Sys Director Talent Management
The posted compensation range of $59.53 - $86.32 /hour is a reasonable estimate that extends from the lowest to the highest pay CommonSpirit in good faith believes it might pay for this particular job, based on the circumstances at the time of posting. CommonSpirit may ultimately pay more or less than the posted range as permitted by law.
CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.
Responsibilities
Job Summary:
The Director of Talent Management will be responsible for designing, implementing, and overseeing strategic programs focused on talent development, succession planning, and performance management across the organization. This leadership role ensures that the company has a robust pipeline of talent ready to step into critical roles and that employee performance aligns with organizational goals.
Key Responsibilities:
1. Succession Planning:
Develop and implement a comprehensive succession planning strategy to ensure a strong talent pipeline for key leadership and critical roles across the organization.
Collaborate with senior leadership to identify high-potential talent, assess leadership gaps, and create individual development plans to prepare employees for future roles.
Lead talent reviews and assessments, providing insights and recommendations to the executive team on succession readiness and leadership gaps.
Monitor and report on succession planning progress, ensuring alignment with business goals and long-term strategic objectives.
Partner with HR business partners and other departments to ensure diversity, equity, and inclusion in succession planning efforts.
2. Performance Management:
Oversee the design, implementation, and continuous improvement of performance management systems and processes that align with company objectives and values.
Guide the development and execution of performance appraisals, feedback systems, and employee development initiatives.
Provide coaching and support to managers and leadership teams in effectively managing performance, addressing performance issues, and setting clear expectations.
Promote a culture of continuous feedback, regular check-ins, and development planning for all employees.
Work with senior leadership to ensure that performance management is integrated with compensation, recognition, and career development processes.
3. Data Analytics & Reporting:
Utilize data and analytics to assess the effectiveness of succession planning and performance management programs.
Prepare and present regular reports to senior leadership on key metrics such as talent bench strength, turnover, employee engagement, and performance trends.
Use insights to adjust strategies and make data-driven decisions to improve organizational effectiveness.
4. Stakeholder Collaboration & Communication:
Build strong relationships with senior leaders, HR teams, and other departments to ensure alignment and integration of succession planning and performance management with broader HR initiatives.
Act as an advisor to business leaders on talent management issues, including retention, employee engagement, and leadership development.
Drive communication efforts around performance management and succession planning, ensuring transparency and consistency across the organization.
5. Change Management & Continuous Improvement:
Lead change management initiatives related to talent management systems, processes, and technologies.
Stay current with industry trends and best practices in succession planning and performance management, ensuring the organization’s approach remains innovative and competitive.
Qualifications
Qualifications:
Education:
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (required)
Master’s degree in a related field or relevant certifications (preferred)
Experience:
Minimum 8-10 years of progressive experience in Human Resources, with at least 5 years in leadership or management roles related to succession planning, performance management, or talent development.
Proven track record of designing and implementing successful succession planning and performance management programs at the enterprise level.
Strong understanding of organizational design, leadership development, and employee lifecycle management.
Skills & Competencies:
Strong strategic thinking and problem-solving skills.
Ability to build relationships and influence at all levels of the organization.
Excellent communication, presentation, and interpersonal skills.
Data-driven mindset with experience using HR analytics and reporting tools to inform decision-making.
Expertise in leadership development, change management, and organizational effectiveness.
Knowledge of HR technologies and performance management software.
Experience in managing cross-functional teams and working in a fast-paced, evolving business environment.
Unless directed by a Collective Bargaining Agreement, applications for this position will be considered on a rolling basis. CommonSpirit Health cannot anticipate the date by which a successful candidate may be identified.
Apply
Depending on the position offered, CommonSpirit Health offers a generous benefit package, including but not limited to medical, prescription drug, dental, vision plans, life insurance, paid time off (full-time benefit eligible employees may receive a minimum of 14 paid time off days, including holidays annually), tuition reimbursement, retirement plan benefit(s) including, but not limited to, 401(k), 403(b), and other defined benefits offerings, as may be amended from time to time. For more information, please visit https://www.commonspirit.careers/benefits.
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Equal Opportunity
CommonSpirit Health™ is an Equal Opportunity/Affirmative Action employer committed to a diverse and inclusive workforce. All qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, parental status, ancestry, veteran status, genetic information, or any other characteristic protected by law. For more information about your EEO rights as an applicant, please click here [PDF].
CommonSpirit Health™ will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c). External hires must pass a post-offer, pre-employment background check/drug screen. Qualified applicants with an arrest and/or conviction will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, ban the box laws, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances. If you need a reasonable accommodation for any part of the employment process, please contact us by telephone at (415) 438-5575 and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process. We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans with Disabilities Act (ADA). CommonSpirit Health™ participates in E-Verify.