Senior Director, Talent Management

Job Summary

The Senior Director, Talent Management is responsible for developing and operationalizing the organization's enterprise talent management strategy and internal talent marketplace. This role leads the design and continuous improvement of performance management, succession planning, talent reviews, career development, internal mobility, and talent assessment practices to strengthen leadership pipelines, improve manager effectiveness, and support employee growth and organizational performance. The Senior Director partners closely with Human Resources leadership, business leaders, and technology and analytics teams to establish integrated, data-driven talent practices that align workforce capabilities with current and future business needs.

Essential Functions

• Develops and implements an integrated enterprise talent management philosophy and strategy to guide internal mobility, talent pipelines, development priorities, and investment decisions across clinical and non-clinical functions.
• Leads the design, implementation, management, and measurement of Performance Management and Talent Management capabilities within Oracle HCM, advancing technology-enabled and data-driven talent processes.
• Oversees enterprise performance management and goal-setting processes, ensuring appropriate alignment with organizational priorities, regulatory requirements, and applicable clinical performance standards.
• Defines and maintains talent profile architecture to capture employee experience, credentials, capabilities, career interests, mobility, and other information used to support talent decisions.
• Establishes enterprise talent metrics and analytics to assess pipeline strength, succession readiness, critical-role risk, turnover trends, and the effectiveness of talent management programs.
• Designs and leads enterprise talent review and succession planning processes across corporate functions, shared services, regions, and clinical operations, with emphasis on critical roles, pipeline depth, and readiness.
• Develops career pathways and standardized individual development planning practices that support employee career growth and enable meaningful career conversations between managers and employees.
• Establishes and maintains consistent assessment practices for high-potential identification, talent pools, succession candidates, development programs, and other talent decisions.
• Partners with Human Resources and operational leadership to evaluate and support talent pipelines and experience-based development programs for key leadership roles.
• Collaborates with Learning and Development leadership on high-potential programs, leadership academies, development assessments, and other programs to ensure investments align with identified talent needs.
• Partners with Talent Acquisition and workforce planning teams to strengthen internal talent pools, improve internal mobility, and align internal and external pipeline strategies with future workforce needs.
• Develops internal talent coaching capabilities and resources that support continuous employee and leadership development.
• Provides executive-level insights, recommendations, and reporting regarding organizational talent, succession risks, workforce capabilities, and emerging skill needs.
• Performs other duties as assigned.
• Maintains regular and reliable attendance.
• Complies with all policies and standards.

Qualifications

• Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Communications, or a related field required
• Master's Degree preferred
• More than 10 years of progressively responsible Human Resources experience with significant experience in talent management, organizational development, organizational effectiveness, or strategic workforce planning required
• 5-7 years of leadership experience managing Human Resources professionals required
• Healthcare industry experience preferred

Knowledge, Skills and Abilities

• Comprehensive knowledge of talent management, succession planning, performance management, career development, assessment, and internal mobility practices.
• Ability to design and implement enterprise-level talent strategies, programs, governance, and annual talent management cycles.
• Strong understanding of talent analytics with the ability to translate quantitative and qualitative workforce data into executive-level insights and recommendations.
• Ability to facilitate talent reviews and succession discussions with senior and executive leadership.
• Strong systems thinking with the ability to design integrated talent processes, workflows, and technology-enabled solutions.
• Knowledge of healthcare regulatory and accreditation requirements as they relate to performance management and clinical workforce practices.
• Strong executive communication, facilitation, consulting, and influencing skills.
• Ability to lead organizational change and build alignment across Human Resources, operations, clinical leadership, and other enterprise stakeholders.