Director - Talent Development

Job Responsibilities

• Define and oversee the strategic planning and operational management activities including budget and resource management for Talent Development programs.
• Leverages metrics and analyses to influence HR and organizational practices and to validate and revise strategies within own area.
• Develop, recommend, and interpret organization-wide Talent Development program goals and objectives, policies and procedures, and courses of action.
• Successfully lead multiple large/complex projects / program(s) from end to end within Talent Development.
• Drives project execution through teams to ensure cost-effective delivery at high quality.
• Collaborate effectively with business leaders on training and talent development solutions for the different populations at St. Jude.
• Partners with key stakeholder to ensure that all Talent Development products and solutions are aligned to – and reinforce St. Jude’s values and culture; grounds all leadership development activities in St. Jude’s leadership competencies and expectations.
• Promote utilization of the HR offerings within Talent Development and works with employees and managers to facilitate programs.
• Strategically engage with key stakeholders (e.g., cross-functional leaders) to provide recommendations and influence decision-making.
• Support the people aspects of organizational change and people processes; Drive and implement change initiatives to improve efficiency and effectiveness in people management.
• Evaluate performance of all direct reports, providing feedback, recognition, and opportunities for professional development.
• Perform other duties as assigned to meet the goals and objectives of the department and institution.
• Maintains regular and predictable attendance.

Minimum Education and/or Training

Bachelor's degree required. Master's degree preferred.

Minimum Experience

• Demonstrated track record of high credibility as a trusted advisor.
• Directing HR objectives, policies and procedures for own area, within the organization.
• Demonstrated experience working in a multi-functional environment, influencing critical cross-functional stakeholders to drive processes/systems and outcomes.
• Strong experience with operational management, budget planning, & stakeholder and resource management.
• Expertise with HR principles and practices, as well as applicable policies and federal, state, & local laws and regulations.
• Proven performance in earlier role.

Special Skills, Knowledge and Abilities

• Drives and monitors clear goal setting, accountability, and feedback for the department (and matrixed teams).
• Manages ER issues as they arise.
• Guides performance of direct reports (or indirect if managing people indirectly) through coaching and development.
• Consistently evaluates and addresses the team’s overarching development, inclusion & belonging needs in line with the talent & DEI strategy.
• Proactively builds and maintains key relationships within and outside the organization.
• Guides structured evaluation of priorities with stakeholders for critical decision-making with a long-term focus.
• Facilitates communication and solutioning between stakeholders to address needs and perspectives.
• Strong breadth of expertise across multiple sub-functional areas within HR, and some across functional areas at St Jude.
• Deep knowledge of how HR practices, technologies and processes can be optimally used to drive initiatives.
• Drives a culture of continuous process improvement within the department by proactively tracking industry trends and leveraging best practices.
• Exhibits a very high level of sensitivity, tact and judgement in dealing with complex situations and stakeholders on people related issues.
• Judges situations from a long-term perspective taking into account multiple stakeholders, brands and viewpoints into account while helping the organization navigate through people issues.
• Builds internal connections and external partnerships across executive/leadership levels.
• Strategically understands stakeholder needs and manages expectations and relationships on a regular basis.
• Can handle highly sensitive or tough situations with social and emotional grace and maturity.
• Models resourcefulness by reaching out to people within and outside functional groups to get work done effectively.
• Keeps large teams/ departments energized and focused on high-quality results by leveraging data/ analytics-based approaches.
• Builds systems, processes, and capabilities that can set and deliver a high-performance culture.
• Shows strong skills in thinking critically with a systemic view.
• Shows expertise in taking a structured approach to analyze and resolve issues.
• Able to distinguish between different sets of issues, set priorities, and make decisions.
• Can craft the functional strategy aligned with business outcomes by understanding the needs of the business and helping them see the longer-term value from the function.
• Demonstrates a strong understanding of the healthcare landscape and the internal customer's needs to consistently make data-driven decisions that drive strategic value for the business.
• Has a strong grasp of the budgeting process and understands where the function can make or lose money to make the right choices that drive business value.