Job Summary

The Vice President of Talent Management is responsible for developing and implementing talent strategies that align with the company’s business objectives. The VP will lead a team of talent management professionals and collaborate with senior leaders to drive a high-performance culture. This role will build, implement, and lead talent management initiatives, including: (1) leadership model development, (2) assessments for hiring and development, (3) succession planning processes, tools, (4) performance management, (5) executive coaching, (6) organizational design and efficiency support.

The role follows a hybrid schedule, requiring onsite presence every Tuesday through Thursday each week in Northfield, IL.

Job Description

MAJOR RESPONSIBILITIES

Talent Strategy Development

• Develop and implement a forward-thinking talent management strategy that aligns with the company’s long-term goals.

• Collaborate with senior leadership to understand business needs and translate them into talent initiatives.

• Build consistency in key talent management processes, where limited consistency exists today (e.g. performance management, hiring assessments, developmental assessments, talent planning tools and definitions etc.)

Leadership model development

• Develop a leadership framework unique to Medline to be used for assessment and development of the organization’s leadership bench and to identify future high-potential leaders.

Assessments for hiring and development

• Design a fully integrated assessment and development suite of tools.

• The tool suite and process will be focused on targeting one or more levels of leaders with a best-in-class mix of both standard tools (e.g., personality, cognitive) and customized measures (e.g., custom 360-feedback process, simulation, situational judgement test, and/or structured interviews

• Tools used for hiring should result in better hires, who stay with us longer

• Tools used for assessment and development of internal employees should link to talent planning, performance management, and executive coaching approach

Succession planning processes and tools

• Lead preparation of succession planning materials for BoD, ELT reviews

• Define common talent profiles for key leadership talent, including data from assessments

• Define common definitions of ‘talent calls’, ‘9-box’ etc.

• Ensure clear, future oriented profiles are in place for what is ‘required’ to be in a ‘top 10’ leadership role at Medline

Performance Management

• Lead the design and execution of a performance management system that promotes a culture of continuous improvement.

• Ensure that performance appraisal processes are fair, transparent, linked to business outcomes and supports our total rewards philosophy of ‘pay for performance’

Executive coaching

• Develop, execute an executive coaching philosophy for Medline that outlines (in general) who coaching is for, who receives an internal / external coach, who pays, how coaching is linked to other assessment (e.g. 360) and development activities, and who the right cadre of coaches are for Medline

• Select and train internal coaches or collaborate with external coaching professionals as needed.

• Monitor and evaluate the effectiveness of coaching programs, adjusting to enhance impact.

Organizational design, organizational effectiveness

• Provide support to business leaders and HRBPs on key organizational design initiatives including benchmarks, tools, and alignment to business goals, outcomes

• Build internal capability on organizational design (models, process, tools

• Partner with WFP&A to ensure broad Medline organization is effective vis-à-vis key metrics (spans, layers etc.) and partner with HRBPs to drive visibility and plans to address inefficiencies as needed

Partnership & Collaboration

• Partner effectively with Talent Acquisition, HR Business Partners, DEI, Learning & Development, People Analytics and Executive Leadership Team to implement holistic and inclusive Talent Management strategies benefitting the entire organization.

Team Management

• Build, lead, coach, and develop a high-performing talent management team (total of 5 employees)

MINIMUM JOB REQUIREMENTS

Education

• Bachelor’s degree in human resources, Business Administration, or a related field.

Certification / Licensure

None required.

Work Experience

• 10-15 years of experience in human resources, with at least 7 years in a senior talent management role, ideally within a Fortune 200 or equivalent large-scale organization.

Knowledge / Skills / Abilities

• Strong leadership skills to guide and inspire the HR team and the organization

• Ability to develop and implement long-term talent strategies that align with the company’s goals

• Excellent communication skills to interact effectively with all levels of the organization

• Strong analytical skills to assess talent needs, understand how to build rigorous assessments, and measure the effectiveness of HR initiatives

• Experience in managing organizational change and driving cultural transformation

• Ability to build and maintain relationships with potential candidates and industry professionals

• Understanding of labor laws and regulations to ensure HR Talent practices are fit for purpose and compliant

PREFERRED JOB REQUIREMENTS

Education

• Master’s or PhD in Industrial / Organizational psychology preferred.

Medline Industries, LP, and its subsidiaries, offer a competitive total rewards package, continuing education & training, and tremendous potential with a growing worldwide organization.

The anticipated salary range for this position:

$201,760.00 - $302,640.00 Annual

The actual salary will vary based on applicant’s location, education, experience, skills, and abilities. This role is bonus and/or incentive eligible. Medline will not pay less than the applicable minimum wage or salary threshold.

Our benefit package includes health insurance, life and disability, 401(k) contributions, paid time off, etc., for employees working 30 or more hours per week on average. For a more comprehensive list of our benefits please click here. For roles where employees work less than 30 hours per week, benefits include 401(k) contributions as well as access to the Employee Assistance Program, Employee Resource Groups and the Employee Service Corp.

Every day, we’re focused on building a more diverse and inclusive company, one that recognizes, values and respects the differences we all bring to the workplace. From doing what’s right to delivering business results, together, we’re better. Explore our Diversity, Equity and Inclusion page here.

Medline Industries, LP is an equal opportunity employer. Medline evaluates qualified applicants without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity or expression, protected veteran status, disability/handicap status or any other legally protected characteristic.