Director of Talent and Organizational Development

Job Type Full-time Description

 

Position Title: Director, Talent and Organizational Development

Department: Human Resources

Reports To: CHRO

Summary: 

 

The Director of Talent and Organizational Development is responsible for the development and implementation of strategies that will help attract, retain and develop top talent within the organization as well as strategies to create a strong employment value proposition. This leadership role will support, create and implement non-clinical talent development processes, organizational transformation initiatives, which promote a culture of continuous improvement, employee engagement, and exceptional performance.

In addition, this individual will serve as a consultative leader to provide oversight to help the organization improve its capabilities and employee engagement through the alignment of strategy, people capabilities and processes. This role is responsible for partnering with the organization to create a talent development vision and provide direct support to design, develop and implement programs that will take the organization to the next level.

Responsibilities:

• Create and execute a comprehensive learning strategy to engage, develop, and retain the talent required for continued growth.
• Conduct formal organizational and talent needs assessments. Incorporate findings from needs assessments to design, deployment, and evaluate development programs that will build the overall knowledge and skills required for team members to be successful.
• Partner with leaders at all organizational levels to align learning and development efforts with business objectives.
• Develop and execute high-impact leadership and talent strategies that build a strong pipeline of future leaders and enhance leadership capabilities. 
• Ensure the integration of leadership competencies, succession planning, and executive development to drive business success. 
• Design, develop and implement talent development programs for all organizational levels, leveraging internal and external resources.
• Provide performance guidance and coaching to employees, managers, and clinicians.
• Evolve and implement the company’s talent and succession planning frameworks to identify critical roles, assess high-potential talent, and develop robust succession plans. Partner with Talent Acquisition to market positions based on organizational succession strategies.
• Develop and execute follow-through actions to close succession gaps and ensure leadership readiness.
• Establish a leadership assessment and profiling strategy to assess leadership potential and succession readiness.
• Drive industry leading leadership development and talent management practices, continuously evolving approaches to meet organizational needs. 
• Collaborate closely with HR and business leaders to ensure leadership and talent strategies align with the company’s broader strategic objectives.
• Measure the impact of leadership and talent development initiatives, leveraging data and insights to refine and enhance programs. 
• Facilitate process improvement initiatives using Lean Management Principles to help the organization focus on maximizing value while minimizing waste within business processes.

Qualifications: 

• Bachelor’s degree in business, human resources, education or a related field. Master’s degree in organizational Behavior or related field.
• Minimum 5 years of experience serving in a leadership role in talent management, learning and development, or organizational development.
• Prior experience working in healthcare or a service industry preferred.
• Demonstrated ability to build strong systems and processes, which are institutionalized to help drive organizational change.
• Technical skills and experience in delivery of learning and development in a decentralized environment.
• Experience using Lean Management Principles. Certified Lean Management Professional (LMPC™) a plus.
• Proven expertise in leadership and talent development strategy, program design, and facilitation.
• Strong understanding of leadership competency frameworks and their application in leadership development and succession planning.
• Expertise in leadership assessments and team effectiveness strategies.
• Experience partnering with senior executives to drive enterprise-wide talent discussions and initiatives.
• Collaborative mindset with strong ability to influence and drive change across a growing organization, including the ability to develop initiatives that are scalable.

Company Overview:
Lighthouse Autism Center is the leading Applied Behavior Analysis