Director of Talent Management and Development

Key Responsibilities

• Develop and execute an enterprise-wide talent management and organizational development strategy aligned to business goals and future workforce needs.
• Lead a shift toward a skills-based talent model, including capability mapping, career pathways, and internal mobility frameworks.
• Partner with senior leaders to assess organizational effectiveness and design interventions that improve performance, structure, and culture.
• Design and deliver scalable leadership development programs that build capabilities at all leadership levels.
• Leverage AI-enabled learning tools and adaptive learning platforms to personalize development and accelerate skill acquisition.
• Oversee onboarding, orientation, and continuous development experiences that enhance productivity and engagement.
• Build and sustain a robust, data-driven talent review and succession planning process, providing visibility into leadership pipelines and risk areas.
• Create targeted development strategies and accelerated pathways for critical roles and talent segments (e.g., nursing, CNAs, emerging leaders).
• Lead the evolution of performance management practices toward continuous performance, coaching, and feedback models, supported by digital tools.
• Design and enhance engagement strategies through surveys, listening systems, and actionable insights, incorporating real-time and AI-assisted sentiment analysis.
• Equip leaders with tools, training, and insights to improve team engagement, retention, and performance outcomes.
• Oversee strategy, governance, and optimization of learning systems (e.g., Relias), ensuring alignment with organizational priorities.
• Evaluate, implement, and optimize AI-powered HR and learning technologies (e.g., copilots, talent intelligence platforms).
• Drive a blended learning strategy (digital, experiential, social learning) to increase accessibility and effectiveness.
• Establish and manage key talent metrics and dashboards (e.g., retention, bench strength, engagement, readiness levels).
• Use people analytics and AI insights to inform strategic decisions and measure effectiveness of talent initiatives.
• Continuously assess ROI of talent programs and adjust strategies based on data.
• Partner closely with Operations and HR leaders to ensure effective implementation and adoption of talent initiatives.
• Lead change management efforts tied to organizational transformation, leadership capability, and technology adoption.
• Advise leadership on workforce trends, risks, and opportunities, including automation and AI impacts on roles and skills.
• Foster an inclusive, high-performance culture where all team members feel valued and supported.
• Design initiatives that enhance the overall employee experience, including career growth, recognition, and well-being.
• Ensure compliance with applicable employment laws and regulations; recommend policy and practice improvements.

Qualifications

• Bachelor's degree in human resources, organizational development, business administration or combination of education and relevant experience is required.
• Master’s degree is highly preferred.
• SHRM-CP or SHRM-SCP is highly preferred.
• A minimum of ten years’ overall human resources experience that includes generalist responsibilities and a minimum of five years developing, implementing, and managing talent management and development programs, required.
• Post-acute, long-term care and/or healthcare leadership experience in a multi-site matrixed organization, highly preferred.
• Experience leveraging HR technology, people analytics, or AI-enabled tools in talent practices, preferred.