Director Talent Development

Directs the design, planning, and implementation of enterprise-wide talent development and human resources capability-building solutions. Leads organizational effectiveness initiatives that strengthen workforce capability, enable change, support employee engagement, facilitate team development, and improve operational performance. Partners with HR and business leaders to identify skill gaps, ensure regulatory and policy compliance through effective training solutions, and align individual development strategies with organizational priorities. Designs and delivers enterprise-wide performance management, performance improvement, and team development interventions. Oversees and maintains St. Jude’s New Employee Orientation experience. Develops and manages budgets, and establishes policies, procedures, and quality standards to support sustainable workforce development. Selects, orients, trains, and assigns Talent Development staff

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.
• Consistently meet job expectations, adhere to policies, and deliver quality work while applying. St. Jude values and principles.
• Managers evaluate employee performance throughout the year—specifically through the spring and fall Check‑In milestones and the Annual Performance Review. All employees are encouraged to actively participate in these performance management processes.

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:

List pertinent skills, knowledge and abilities the person should have to be successful in the job.

• 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. 
• 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.

Physical Demands and Working Conditions:

List any Physical Demand required of the job (such as the ability to lift 50 pounds)

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
• While performing the duties of this job, the employee is regularly required to stand; walk; sit; kneel, use hands to finger, handle, or operate; see and/or communicate. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, depth perception and the ability to adjust focus.
• The employee must move about the workspace to access work surface and shelves, cabinets, drawers, and equipment that are at, below or above the work surface.
• The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• The noise level in the work environment is usually quiet.
• An essential function of the job is to be able to comply with all applicable federal, state and local safety and health regulations that would apply to this job.
• Nothing in this job description limits management’s right to assign or reassign duties and responsibilities to this job at any time as business needs dictate.
• This job description reflects management’s assignment of essential functions; it does not proscribe or restrict the tasks that may be assigned.
• The information contained herein is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor is it intended to be an all-inclusive list of the skills and abilities required to do the job.

Compensation

In recognition of certain U.S. state and municipal pay transparency laws, St. Jude is including a reasonable estimate of the compensation range for this role. This is an estimate offered in good faith and a specific salary offer takes into account factors that are considered in making compensation decisions including but not limited to skill sets, experience and training, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be hired at or near the top of the salary range and compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current salary range is $138,320 - $262,080 per year for the role of Director -Talent Development.

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St. Jude is an Equal Opportunity Employer

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