AVP, Talent Development

Job Details

Provides strategic and operational leadership for all talent development, talent management & performance management services to support the enterprise. Designs the infrastructure and oversees implementation of all essential processes and programs related to effective and impactful Talent, Succession & Performance Management. Consults and partners with Senior Leaders, Executives and HR Business Partners to assess, analyze and support Director-level and above leadership needs for the enterprise while ensuring alignment with and support of current and long-range business objectives. Partners with Organization Development, Enterprise Learning, Belonging, and other enterprise-level leaders to ensure ongoing alignment and integration of system-level group and individual development efforts. Directs and leads the design, development, delivery and on-going administration of talent & succession management related programs, services, practices and processes for leaders and performance management programs, services, policies and processes for all employees. Manages third-party/vendor relations, and manages, leads, coaches and mentors staff and employees in the delivery of the Talent & Performance Management Strategies.

Job Description

Essential Functions:

• Interacts with co-workers, visitors, and other staff consistent with the values of Jefferson.

• Partners with SVP, Learning & Organization Development to refine and develop an Enterprise Talent Development strategy, processes and practices in alignment with the organization’s objectives.
• Serves as an internal consultant to support talent needs including gap analysis and/or diagnosis, intervention, design and implementation of approaches to align with and meet business priorities.
• Assesses and diagnoses leadership needs relative to business performance gaps.
• Designs and implements talent development strategies and programs.
• Ensures the appropriate alignment and execution of the talent and leadership development efforts in coordination with organizational development resources supporting divisions.   
• Drives the creation of an enterprise leadership pipeline.
• Acts as a strong partner to business leaders by providing consulting services in the assessment of cultural and organizational issues, talent and change management challenges.
• Supports SVP, Learning & Organization Development in work with members of the executive leadership team and Board members as required.
• Conducts needs analysis, outlines operational requirements and translates requirements into tangible talent programs in partnership with Organization Development and Enterprise Learning
• Supports delivery, identification and business solutions in the areas of: talent planning, leadership development, succession, and performance management.  
• Measures the effectiveness of the talent management and development programs, systems, tools and procedures to make recommendations for continuous improvement opportunities.
• Develops high-trust working relationships with both clients and co-workers; inspires others to engage and participate. Consults with business leaders and HR business partners to create plans that drive individual and business performance.
• Diagnoses talent challenges facing divisional leadership teams and pulls the appropriate capabilities to deploy an integrated talent solution.
• Coordinates an ongoing process to develop, articulate, assess and support business strategy aligned leadership competencies and educate appropriate individuals on a competency-based process for system-wide selection, assessment and development of executive leaders.
• Facilitates access to experiential talent development programs/activities, such as executive coaching, mentoring, exposure opportunities, etc.
• Facilitates the succession management process, including collection and maintenance of all talent-related data, planning & preparation of talent reviews, preparation and analysis of talent reports support mobility, development and promotions of executive-level talent.
• Leads, coaches and mentors HR team members providing talent management assessment, feedback and development coaching to executive-level talent.
• Leads efforts to negotiate talent and performance management related third-party and vendor contracts and manages daily relationships.

Minimum Education and Experience Requirements:

A Master’s degree in human resources management, organization or leadership development, organization psychology or related field required or another applied behavioral science or a related field, or equivalent combination of education and experience. 

AND

• Minimum of ten (10) years of progressiv