AVP Culture and Talent Management

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Cincinnati Children’s, the #1 ranked pediatric hospital in the nation by U.S. News & World Report, seeks an experienced and innovative leader to serve as its next Assistant Vice President, Culture and Talent. Supporting a workforce of over 19,000 employees, the AVP, Culture and Talent will join this global health system at a time of strategic growth and expansion, partnering closely with the CHRDO, the HR Leadership Team and senior management to enhance the culture and advance the people strategy of the organization. This is a unique opportunity to join a well-known and highly regarded institution to further develop the infrastructure, systems and capabilities needed to continue to develop, activate and retain extraordinary talent.
 
The AVP, Talent Management position has responsibility for developing and executing strategies on talent management, employee learning and development, leadership development, organizational culture change, change management, coaching and career pathing, employee experience, and team effectiveness.

Representative Responsibilities:

• Strategic Leadership – As a member of the HR Leadership Team, participate in crafting and executing the people strategy for the organization. This involves creating an HR strategy that aligns with and reinforces the strategic priorities of Cincinnati Children's, anticipating future workforce needs and ensuring the organization has the talent and skills to meet the needs, creating and fostering a positive employee experience, cultivating, and advancing a culture in which all employees can thrive, and a culture in which everyone feels safe, welcome, valued and respected.
• Department Leadership – In collaboration with HR leadership and other stakeholders as necessary, propose and manage the development, implementation, and assessment of long- and short-term operating goals in the areas of talent management, learning and organizational development, leadership development, employee experience, culture change initiatives, change management, coaching and career pathing, and team effectiveness interventions. Delegate responsibilities to reporting staff, establishing clear lines of responsibility and accountability. Elevate team members’ thinking and understanding of the field by infusing best practice knowledge into the work. Lead the selection, development, mentoring and coaching of direct and indirect reports.
• Program Design and Strategy – Lead the development, design and implementation of strategic talent management and learning and development strategies that meet workforce needs. In collaboration with key stakeholders, establish and drive the organizational approach to Talent Management, Leadership Development, Employee Experience, Culture Change, Change Management, Organizational Development and Learning. Establish a talent development culture to ensure every employee has the opportunity to reach their full potential. Provide vision, leadership, coordination for the design and implementation of an organizational talent philosophy to ensure a consistent approach in the management of talent. Collaborate with HR leaders, faculty and operational leaders to gain alignment on the talent strategy. Provide guidance and expertise in the design, validation, accreditation, and delivery of learning content and programs.
• Employee Experience – Develop, maintain and execute a comprehensive employee experience strategy that aligns with the organization’s goals, values, and overall business objectives. Lead and transform the organization’s approach to employee engagement and retention by shaping our workplace culture, recruiting top talent, offering impactful opportunities for learning and development, and ensuring that employees have a positive journey from recruitment to on-boarding and throughout their employment life-cycle. Collaborate with other departments outside of HR, including Marketing and Communications, to execute the employee brand and value proposition through internal and external communication channels. Ensure that the organization’s unique culture, benefits, and growth opportunities are effectively communicated to current and prospective employees.
• Change Leadership – Develop relationships with both the business and other sections of the HR organization to facilitate a shift toward a deliberate management of talent across the organization. Help senior leadership shape the CCHMC culture toward a talent mindset by infusing a focus on talent into organizational priorities and critical discussions, such as business unit plans, new initiatives, and future priorities of CCHMC to ensure we are addressing the required capabilities of the future and developing talent to meet those needs.
• Financial Management – In collaboration with leadership, develop, implement and evaluate the department's annual operating and capital budgets to achieve the organizational and departmental objectives; Recommend a salary budget supporting the required FTE's to meet departmental needs; monitor expense; evaluate variances, determine underlying causes and identify, present, and implement proposed solutions; accountable for compliance with organizational financial policies and procedures.

Education/Experience Required:

• Doctorate degree in organization development, industrial/organizational psychology, or related fields.
• 10+ years of progressive practice and leadership experience in OD, Talent Management or related fields.

 
The specification

• Strategic and global mindset with a high degree of organizational savvy and the ability to build effective relationships across a range of subcultures, personalities, backgrounds, and skill sets.
• Systems thinker; able to thrive in an environment of ambiguity while guiding stakeholders through an inclusive decision making process, reconciling disparate perspectives to develop cohesive strategies.
• Results-oriented with a high sense of urgency, able to focus on critical issues while balancing competing priorities.
• Proven track record of designing, implementing and scaling successful talent and leadership development initiatives.
• Strong understanding of change management principles and experience leading organizational change efforts.
• Strong understanding and evidence of successful application of evidence-based adult learning best practices.
• Excellent communication, leadership, and strategic thinking skills.
• Ability to influence at all levels of the organization and work collaboratively across functions.
• Proficiency in talent management systems and data analytics.

 
For more information, please visit: www.cincinnatichildrens.org