Senior Vice President, Talent Strategy - Beth Israel Lahey Health
Charlestown, MA
About the Job
Job Type: Regular
Time Type: Full time
Work Shift: Day (United States of America)
FLSA Status: Exempt
When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.
The Senior Vice President Talent Strategy reports directly to the Executive Vice President, Chief Human Resources Officer for BILH and is a member of the Human Resources Leadership Team (HRLT). The primary purpose of the role is to oversee the following talent-related HR functions such as Workforce Development, Leadership & Organizational Development, Executive Recruitment, Talent Acquisition Strategy & Operations, and 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 and providing input, 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, deals with highly confidential information, and interacts regularly with both BILH executives outside the HR team and HR business consultants who collaborate closely to solve complex organizational challenges through people-related solutions. Working with the BILH leaders and managers, this individual taps into a strong knowledge of business operations and people practices to promote the company’s strategic priorities, culture, mission, and values by aligning/brokering HR capabilities to meet organizational needs. The role will set the strategy for the employment lifecycle, including responsibility for interacting with business leaders and HR Business Partners to understand how to best position the Talent Acquisition team to support the hiring demands and competition for talent, which is pivotal to the enduring success of the company. In addition to the above, this role will be responsible for assessing, measuring and reporting the organization’s progress related to recruitment and retention goals through actionable data that will inform talent strategy and further integration efforts across the system.
Job Description:
Essential Duties & Responsibilities including but not limited to:
+ Lead with a system mindset that embraces transformation and change.
+ Build strong, cross-functional relationships that involves and engages leaders and teams at all levels at the local hospital and throughout system operations.
+ Foster a strong commitment to diversity, inclusion, belonging and anti-racism; work with the Office of the Chief Diversity, Equity and Inclusion Officer on strategic implementations related to workforce diversity.
+ Have knowledge of the HR functions and associated HR policies, approaches, and environmental constraints, as well as relevant HR laws and regulations.
+ Deliver an amazing high-quality end user experience with all human resources touch points and services.
+ Oversee a comprehensive analysis of all recruiting initiatives, identifying both the effective areas and the areas of opportunity; proposes recommended changes in strategy based on the data analyzed.
+ Oversee the strategy of digital initiatives within strategic recruitment campaigns.
+ Lead the design and development of HR talent strategies, programs, plans, policies, tools, templates, and practices.
+ Assess organizational capabilities to determine what development tools (competencies, development guides) and interventions (org design, technology) are needed to build stronger teams and stronger organizational capability.
+ Support and advise the head of HR as a participant in the development of the system’s plans and programs as a talent management technical expert with a focus on the impact to HR programs, plans, policies, and practices.
+ Translate the BILH system strategic and tactical 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 functional strategies, capabilities, and programs.
+ Responsible for shaping and delivering 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. Understand the differences between domestic policies and programs and coordinate the integration of such programs, as necessary.
+ Use outcome and performance-based talent metrics supplied by the HR System Services Centers of Expertise (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 (with key budget owners) of the Human Resources department(s) under the Talent organization.
+ 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.
+ Research and apply best practice in Talent organization design and development solutions.
+ Use diagnostic processes and analytics to help business leaders enhance their capability to assess and change employee behavior and culture to increase department effectiveness.
+ Provide technical advice and knowledge to others within the Human Resources discipline. Act as the final escalation point (other than the head of HR) for issues within the defined function of Talent Development and Talent Acquisition.
+ Formulate and implement organization-wide culture policies, procedures, programs, and initiatives (e.g., employee programs centered on cultural change and employee engagement, and organization effectiveness).
Minimum Qualifications:
Education :
+ Master’s Degree or equivalent experience in Business, Human Resources, or related field preferred.
+ Bachelor’s Degree or equivalent experience in Business, Human Resources, or related field required.
Licensure, Certification & Registration : N/A
Experience :
+ At least 10-15 years of leadership experience required.
+ 10+ years of talent management experience required.
Skills, Knowledge & Abilities :
+ A keen understanding and appreciation for the unique needs and challenges of building a contemporary talent agenda for driving significant change across a large dispersed workforce, ideally in a Health Care environment.
+ Experience in the integration of talent programs within the broader talent management strategy.
+ Experience in working with a large, widely dispersed workforce.
+ 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 in and across the organization.
+ Proven leader with the ability to build and manage people and engage high performing teams.
+ High energy with a strong work ethic.
Required Skills:
Driving Results
Establishing systems and processes to attract, develop, engage, and retain talented employees; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future clinical and business challenges.
Emotional Intelligence
Establishing and sustaining trusting relationships by accurately perceiving and interpreting one’s own and others’ emotions and behavior in the context of the political environment; leveraging insights to effectively manage one’s own responses and reactions.
Leading Change
Identifying and driving organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services.
Cultivating Clinical and Business Partnerships
Initiating and maintaining strategic relationships with stakeholders inside and outside the health system (e.g., physicians, cross-functional partners, payers, suppliers, community representatives) to advance clinical and business goals.
Leveraging Community and Staff Diversity
Initiating actions to reduce barriers and leverage the advantages of diverse cultures, interpersonal styles, ideas, and professional and educational backgrounds.
Inclusion Statement : BILH places great value on being a diverse and inclusive community. BILH is dedicated to diversity, equity, and inclusion as we aim to reflect the diversity of the patients in the communities that we serve. We believe in equal access to quality care, as well as employment and advancement opportunities encompassing the full spectrum or human diversity: race, gender, sexual orientation, religion, ethnicity, national origin and all the other forms of group and individual identity and expression that make us better able to provide innovative and cutting-edge healthcare and research. To make our vision a reality, we are most interested in finding spectacular candidates for this posting and encourage applicants of all backgrounds to apply even if every qualification listed is not met.
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) and COVID-19 as a condition of employment. Learn more (https://www.bilh.org/newsroom/bilh-to-require-covid-19-influenza-vaccines-for-all-clinicians-staff-by-oct-31) 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
Time Type: Full time
Work Shift: Day (United States of America)
FLSA Status: Exempt
When you join the growing BILH team, you're not just taking a job, you’re making a difference in people’s lives.
The Senior Vice President Talent Strategy reports directly to the Executive Vice President, Chief Human Resources Officer for BILH and is a member of the Human Resources Leadership Team (HRLT). The primary purpose of the role is to oversee the following talent-related HR functions such as Workforce Development, Leadership & Organizational Development, Executive Recruitment, Talent Acquisition Strategy & Operations, and 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 and providing input, 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, deals with highly confidential information, and interacts regularly with both BILH executives outside the HR team and HR business consultants who collaborate closely to solve complex organizational challenges through people-related solutions. Working with the BILH leaders and managers, this individual taps into a strong knowledge of business operations and people practices to promote the company’s strategic priorities, culture, mission, and values by aligning/brokering HR capabilities to meet organizational needs. The role will set the strategy for the employment lifecycle, including responsibility for interacting with business leaders and HR Business Partners to understand how to best position the Talent Acquisition team to support the hiring demands and competition for talent, which is pivotal to the enduring success of the company. In addition to the above, this role will be responsible for assessing, measuring and reporting the organization’s progress related to recruitment and retention goals through actionable data that will inform talent strategy and further integration efforts across the system.
Job Description:
Essential Duties & Responsibilities including but not limited to:
+ Lead with a system mindset that embraces transformation and change.
+ Build strong, cross-functional relationships that involves and engages leaders and teams at all levels at the local hospital and throughout system operations.
+ Foster a strong commitment to diversity, inclusion, belonging and anti-racism; work with the Office of the Chief Diversity, Equity and Inclusion Officer on strategic implementations related to workforce diversity.
+ Have knowledge of the HR functions and associated HR policies, approaches, and environmental constraints, as well as relevant HR laws and regulations.
+ Deliver an amazing high-quality end user experience with all human resources touch points and services.
+ Oversee a comprehensive analysis of all recruiting initiatives, identifying both the effective areas and the areas of opportunity; proposes recommended changes in strategy based on the data analyzed.
+ Oversee the strategy of digital initiatives within strategic recruitment campaigns.
+ Lead the design and development of HR talent strategies, programs, plans, policies, tools, templates, and practices.
+ Assess organizational capabilities to determine what development tools (competencies, development guides) and interventions (org design, technology) are needed to build stronger teams and stronger organizational capability.
+ Support and advise the head of HR as a participant in the development of the system’s plans and programs as a talent management technical expert with a focus on the impact to HR programs, plans, policies, and practices.
+ Translate the BILH system strategic and tactical 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 functional strategies, capabilities, and programs.
+ Responsible for shaping and delivering 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. Understand the differences between domestic policies and programs and coordinate the integration of such programs, as necessary.
+ Use outcome and performance-based talent metrics supplied by the HR System Services Centers of Expertise (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 (with key budget owners) of the Human Resources department(s) under the Talent organization.
+ 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.
+ Research and apply best practice in Talent organization design and development solutions.
+ Use diagnostic processes and analytics to help business leaders enhance their capability to assess and change employee behavior and culture to increase department effectiveness.
+ Provide technical advice and knowledge to others within the Human Resources discipline. Act as the final escalation point (other than the head of HR) for issues within the defined function of Talent Development and Talent Acquisition.
+ Formulate and implement organization-wide culture policies, procedures, programs, and initiatives (e.g., employee programs centered on cultural change and employee engagement, and organization effectiveness).
Minimum Qualifications:
Education :
+ Master’s Degree or equivalent experience in Business, Human Resources, or related field preferred.
+ Bachelor’s Degree or equivalent experience in Business, Human Resources, or related field required.
Licensure, Certification & Registration : N/A
Experience :
+ At least 10-15 years of leadership experience required.
+ 10+ years of talent management experience required.
Skills, Knowledge & Abilities :
+ A keen understanding and appreciation for the unique needs and challenges of building a contemporary talent agenda for driving significant change across a large dispersed workforce, ideally in a Health Care environment.
+ Experience in the integration of talent programs within the broader talent management strategy.
+ Experience in working with a large, widely dispersed workforce.
+ 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 in and across the organization.
+ Proven leader with the ability to build and manage people and engage high performing teams.
+ High energy with a strong work ethic.
Required Skills:
Driving Results
Establishing systems and processes to attract, develop, engage, and retain talented employees; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future clinical and business challenges.
Emotional Intelligence
Establishing and sustaining trusting relationships by accurately perceiving and interpreting one’s own and others’ emotions and behavior in the context of the political environment; leveraging insights to effectively manage one’s own responses and reactions.
Leading Change
Identifying and driving organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services.
Cultivating Clinical and Business Partnerships
Initiating and maintaining strategic relationships with stakeholders inside and outside the health system (e.g., physicians, cross-functional partners, payers, suppliers, community representatives) to advance clinical and business goals.
Leveraging Community and Staff Diversity
Initiating actions to reduce barriers and leverage the advantages of diverse cultures, interpersonal styles, ideas, and professional and educational backgrounds.
Inclusion Statement : BILH places great value on being a diverse and inclusive community. BILH is dedicated to diversity, equity, and inclusion as we aim to reflect the diversity of the patients in the communities that we serve. We believe in equal access to quality care, as well as employment and advancement opportunities encompassing the full spectrum or human diversity: race, gender, sexual orientation, religion, ethnicity, national origin and all the other forms of group and individual identity and expression that make us better able to provide innovative and cutting-edge healthcare and research. To make our vision a reality, we are most interested in finding spectacular candidates for this posting and encourage applicants of all backgrounds to apply even if every qualification listed is not met.
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) and COVID-19 as a condition of employment. Learn more (https://www.bilh.org/newsroom/bilh-to-require-covid-19-influenza-vaccines-for-all-clinicians-staff-by-oct-31) 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
Source : Beth Israel Lahey Health
