively across functions and levels.
• Deeply accountable: owns outcomes fully and does not wait to be chased.
• Technically literate: Workday-savvy and AI-minded — embraces technology as a tool for doing their best work.

KEY RESPONSIBILITIES

Talent Management Strategy

• Partner with the VP of Talent to evolve enterprise-wide talent management practices — establishing HSS as a benchmark for talent excellence in healthcare.
• Translate the organization’s strategic priorities into a coherent talent agenda, identifying the capabilities HSS needs now and in the future.
• Champion a culture of continuous growth, development, and accountability across the organization.

Performance Management

• Drive the full performance cycle — goal setting, mid-year reviews, year-end calibration, and the frameworks that define how performance is measured consistently across HSS.
• Ensure Workday-enabled performance processes are intuitive, well-governed, and embedded in how leaders operate day to day.
• Analyze performance data to identify trends, surface insights, and recommend targeted interventions.

Succession Planning & Talent Calibration

• Support the bi-annual talent calibration and succession planning process. Ensure rigor, depth, and enterprise wide impact.
• Partner with HRBPs & senior leaders to map critical roles, assess readiness, identify talent gaps, and build succession pipelines.
• Design and implement targeted development interventions for high-potential employees and key successors.

Leadership Development

• Support the VP of Talent in designing and deploying a comprehensive HSS Leadership Academy — building the leadership capability the organization needs for its next chapter.
• Enable  next generation leaders through high-potential programs, coaching relationships, and curated development experiences.
• Bring the organization’s capability framework to life — connecting leadership development directly to the behaviors and competencies HSS has defined as crit