Vp Talent Engagement & Development

Vp Talent Engagement & Development
Company:

Accentcare, Inc.®


Vp Talent Engagement & Development

Details of the offer

AccentCare, Inc.® is a national post-acute healthcare provider with over 45 years of industry experience. We thrive on providing patient-centric care and a warm and personalized experience within our local communities.

Your Success is our Success. We strive to provide our new employees with a structured on-boarding process to help you become assimilated quickly, and cutting-edge tools to make your daily work easier and more efficient. We offer extensive training and a wide-array of opportunities for continued education and promotional opportunities.

Position Title:
Reports To:
POSITION SUMMARY:
This position is a key member of the Human Resources Leadership team and serves as a key strategy influencer and driver of the Company?s Talent Management Framework with the goal to attract, engage, build, leverage and retain the talent necessary for the company to meet and exceed its business goals. This is done by partnering with the business leaders and HR team members to create and leverage best practices and processes for talent acquisition, employee engagement, leadership & professional development, performance management, and succession planning. This key leader will provide leadership, support and vision to the organization and lead company-wide engagement and development activities that align with the business strategies.

The VP-Talent Engagement & Development must align with the company philosophies and culture to ensure we support and promote the delivery of clinical and service excellence by exemplifying the Company?s mission, vision and values, personally and professionally and applying those same standards to the candidates we source and hire.

MAJOR DUTIES AND RESPONSIBILITIES (Essential Functions):
Talent Development.Develop and implement leadership development strategy, programs and processes aligned with the company?s business objectives. Design, develop and implement critical talent cycle components such as high potential programs, intern/MBA leadership rotations, leadership development, key experiences, career paths, career development planning and mapping talent strategies to business plans. Oversee the implementation and effective use the Company?s talent and learning management system (TMS/LMS) and the applicable program offerings to support key learning objectives.

Performance Management and Succession Planning.Develop and implement an annual Coaching and Performance Management process within the organization and ensure implementation of agreed upon actions. Lead the development and implementation of a Talent Review and Succession Planning Process. Understand and address ongoing developmental needs, align talent solutions to address needs, and strive for continuous improvement of organizational and individual performance

Talent Engagement.Develop and drive initiatives to improve employee engagement and retention across the organization. Develop, Implement and manage an employee engagement survey on a bi-annual basis. Supplement that bi-annual survey with interim ?pulse? type surveys to obtain ongoing feedback and measure effectiveness of management actions to create and sustain a high level of engagement. Develop, implement and manage an ongoing and cohesive package of employee and
team recognition programs and tools that support the company?s values and business objectives.

Organization Design & Development.Assist executives, business leaders and HR Partners in articulating business strategy and configuring the structures, processes, reward systems, and people practices to create an effective organization capable of achieving the business strategy.

HR Field Operational Support.Responsible for proactively supporting all aspects of strategic and tactical HR support, including providing strategic and operational HR advice, coaching, development and support to the functional businesses; acting as the single point of contact for the leaders; and serving as a point of contact for all people related issues.

Responsibilities cover a broad spectrum of HR activities such as employee relations, performance management, advice related to policies/processes, leadership and management development, career development, coaching, talent management, organizational development and change management.

.
HR Analytics.Leverage existing data and collect new data on HR and talent activities to understand why people join and leave the Company, which management actions are the key drivers of engagement and retention, and what training and other HR programs enhance performance. Provide actionable data to management to help the company run better by attracting and retaining the best people, ensuring they are prepared, productive, and engaged in their work, and understand and are aligned with the company?s goals and vision in a way that increase the value we deliver to our clients.

Talent Acquisition Tools and Process.Develop, manage and implement tools and processes to support the Company?s talent acquisition process. Research, recommend and oversee the implementation of pre-employment testing and assessment tools. Ensure that pre-employment tests are validated (content, construct, & criterion-related) to ensure that they accurately measure the knowledge or skills that an applicant would need to perform the job and that tests and other selection tools and processes do not create any disproportionate adverse impact on the employment opportunities of any race, gender, or other protected group and comply with the provisions of the ADA and other state and federal (DOL, OFCCP) guidelines.

Team Management. Leads team/staff to be devoted and accountable for results, modeling behaviors that exemplify the Company?s values and developing them to achieve their highest potential and the organizational goals. Plans and communicates relative to the resources and staff necessary to meet company-wide objectives.

Other duties as assigned
EXPERIENCE/TRAINING/EDUCATION/CERTIFICATION:
Bachelor?s Degree in Human Resources, Organizational Development, Business Administration, or a related field or the equivalent in education and experience
Master?s degree preferred. Certifications (SPHR, PHR, OD, etc)
A minimum of 10 years of Organizational Development, Talent Management, or Human Resources experience required.
Expert knowledge of multiple human resource disciplines including organizational development, change management, talent acquisition and development, organization design, performance management, and succession
Can apply a healthy balance of OD theory and the practical applications of theory and demonstrated ability to gain credibility for OD & LD
Expert facilitator of Organizational Development tools including 360 feedback, development assessments, survey tools and methodology, organizational learning, coaching processes and team development highly
Proven track record applying subject matter expertise (technical skills) to address a core business need and developing a process/system/solution which can deliver repeated/scalable positive

SKILLS/ABILITIES:
Strong interpersonal skills, judgment, and an ability to collaborate with and influence executives, managers and the general associate
Excellent strategic, consulting and process thinking abilities. Ability to simplify complex issues and take a pragmatic approach to organizational deliverables. Ability to architect and implement large change and operate easily between concept and
Exceptional organizational and multi-tasking
Critical thinking to translate business needs into talent strategies; and, translate talent strategies into specific goals, actions and
Strong business acumen, influencing, thought and personal leadership skills. Regarded as strong developer of diverse teams and individuals.
Project Management - engaging perspectives from multiple stakeholders, keeping people informed, driving to closure and/or ensuring ongoing viability of initiatives; Develops project plans; Completes projects on time and
Oral Communication - speaks clearly and persuasively in positive or negative situations; Listens and gets clarification; Responds well to questions; Demonstrates group presentation
Written Communication - writes clearly and informatively; Varies writing style to meet
Teamwork - balances team and individual responsibilities; Contributes to building a positive team spirit. Coaches, counsels and mentors staff asMust be able to wear simultaneous ?hats??manager, coach, counselor, author, team-builder, trouble-shooter, facilitator, trainer,
Views individual and team development as a strategic imperative and is committed to ensuring their continuous growth and

Visionary Leadership - displays passion and optimism; Inspires respect and trust; Mobilizes others to fulfill the vision; Provides vision and inspiration to
Cost Consciousness - works within approved budget; Conserves organizational
Managing Change: The ability to demonstrate support for innovation and for organizational changes needed to improve effectiveness, including initiating, sponsoring, and implementing organizational change as well as helping others to successfully manage
Results and resolution-oriented and thrives in a fast-paced environment


Source: Jobsxl


Area:

  • Purchase – Logistics – Transportation / Driver - Freight - Transport

Requirements

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