Director, Strategic Talent Partner

Director, Strategic Talent Partner will be a key contributor in the development and implementation of a comprehensive talent strategy that connects purpose and performance, ignites passion to grow, and invests in whole career development for everyone in BAYADA Home Health Care. This role will directly partner with and support a Regional Director and the regional leadership team to help manage culture and people strategies in a way that enables the business to meet strategic objectives and align with the overall performance of the organization. 

 

In this role, the individual will be responsible for partnering with regional leadership to develop, execute and manage culture and people strategies in a way that enables the divisions to continue to meet strategic objectives and align with the Region, the Practice, and the overall organization. This practice support function will oversee development/training, and performance management for the division staff. This position will be responsible for gathering resources, collaborating, and communicating with enterprise support to assist the Regional Director, Division Directors, and Office Directors in retaining, supporting, developing, and managing talent. The individual is responsible to align the division with BAYADA’s People and Culture programs, both strategically and “hands-on”, to achieve practice goals. The individual is to align resources through engagement of the broader organization and enable strategic execution, including leveraging the functional expertise in Enterprise support.

 

This is a Remote Role, but requires local travel within PA.

 

MINIMUM QUALIFICATIONS:

• Four (4) year college degree. Master’s degree in leadership, organizational development, IO Psychology, Human Resources Management, or a related field preferred but not required.
• Five (5) + years of Human Resources Business Partner experience managing/overseeing HR disciplines, talent management initiatives, employee engagement, leadership development, organizational development, and employee life cycle processes.
• Track record of successfully developing employees/teams at various levels.
• Experience implementing talent management and performance management best practices.
• Demonstrate key leadership competencies as defined by the organization.
• Must have strong intellect, business acumen, collaborative style and relationship building skills.

Primary Responsibilities:

• Partner with Regional Director, Division Directors, and Office Directors to define and execute culture and people strategies that align to the goals of the practices, as well as the overall enterprise.
• Contribute to the development of and responsible for responsible for leading talent/workforce planning and onboarding of talent retention, management development/training, performance management, succession planning, workforce planning, compensation, and employee relations consistent with overall enterprise-wide, and practice strategies.
• Develop, execute, and support the Regional Director and Division Directors in retention, management development, performance management, succession planning, compensation, and employee relations.
• Act as advisor and coach to the Regional Director, Division Directors and Office Directors on all matters related to people and culture.
• Actively support regional talent functions including performance reviews, workforce planning, talent roundtables, succession plans, development plans and performance improvement plans.
• Advise leaders on coaching contracts, and coaching services. Track and monitor outcomes for coaching within the divisions.
• Assist operational leaders in assessing and understanding skills gaps within the divisions.
• Work with practice operational and functional leaders to support the people component of mergers, acquisitions, and joint ventures.
• Implement practice-wide talent strategies that align with business goals.
• Assist regional leaders in assessing, developing, and upgrading talent.
• Understand and assess leadership gaps within the region(s); create plans to address gaps in coordination with practice leadership and enterprise support.
• Diagnose and treat team performance concerns within the region(s).
• Partner with regional leadership to assume responsibility for employee engagement implementation, outcomes, and responses.
• Partner to identify insights and trends from various employee feedback loops and to conduct effective follow-up in response to employee feedback to foster high employee engagement.
• Seek out, build, and maintain trusting and collaborating relationships and alliances inside and outside the organization.