What are the responsibilities and job description for the Senior Director of Talent Management position at Community Connections, Inc.?
POSITION TYPE: Hybrid
PAY RANGE: $130,000 - $145,000 depending on experience
POSITION SUMMARY The Senior Director of Talent Management (TM) provides strategic leadership in talent acquisition and retention, leadership development, organizational development, employee programs, performance management, and compensation and benefits. This position assists the CEO with culture development and oversees the talent management career cycle and credentialing throughout the enterprise. Reporting to the Chief Executive Officer, the Senior Director of TM is responsible for the development, implementation, and execution of policies and processes relating to all phases of human resources/talent management including: compensation, benefits, recruiting, hiring, onboarding, personnel file management, performance management, training, organizational development and culture, employee handbook and policies, employee engagement, workforce planning, compliance, as well as staff and enrollee issues. The Senior Director oversees department functions such as interviewing, hiring, training employees, and planning, assigning, and directing work. They are also responsible for providing consultation across the enterprise on relevant areas like performance appraisal, disciplinary processes, addressing complaints, and resolving problems, and will serve as an advisor to the President & CEO and resource to colleagues, department heads, managers, and staff to provide strategic partnership and solution-oriented outcomes. The Senior Director supervises a team of TM professionals.
KEY RESPONSIBILITIES:
HUMAN RESOURCES STRATEGY
- Aligns talent management strategies with the organizational strategy.
- Supports organizational development and evaluates talent needs.
- Recommends innovative approaches, policies, and processes for continual improvements in efficiency and effectiveness.
- Assists in the development of DEI and belonging strategies.
- Supports supervisors with managing performance and development for all staff.
- Periodically assesses training needs to implement staff development opportunities. Identifies risk and reports risk assessments to Executive Leadership.
STAFFING
- Supervises recruitment activities across the enterprise, focusing on attracting top, skills-based, and diverse talent.
- Manages staff who implement the onboarding process.
- Educates staff on the organization’s mission, vision, values, and benefits. Serves as a resource to managers in recruiting, hiring, and onboarding practices.
COMPLIANCE
- Develops, maintains, and monitors legal and regulatory compliance.
- Develops, recommends, and implements employee policies; updates employee handbook and ensures policies are communicated and understood.
- Maintains department and staff records and reports. Expands knowledge of existing and proposed laws/regulations affecting HR management.
- Interprets laws and policies and advises management and employees accordingly.
- Ensures compliance with all federal, state, and local employment laws.
- Manages organization insurance upkeep and renewals.
EMPLOYEE RELATIONS
- Supports well-being, safety, and fair treatment of all staff.
- Collaborates with department heads to promote inclusivity.
- Implements comprehensive employee recognition programs.
- Gathers employee feedback and creates solutions for concerns and recognition.
- Counsels leaders and employees on interpersonal conduct, grievance procedures, and relations concerns. Models and interprets policies on workplace behavior.
- Conducts internal investigations to ensure fair outcomes and reduce legal exposure.
PERFORMANCE MANAGEMENT
- Trains supervisors on managing staff performance and feedback.
- Supports staff with ongoing performance conversations and facilitates the annual review process.
LEADERSHIP
- Advises the CEO regarding compensation and benefits.
- Partners with the CEO and executive leadership on human capital strategies.
- Forecasts and manages the Talent Management budget.
ADMINISTRATIVE
- Manages entries in the organization’s HR Information System (UltiPro).
- Initiates or monitors employment-related changes from hiring to offboarding.
BENEFITS AND COMPENSATION
- Manages day-to-day benefit operations and compliance.
- Develops compensation plans and structures.
CREDENTIALING
- Develops and maintains credentialing databases.
- Ensures timely recertification and maintains provider roster.
- Conducts research on state and federal regulations.
- Maintains current credentialing data and provides updates on statuses.
- Develops internal credentialing processes.
DESIRED KNOWLEDGE/SKILLS/ABILITIES:
- Bachelor’s degree required
- Master’s preferred.
- 10 years HR experience, 5-7 in leadership. HRCI or SHRM Certification preferred.
- Knowledge in UltiPro or other HRIS, CARF, CAQH, and CMS standards.
- Strong verbal and written communication skills, business acumen, and project management skills. Mission-driven, culturally sensitive, able to handle confidentiality.
Full Position Description: https://recruiting.ultipro.com/com1046/JobBoard/cd8eaf40-55dd-220b-1c53-95141c833cc4/OpportunityDetail?opportunityId=e8a5a3e7-0854-40ef-aaf1-e660d29977dc
Salary : $130,000 - $145,000