VICE PRESIDENT OF TALENT MANAGEMENT

Opportunity

Integritus Healthcare (IHC) presents an exciting opportunity for an experienced, collaborative executive who wants to join a multi-site health system with a diverse array of post-acute integrated healthcare services including skilled nursing, long-term care, senior housing, hospice, home care and other services.

This new executive will need to have a strong mission-orientation, be highly strategic and analytical.  He or she must think deeply about the workforce needs and challenges of health care delivery and must be committed to being innovative and creative in the oversight of the talent management.  The successful candidate will want to come to IHC, because he or she believes his or her best work can be accomplished in this mission-driven, high-functioning environment.

Summary of Position

REPORTS TO:  President and CEO, Integritus Healthcare (IHC) 

The Vice President of Talent Management develops and leads the strategic direction of talent management, organizational effectiveness, and culture aimed at accelerating organizational results to enable strategic growth. This role will partner with the Senior Leadership Team and various key stakeholders to develop and execute comprehensive strategies to attract, develop, and retain high-performing talent within an organization;  overseeing all aspects of talent management including recruitment, training, performance management, career development, and succession planning; and all aspects of human resources to ensure the company has the right people in the right roles to achieve a high-performing, and values-driven culture to actively anticipate, plan for, and address talent and culture needs of the organization.

Essential Duties and Responsibilities of the Position

Serve as the talent leader of IHC – providing strategic, long- and short-term direction to the talent management and related functions of the organization.

Strategic Talent Management and Organizational Effectiveness:

• Align talent management strategies with overall workforce, clinical and business objectives and goals.
• Works closely with senior leaders to plan and implement projects and change initiatives that align the talent, culture, and work processes with the organization’s strategic priorities.
• Provides leadership and coaching in the principles of managing change for large strategic initiatives and smaller affiliate initiatives.
• Conduct workforce analysis to identify current and future talent needs.
• Develop and implement talent management frameworks including competency models and career pathways.
• Develop practical and impactful approaches to ensure IHC has the leadership bench needed in support of company strategy and culture; identifies, manages, and develops future generation of diverse leaders in partnership with senior leaders.
• Form effective relationships with leaders and their teams, advising and providing talent guidance.
• Participate in the development of the organization's strategic plan.
• Evaluate and advise on the impact of long-range planning, introduction of new programs/strategies and regulatory action.
• Establish credibility throughout the organization and with the Board as an effective developer of solutions to workforce and business challenges.
• Provide oversight of IntegriNurse – staffing agency

Talent Acquisition:

• Oversee the recruitment process, including sourcing, screening, interviewing, and hiring top talent.
• Develop and implement innovative recruitment strategies to attract diverse candidate pools.
• Manage relationships with external recruitment agencies.

Talent Development:

• Design and deliver comprehensive training and development programs for employees at all levels.
• Foster a culture of continuous learning and development.
• Implement performance management systems to track employee performance and identify areas for improvement.
• Supports leaders in proactively managing talent pipelines to ensure talent is available to meet future growth needs.

Succession Planning:

• Identify and develop high-potential employees for future leadership roles.
• Create succession plans for critical positions within the organization.

Employee Engagement and Retention:

• Develop and implement strategies to enhance employee engagement and satisfaction.
• Monitor employee turnover and identify areas for improvement.
• Address employee concerns and promote a positive work environment
• Provide leadership of the Employee Engagement and Satisfaction survey and action planning.

Human Resources

• Provides guidance and leadership to the human resource management team; assists with resolution of human resource, compensation, benefits questions, concerns, and issues.
• Provides guidance and leadership of Union/Labor relations issues.
• Ensures compliance with employment, benefits, insurance, safety, and other laws, regulations, and requirements.

Key Responsibilities of the Position

• Know, understand, incorporate and demonstrate IHC’s mission, vision and values in leadership behavior, practices and decisions.

• Communicate with and build a strong collaborative relationship with the senior management team.

• Actively participate in IHC initiatives providing leadership, support and engagement to ensure successful assessment and implementation.

• Maintain a working knowledge of applicable Federal, State and local laws and regulations specifically including charity care guidelines and other policies and procedures in order to ensure adherence in a manner that reflects honest, ethical and professional behavior.

The ideal candidate will possess the following experience, skills, values and personal characteristics:

Education

• A Bachelor’s degree in Business Administration, Human Resources, or related field required.
• Candidates should ideally possess a Master’s degree in Business or Organizational Behavior.

Experience and Skills

• At least ten years of talent management experience required, with strategic, and/or business development experience highly preferred.

• Ability to work collaboratively in a growing, multi-site, not-for-profit, post-acute care health system environment.

• Excellent customer service orientation skills are necessary in order to deal effectively with various levels of personnel, governance, physicians, and community groups.

• Must be a collaborative, contemporary talent management executive with expertise in the areas of workforce development, leadership development, employee engagement, business operations, strategic planning and joint ventures/affiliations.

• A superb critical thinker, one who understands operations and systems integration, yet takes a strategic business view of the market environment.

• Able to work well with operational and clinical staff and proactively able to identify and execute partnership opportunities.

• Experienced in hiring, developing, coaching and promoting staff. One must demonstrate an effective history of retaining and developing high performing teams.

• Possess excellent presentation and communication skills, with the ability to present information to groups and individuals at all levels of the organization; this should include experience in working with and presenting to boards.