Vice President, Talent Development

When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.

The VP, Talent Development reports to the EVP, Chief Human Resources Officer and is a member of the Human Resources Leadership Team (HRLT). This role is critical to Beth Israel Lahey Health (BILH) as it provides strategic leadership, vision, and operational oversight over talent-related HR functions (e.g., employee and leadership development, instructional design/training, organizational effectiveness, workforce planning and development) to balance external leading market practices with internal business needs.

This role will tie talent programs and initiatives directly to BILH system strategy and goals while incorporating/providing input to and shaping the BILH employee value proposition and employee experience.

This role manages multiple teams, serves on the HR leadership team, helps set HR strategy, and interacts regularly with both BILH executives and HR Business Partners who collaborate closely with business leaders to solve complex organizational challenges through people-related solutions. Working with BILH leaders, this individual taps into a strong knowledge of business operations and people practices promoting BILH’s strategic priorities, culture, mission, and values by aligning/brokering HR capabilities to meet organizational needs.

Job Description:

Primary Responsibilities:

Leads the design and development of talent development strategies, programs, plans, policies, tools, templates, and practices, to include:

• Assessing organizational capabilities to determine what development tools (e.g. competencies, development guides) and interventions (org design, technology) are needed to build stronger teams and stronger organizational capability. 
• Extend the team’s proven expertise in harmonizing our legacy and locally focused programs to create scalable model across all of BILH.
• Developing human resource planning models to identify competency, knowledge and talent gaps, and develop specific programs to address gaps (e.g., talent assessments, training, career development programs, workforce planning)  
• Developing strategic leadership and executive development programs to support business objectives and strategic workforce and succession plans.
• Support and advise the EVP, Chief Human Resources Officer as a participant in the development of the system’s plans and programs as a talent management expert with a focus on the impact of HR programs, plans, policies, and practices.
• Translate BILH’s business initiatives and goals into strategic and operational talent plans. Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items influence the HR strategies, capabilities, and programs.
• Partner to shape and deliver the BILH employee value proposition and employee experience through talent strategies, programs and initiatives.
• Maintain knowledge of broad HR policies, programs, laws and issues with a particular focus on how they systemically relate to talent topics.
• Continually assess the competitiveness of all programs and practices to ensure best practice.
• Use outcome and performance-based talent metrics (e.g., productivity, quality, service) to identify trends, determine risks/opportunities, or provide organizational insights to HR Business Partners.
• Manage the budget and other financial measures of the Talent Development team.
• Partner closely with HRBPs and business leaders to drive improvements in organizational capability by identifying root causes to issues and recommending concrete solutions to address issues. 
• Provide guidance and support around organizational design and team integration during mergers and acquisitions. 
• Leading large, scalable, data-driven talent programs that serve strategic organizational needs.
• Research and apply best practice in organization design and development solutions.
• Use diagnostic processes and analytics to help business leaders enhance their capability to assess and drive employee performance and culture to increase effectiveness.
• Provide advice and counsel to others within Human Resources.
• Formulate and implement system-wide policies, procedures, programs, and initiatives (e.g., employee programs centered on culture initiatives, employee engagement, and organization effectiveness).

Required Qualifications:

• Master’s Degree or equivalent experience in Business, Human Resources or related field
• At least 15 years of experience in roles responsible for talent management
• A keen understanding and appreciation for the unique needs and challenges of building Organizational Excellence which is achieved through OD, LD, TD and Workforce Planning, driving significant change across a large dispersed workforce, ideally in a Health Care environment
• Experience in the integration of OE/OD within the broader talent management strategy
• Experienced in working with large, widely dispersed, workforces
• Strong project management skills, including a proven track record of leading large, complex projects using standard project management practices and tools
• Excellent interpersonal, facilitation, communication, and consulting skills.  Ability to assess needs, influence, collaborate, deliver and partner at the most senior levels across the organization.
• Proven leader with the ability to build and manage people and engage high performing teams
• Demonstrated experience leading large, scalable, data-driven programs through a blend of strategic vision, operational expertise, and advanced analytical skills.
• High energy with a strong work ethic
• Experience with an ERP system (Workday preferred)

• Dedicated to service orientation; sense of urgency and follow-up and responsiveness; high-level of personal integrity and confidentiality
• Ability to work well under pressure and flexible in adapting and responding to changing situations
• Strong organizational skills with the ability to manage multiple, conflicting priorities between client work and program development in a fast-paced environment
• SPHR or SHRM-SP desired.
• Leadership in Healthcare System is a plus
• Certification in change management certification (PROSCI or Certified Change Management Professional- CCMP) is preferred

As a health care organization, we have a responsibility to do everything in our power to care for and protect our patients, our colleagues and our communities. Beth Israel Lahey Health requires that all staff be vaccinated against influenza (flu) as a condition of employment. Learn more about this requirement.

More than 35,000 people working together. Nurses, doctors, technicians, therapists, researchers, teachers and more, making a difference in patients' lives. Your skill and compassion can make us even stronger.

Equal Opportunity Employer/Veterans/Disabled