Description

A Brief Overview
Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values.

What you will do

• Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards.
• Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles.
• Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH.
• Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization.
• Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits.
• Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology.
• Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation.
• Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom.
• Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders.
• Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals.
• Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level.
• Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years.
• Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps.
• Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience.
• Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level.
• Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions.
• Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions.
• Revises and manages the Leader and Associate Performance Evaluations process.
• Leads and supports change management activities for major projects as well as organizational or process change.
• Oversees LMS Admin in obtaining and maintaining IACET course approvals
• Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity.
• Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements.

Requirements

Education Qualifications

• Bachelor’s Degree in Management, Education, Organizational Development or related field.

Experience Qualifications

• 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting.