Sys Director Talent Management - CommonSpirit Health

CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

Job Summary:
The Director of Talent Management will be responsible for designing, implementing, and overseeing strategic programs focused on talent development, succession planning, and performance management across the organization. This leadership role ensures that the company has a robust pipeline of talent ready to step into critical roles and that employee performance aligns with organizational goals.

Key Responsibilities:
1. Succession Planning:

Develop and implement a comprehensive succession planning strategy to ensure a strong talent pipeline for key leadership and critical roles across the organization.
Collaborate with senior leadership to identify high-potential talent, assess leadership gaps, and create individual development plans to prepare employees for future roles.
Lead talent reviews and assessments, providing insights and recommendations to the executive team on succession readiness and leadership gaps.
Monitor and report on succession planning progress, ensuring alignment with business goals and long-term strategic objectives.
Partner with HR business partners and other departments to ensure diversity, equity, and inclusion in succession planning efforts.
2. Performance Management:

Oversee the design, implementation, and continuous improvement of performance management systems and processes that align with company objectives and values.
Guide the development and execution of performance appraisals, feedback systems, and employee development initiatives.
Provide coaching and support to managers and leadership teams in effectively managing performance, addressing performance issues, and setting clear expectations.
Promote a culture of continuous feedback, regular check-ins, and development planning for all employees.
Work with senior leadership to ensure that performance management is integrated with compensation, recognition, and career development processes.
3. Data Analytics & Reporting:

Utilize data and analytics to assess the effectiveness of succession planning and performance management programs.
Prepare and present regular reports to senior leadership on key metrics such as talent bench strength, turnover, employee engagement, and performance trends.
Use insights to adjust strategies and make data-driven decisions to improve organizational effectiveness.
4. Stakeholder Collaboration & Communication:

Build strong relationships with senior leaders, HR teams, and other departments to ensure alignment and integration of succession planning and performance management with broader HR initiatives.
Act as an advisor to business leaders on talent management issues, including retention, employee engagement, and leadership development.
Drive communication efforts around performance management and succession planning, ensuring transparency and consistency across the organization.
5. Change Management & Continuous Improvement:

Lead change management initiatives related to talent management systems, processes, and technologies.
Stay current with industry trends and best practices in succession planning and performance management, ensuring the organization’s approach remains innovative and competitive.

Qualifications:
Education:
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (required)
Master’s degree in a related field or relevant certifications (preferred)

Experience:
Minimum 8-10 years of progressive experience in Human Resources, with at least 5 years in leadership or management roles related to succession planning, performance management, or talent development.
Proven track record of designing and implementing successful succession planning and performance management programs at the enterprise level.
Strong understanding of organizational design, leadership development, and employee lifecycle management.

Skills & Competencies:
Strong strategic thinking and problem-solving skills.
Ability to build relationships and influence at all levels of the organization.
Excellent communication, presentation, and interpersonal skills.
Data-driven mindset with experience using HR analytics and reporting tools to inform decision-making.
Expertise in leadership development, change management, and organizational effectiveness.
Knowledge of HR technologies and performance management software.
Experience in managing cross-functional teams and working in a fast-paced, evolving business environment.