Job description
Overview:
Responsibilities:
Qualifications:
EDUCATION:
EXPERIENCE:
REQUIRED:
Five years of experience coaching, designing, implementing, facilitating, end-to-end succession planning, leadership development, or adulting learning programs
PREFERRED:
Experience in various industries, not limited to healthcare.
LICENSURE/CERTIFICATION/REGISTRY/LISTING:
This position will assist with creating, improving, and deploying enterprise talent tools, technology, and processes/programs for enterprise leadership succession management. This role serves to support data driven decision-making in filling key leadership positions, ensuring the organization has the right caliber of diverse leaders, and a healthy leadership pipeline for sustainable organizational success. Collaborates with leaders and Human Resource Business Partners, facilitates learning to drive a performance-based, empowering, diverse and inclusive culture. This role will assist with the implementation of key processes related to succession planning and management, talent review, leadership development, and leadership pipeline analytics. Talent Pool: Corporate Services/Professional
Responsibilities:
Create, implement, and facilitate succession processes (i.e. high potential identification, talent review, individual development planning) and leadership development activities/programs that close talent gaps and increase
leadership readiness throughout key pipelines and critical roles. Conduct division, group, and enterprise risk assessments, where gaps exist for key roles. Partner with stakeholders to create and implement solutions for those gaps. Participate in succession planning activities to advocate for talent and prepare to implement succession plans. Administer appropriate talent assessments (i.e. 360s, etc.) and provide feedback coaching for potential successors. Partner with potential successors and leaders in individual development planning activities. Provide consultation throughout the individual development planning follow up process. Create a measurement strategy to evaluate the effectiveness of succession processes to guide progress and continuous improvement. Communicate impact and highlights of enterprise succession planning to key stakeholders on a regular basis. Integrate data from succession management and talent review into broader People and Culture projects in order to drive insights, specific pipeline strategies, and effective talent decision making. Stay current and informed on industry best practices including new and innovative development and succession management methodologies; makes recommendations and drive continuous improvement in these areas.
leadership readiness throughout key pipelines and critical roles. Conduct division, group, and enterprise risk assessments, where gaps exist for key roles. Partner with stakeholders to create and implement solutions for those gaps. Participate in succession planning activities to advocate for talent and prepare to implement succession plans. Administer appropriate talent assessments (i.e. 360s, etc.) and provide feedback coaching for potential successors. Partner with potential successors and leaders in individual development planning activities. Provide consultation throughout the individual development planning follow up process. Create a measurement strategy to evaluate the effectiveness of succession processes to guide progress and continuous improvement. Communicate impact and highlights of enterprise succession planning to key stakeholders on a regular basis. Integrate data from succession management and talent review into broader People and Culture projects in order to drive insights, specific pipeline strategies, and effective talent decision making. Stay current and informed on industry best practices including new and innovative development and succession management methodologies; makes recommendations and drive continuous improvement in these areas.
EDUCATION:
REQUIRED:
Bachelor's degree in Organizational Development, Human Resources, Business, or other relevant fields
PREFERRED:
Master's degree in Organizational Development, Human Resources, Business, or other relevant fields
Bachelor's degree in Organizational Development, Human Resources, Business, or other relevant fields
PREFERRED:
Master's degree in Organizational Development, Human Resources, Business, or other relevant fields
EXPERIENCE:
REQUIRED:
Five years of experience coaching, designing, implementing, facilitating, end-to-end succession planning, leadership development, or adulting learning programs
PREFERRED:
Experience in various industries, not limited to healthcare.
Experience in Talent Acquisition or recruiting.
LICENSURE/CERTIFICATION/REGISTRY/LISTING:
REQUIRED:
Valid Drivers License (If driving Cone Health vehicle, must have 5 years of driving experience and MVR must be approved by Risk Management.)
PREFERRED:
Coaching certification
Valid Drivers License (If driving Cone Health vehicle, must have 5 years of driving experience and MVR must be approved by Risk Management.)
PREFERRED:
Coaching certification
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