Vice president talent management job description

As one of the largest EHR companies in the country, Qualifacts offers revolutionary support for behavioral health, human services, and rehabilitative services. The technology and solutions that we provide enhance how our customers deliver quality care, make it possible for them to achieve exceptional outcomes, and improve the lives of the individuals they serve. We draw upon 20 years of experience to inform our products and services, and the result is solutions that empower our customers to achieve interoperability goals, optimize efficiency, improve productivity, and maximize reimbursement.

Qualifacts supports three platforms: CareLogic, Credible, and InSync. The EHR platforms, each uniquely positioned, allow us to serve all segment sizes within the market.

If you want to work inside an atmosphere where innovation has purpose, and your ambition works to support our customers and those they serve, please apply today!

This position is preferably based out of our Tampa, FL or Nashville, TN office. However, we are open to a remote working arrangement with regular travel to our offices as required.
Summary of the Vice President, Talent Management


Reporting to the Chief Human Resources Officer, the VP of Talent Management will be responsible for the day-to-day global talent management practices including driving company culture, establishing policies and procedures, and working with leaders to develop, reward, attract and retain our top talent. They will lead the global HR business partnering and talent development practices to support our employees and leaders, in partnership with Talent Acquisition (TA), Employee Services and Rewards and Finance leaders on corporate systems and programs. The successful candidate has a strategic mindset yet enjoys a hands-on engagement level in this high-growth organization.


Responsibilities of the Vice President, Talent Management


Work force Strategy - develop and implement a Global Workforce Strategy that aligns with the company's long-range planning and financial goals Talent Management - provide oversight for talent management strategy including workforce planning, talent acquisition, talent development, and pipeline management. Develop progressive talent. management processes and programs across the organization. Employ standard HR processes and programs such as benefits administration, employee data and file management, performance review processes and new hire and termination processing. Mergers and Acquisitions - lead HR-related due diligence on acquisition targets, including defining acquisition success metrics for each target. Execute integration plans when indicated. Employee Engagement - plan, develop, implement, and evaluate the organization's employee engagement practices to build a strong culture around the corporate values to retain our talent. Performance Management - design, implement and maintain performance goal setting, feedback, and assessment programs to help facilitate the achievement of company objectives. Employee Relations - provide leadership support to employee engagement-related activities. Consult on employee relations activities. Ensure compliance with state, federal, and agency requirements to help to address and minimize legal and regulatory risks. Training and Development - build training and development programs to optimize high-performing teams. Ensure the cost-effective deployment of targeted training and development-related strategies and activities aligned to key organizational needs. Organizational Effectiveness - contribute to strategy development and overall organizational performance by providing consultation in HR-related matters, change management, communication, and other issues associated with organizational development and operational performance


Qualifications of the Vice President, Talent Management


Bachelor's degree in a human resources field; Master's degree preferred Minimum 10 years of progressive experience in Human Resources Minimum 5 years of supervisory and leadership experience Human Resources professional certifications preferred such as CCP, SCP, SPHR


Knowledge, Skills, and Abilities for the Vice President, Talent Management


Experience with healthcare and technology industries that have employees in both exempt and non-exempt roles Proven experience in a global environment with extensive knowledge of a workforce in India and other countries Proven successful experience in interacting with and influencing senior staff, community leaders and directors of boards Experience in M&A diligence and integration required Demonstrated experience working in a complex matrixed organization including experience at a Sr. Director or Vice President at a comparable level Demonstrated ability to understand strategic and operational plans and to add value through the integration of HR initiatives Demonstrated progressive professional experience in business and Human Resources Relevant business experience working with senior leadership at a strategic level Demonstrated success in internal consulting or similar trusted advisor role A focus on understanding the needs of the organization and supporting senior leaders with a customer-focused, service orientation


Qualifacts is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, disability, military status, national origin, or any other characteristic protected under federal, state, or applicable local law.

Reporting directly to the Senior Vice President (SVP) for Human Resources/Chief People Officer, the VP for Talent Management and Human Resources (HR) Services will envision, design and lead Dana Farber's strategy and institutional practices for talent management and development, employee experience and engagement, employee and labor relations, workforce planning, and workplace policies and culture.

DFCI is experiencing strong, sustained growth, with a workforce of over 10,000 people. A “scale-up” of HR services to effectively support this growth and DFCI's mission is required. The Vice President will:

serve as a thought- and business partner to the SVP for HR/CPO, taking a broad and deep view of how the HR organization should be transformed to best serve DFCI in the years ahead;

contribute significantly (with others on the senior HR team) to shaping the HR function for the future, entailing a step change over the next 3-5 years to strengthen and modernize HR services, programs, systems, service models and business processes;

devise strategies and approaches to labor and employee relations, talent management, learning, and organizational development that support DFCI's mission and strategic objectives;

rationalize and strengthen the provision of HR business partner services to Dana-Farber's leaders, managers, and departments -- in part, by supporting and strengthening people-management capabilities and effective people/talent practices at the local level;

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS, and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.
Overall: Provide team leadership by attracting, developing, and managing strong, diverse talent. Set well-chosen, clear goals to achieve the best talent outcomes and HR service results and make the greatest impact. Motivate and enable the team to meet goals, adopt innovative approaches and technology, and provide excellent, strategically-focused service at scale. Talent Management: Act as the chief talent strategist for Dana-Farber. Provide strategic perspective, thought leadership and subject matter expertise on matters relating to the employment experience, engagement, culture, and sustaining the vitality of Dana-Farber's highly talented, mission-driven workforce. Shape Dana-Farber's talent strategy and approach across the employment life cycle -- talent pipelining, selection and identification of critical roles and key talent; learning and development; employee engagement, retention, and career/succession planning. Drive widespread adoption of effective people- and talent management practices. Learning and Organizational Development: Oversee HR's learning and organizational development function. Provide leadership and guidance to an established team in a center of expertise responsible for organizational, leadership and individual development. Ensure excellence in services such as executive coaching and team facilitation; leadership and manager development programs; open enrollment workplace learning; and consulting on topics such as diversity and inclusion, engagement, change and culture. Labor and Employee Relations: Build a labor and employee relations function that serves as a center of strategy and expertise for Dana-Farber's role and responsibility as a lawful, socially responsible employer of choice. Oversee labor negotiations and relations with the Massachusetts Nurses Association and IUOE Local 877 bargaining units, which represent over 700 employees. Oversee development of sound, equitable workplace policies for both represented and non-represented employees that are consistent with the Institute's values and mission, and that enhance the workplace and the employment experience. Ensure that HR (along with other responsible individuals and departments) assesses, investigates, refers, and resolves grievances and complaints relating to workplace conduct at the highest levels of effectiveness and integrity, and with an eye toward continuous improvement of workplace policies and compliance, as well as reduction of risk and reoccurrence. HR Business Partners: Oversee the HR generalist/business partner team that works with assigned internal clients across Dana-Farber's departments and divisions to understand their organizational objectives and enable their attainment through consistent use of effective talent- and people practices. Ensure excellence in the provision of HR consulting services and expertise. Establish standards and practices for generalists to deliver most HR services to leadership and line managers and connect clients with HR centers of expertise for specialized needs or services.
Undergraduate degree required; relevant graduate degree (e.g., MBA, MPA, M.Ed., MS, J.D.) strongly preferred 15+ years' management experience and demonstrated success in providing HR services in a large, complex non-profit organization, preferably: In non-profit sectors such as higher education, academic medicine, research, health care, biomedical/pharma, research, or government or in management consulting to organizations in these sectors Deep HR functional knowledge and strong proficiency in key HR competencies including business acumen, talent management, agility, HR data and systems fluency, relationship management, and strategic consulting. Progressively responsible leadership roles in human resources, with track record of leading organization-wide strategy on talent and culture.
KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:
Leadership and relationships: Well-developed leadership skills with strong character and integrity. Leads, develops, and inspires a team of talent strategists, HR generalists, learning and development practitioners, and labor and employee relations specialists. Displays good judgment for risk-taking and acts decisively to create positive impact and best outcomes. Solution- and team-oriented. Excellent communicator with strong interpersonal skills and emotional intelligence. Experience in building critical relationships and collaborations, internal alliances, and long-term partnerships in a complex, matrixed organization. Strategic thinking: Ability to analyze complex situations with judgment and insight, and forge a path forward that advances progress toward long-term priorities. Uses data and information fluently to monitor/assess performance, develop options and solutions, and create a compelling case for action or change. Functional expertise: Skilled, with demonstrated expertise and broad knowledge in HR business partnership; talent, learning and organizational development; and labor and employee relations. Devises and implements efficient, effective organizational and service delivery models. Managing Change: Proficient in leading and managing through change, growth and uncertainty while creating a productive, stable, and reliable environment for the immediate team and the larger organization. Flexibility and adaptability to shifting priorities and/or organizational needs, while mitigating the impact of shifts and changes on staff. Flexibility, adaptability, and agility to navigate through resistance and setbacks effectively. Anticipates barriers and adjusts in ways that move the work forward.


SUPERVISORY RESPONSIBILITIES:

Leads an organization of approximately 20+ FTE's.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff. Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information.

• Bachelor s Degree or equivalent in business, human resources management or relevant field of study. Master s Degree preferred.
• Appropriate and comprehensive experience in talent acquisition, workforce strategy, organizational development and change management.
• Requires in-depth knowledge of the workforce and leadership development strategies in workforce management (recruitment, development and retention) as normally demonstrated in 5+ year of progressively responsible experience.
• Proven experience implementing a multi-faceted / enterprise strategic workforce planning program, inclusive of forecasting and action planning.
• Required experience collaborating with external academic and non-academic partners and institutions to support workforce planning efforts.
• Proven time management and decision-making stills, with expert analytical and organizational skills to manage multiple projects simultaneously with competing timeline effectively.
• Proven leadership experience of well performing, action-driven teams.
• Experience in full recruitment lifecycle, pipeline and branding strategies. Experience in large, complex, fast-paced and dynamic environments managing technology, metrics, and process change efforts, across various departments and service lines to meet goals and deadlines. Ability to influence and lead with and without authority.
• Allocate resources and drive accountability throughout the Human Resources Talent Acquisition & Workforce Development Center of Excellence to ensure achievement of results.
• Demonstrated professional, leadership, and diplomatic presence to represent the organization and HR Center of Excellence to key internal and external stakeholders.
• Strong planning, communication, and organization skills.
• Leadership facilitation experience to drive senior-level alignment for change.
• Extensive functional and industry knowledge of and experience with HR Information Systems, including security and reporting tools.
• Demonstrated experience in predictive analytics outcomes preferred.
• Reflects leading an environment where staff know the seriousness of the work while understanding staff can have fun at the same time.