Director -Talent Development
St. Jude Children's Research Hospital · Memphis, TN · 1 mo ago
Human Resources$138k–$262k/yrFull-time
We need to output HTML fragment with sections: About the role? The posting includes description paragraphs. We need to use for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections where there is real specific content. We must not repeat job title as heading. No Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also remove "Explore our exceptional benefits! We are committed..." etc? That's benefits info but we need to include Benefits only if posting actually states them. The posting includes "Explore our exceptional benefits! We are committed to a human-centered hiring experience." That's generic; not specific benefits. There's no specific benefits listed. So we should NOT include Benefits section because no specific benefits. Pay: there is compensation range: $138,320 - $262,080 per year. So include Pay section. Schedule: not mentioned. So omit Schedule. Requirements: Minimum Education and/or Training: Bachelor's degree required. Master's degree preferred. Minimum Experience: ... So include Requirements. Qualifications: maybe combine with Requirements? The spec says separate sections: Requirements, Qualifications. We have Minimum Education/Training and Minimum Experience as requirements. Also "Special Skills, Knowledge and Abilities:" could be Skills. Also there is a list of special skills etc. So we can put Skills section for that. Qualifications maybe not needed if we already covered. But we could include Qualifications for things like "Proven performance in earlier role." but that's part of experience. Safer to follow: Requirements (education/experience), Qualifications (maybe "Demonstrated track record of high credibility as a trusted advisor..." etc). However the posting includes "Minimum Education and/or Training:" and "Minimum Experience:" then "Special Skills, Knowledge and Abilities:" So we can map: Requirements = Education + Experience. Qualifications = maybe "Demonstrated track record of high credibility as a trusted advisor..." etc? Actually that is under Minimum Experience bullet. Might be overlapping. To avoid duplication, we can put Requirements for education and experience, Skills for the special skills list, and maybe Qualifications omitted if no distinct content. But we need to include sections only when posting has real specific content. If we omit Qualifications, that's fine.
About the role: The initial paragraphs describe the role: "Directs the design, planning, and implementation of enterprise-wide talent development and human resources capability-building solutions..." etc. That's about the role. So we can put About the role section with those paragraphs.
Responsibilities: There is a "Job Responsibilities" heading then a list of bullet-like sentences. We'll extract those as
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections where there is real specific content. We must not repeat job title as heading. No Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Also remove "Explore our exceptional benefits! We are committed..." etc? That's benefits info but we need to include Benefits only if posting actually states them. The posting includes "Explore our exceptional benefits! We are committed to a human-centered hiring experience." That's generic; not specific benefits. There's no specific benefits listed. So we should NOT include Benefits section because no specific benefits. Pay: there is compensation range: $138,320 - $262,080 per year. So include Pay section. Schedule: not mentioned. So omit Schedule. Requirements: Minimum Education and/or Training: Bachelor's degree required. Master's degree preferred. Minimum Experience: ... So include Requirements. Qualifications: maybe combine with Requirements? The spec says separate sections: Requirements, Qualifications. We have Minimum Education/Training and Minimum Experience as requirements. Also "Special Skills, Knowledge and Abilities:" could be Skills. Also there is a list of special skills etc. So we can put Skills section for that. Qualifications maybe not needed if we already covered. But we could include Qualifications for things like "Proven performance in earlier role." but that's part of experience. Safer to follow: Requirements (education/experience), Qualifications (maybe "Demonstrated track record of high credibility as a trusted advisor..." etc). However the posting includes "Minimum Education and/or Training:" and "Minimum Experience:" then "Special Skills, Knowledge and Abilities:" So we can map: Requirements = Education + Experience. Qualifications = maybe "Demonstrated track record of high credibility as a trusted advisor..." etc? Actually that is under Minimum Experience bullet. Might be overlapping. To avoid duplication, we can put Requirements for education and experience, Skills for the special skills list, and maybe Qualifications omitted if no distinct content. But we need to include sections only when posting has real specific content. If we omit Qualifications, that's fine.
About the role: The initial paragraphs describe the role: "Directs the design, planning, and implementation of enterprise-wide talent development and human resources capability-building solutions..." etc. That's about the role. So we can put About the role section with those paragraphs.
Responsibilities: There is a "Job Responsibilities" heading then a list of bullet-like sentences. We'll extract those as - .
We must preserve all substantive information, not invent or summarize away detail. So we need to include all responsibilities sentences as list items.
We need to format as HTML fragment only.
Let's extract content.
First, About the role: The initial paragraph(s) before "Job Responsibilities". Let's copy:
"Directs the design, planning, and implementation of enterprise-wide talent development and human resources capability-building solutions. Leads organizational effectiveness initiatives that strengthen workforce capability, enable change, support employee engagement, facilitate team development, and improve operational performance. Partners with HR and business leaders to identify skill gaps, ensure regulatory and policy compliance through effective training solutions, and align individual development strategies with organizational priorities. Designs and delivers enterprise-wide performance management, performance improvement, and team development interventions. Oversees and maintains St. Jude’s New Employee Orientation experience. Develops and manages budgets, and establishes policies, procedures, and quality standards to support sustainable workforce development. Selects, orients, trains, and assigns Talent Development staff"
That's the about.
Now Responsibilities: After "Job Responsibilities" there is a list of sentences each starting with a capital letter. Let's list them:
- Define and oversee the strategic planning and operational management activities including budget and resource management for Talent Development programs.
- Leverages metrics and analyses to influence HR and organizational practices and to validate and revise strategies within own area.
- Develop, recommend, and interpret organization-wide Talent Development program goals and objectives, policies and procedures, and courses of action.
- Successfully lead multiple large/complex projects / program(s) from end to end within Talent Development.
- Drives project execution through teams to ensure cost-effective delivery at high quality.
- Collaborate effectively with business leaders on training and talent development solutions for the different populations at St. Jude.
- Partners with key stakeholder to ensure that all Talent Development products and solutions are aligned to – and reinforce St. Jude’s values and culture; grounds all leadership development activities in St. Jude’s leadership competencies and expectations
- Promote utilization of the HR offerings within Talent Development and works with employees and managers to facilitate programs.
- Strategically engage with key stakeholders (e.g., cross-functional leaders) to provide recommendations and influence decision-making.
- Support the people aspects of organizational change and people processes; Drive and implement change initiatives to improve efficiency and effectiveness in people management.
- Evaluate performance of all direct reports, providing feedback, recognition, and opportunities for professional development.
- Perform other duties as assigned to meet the goals and objectives of the department and institution.
- Maintains regular and predictable attendance.
- Consistently meet job expectations, adhere to policies, and deliver quality work while applying. St. Jude values and principles.
- Managers evaluate employee performance throughout the year—specifically through the spring and fall Check‑In milestones and the Annual Performance Review. All employees are encouraged to actively participate in these performance management processes.
Note: Some sentences have weird punctuation; we keep as is.
Now Requirements: Minimum Education and/or Training: Bachelor's degree required. Master's degree preferred. Minimum Experience: Demonstrated track record of high credibility as a trusted advisor. directing HR objectives, policies and procedures for own area, within the organization. Demonstrated experience working in a multi-functional environment, influencing critical cross-functional stakeholders to drive processes/systems and outcomes. Strong experience with operational management, budget planning, & stakeholder and resource management. Expertise with HR principles and practices, as well as applicable policies and federal, state, & local laws and regulations. Proven performance in earlier role.
We need to preserve all. We'll put as
- items.
Now Skills: Special Skills, Knowledge and Abilities: list pertinent skills... The paragraph after that is a long list of sentences. We'll extract each sentence as list item.
Let's extract them:
- Drives and monitors clear goal setting, accountability, and feedback for the department (and matrixed teams).
- Manages ER issues as they arise.
- Guides performance of direct reports (or indirect if managing people indirectly) through coaching and development.
- Consistently evaluates and addresses the team’s overarching development, inclusion & belonging needs in line with the talent & DEI strategy.
- Proactively builds and maintains key relationships within and outside the organization.
- Guides structured evaluation of priorities with stakeholders for critical decision-making with a long-term focus.
- Facilitates communication and solutioning between stakeholders to address needs and perspectives.
- Strong breadth of expertise across multiple sub-functional areas within HR, and some across functional areas at St Jude.
- Deep knowledge of how HR practices, technologies and processes can be optimally used to drive initiatives.
- Drives a culture of continuous process improvement within the department by proactively tracking industry trends and leveraging best practices.
- Exhibits a very high level of sensitivity, tact and judgement in dealing with complex situations and stakeholders on people related issues.
- Judges situations from a long-term perspective taking into account multiple stakeholders, brands and viewpoints into account while helping the organization navigate through people issues.
- Builds internal connections and external partnerships across executive/leadership levels.
- Strategically understands stakeholder needs and manages expectations and relationships on a regular basis.
- Can handle highly sensitive or tough situations with social and emotional grace and maturity.
- Models resourcefulness by reaching out to people within and outside functional groups to get work done effectively.
- Keeps large teams/ departments energized and focused on high-quality results by leveraging data/ analytics-based approaches.
- Builds systems, processes, and capabilities that can set and deliver a high-performance culture.
- Shows strong skills in thinking critically with a systemic view.
- Shows expertise in taking a structured approach to analyze and resolve issues.
- Able to distinguish between different sets of issues, set priorities, and make decisions.
- Can craft the functional strategy aligned with business outcomes by understanding the needs of the business and helping them see the longer-term value from the function.
- Demonstrates a strong understanding of the healthcare landscape and the internal customer's needs to consistently make data-driven decisions that drive strategic value for the business.
- Has a strong grasp of the budgeting process and understands where the function can make or lose money to make the right choices that drive business value.
Now Pay: compensation range: $138,320 - $262,080 per year for the role of Director -Talent Development. Also preceding text about compensation estimate. We'll include that as
maybe.
We should not include boilerplate like "Explore our exceptional benefits! We are committed..." etc. Also remove EEO etc. Also remove "No Search Firms" etc. Also remove "St. Jude is an Equal Opportunity Employer". Also remove "Learn more about our approach to AI." etc.
Now we need to output HTML fragment with headings
for each section we include: About the role, Responsibilities, Requirements, Skills, Pay. Possibly also Qualifications if we have content; but we already put some of that in Requirements/Skills. Could we add Qualifications for "Proven performance in earlier role." but that's already in Requirements. To be safe, we could omit Qualifications.
Check if any content for Benefits: none specific, so omit.
Schedule: none.
Now ensure we don't repeat job title as heading. Good.
Now produce HTML:
About the role
Directs the design, planning, and implementation of enterprise-wide talent development and human resources capability-building solutions. Leads organizational effectiveness initiatives that strengthen workforce capability, enable change, support employee engagement, facilitate team development, and improve operational performance. Partners with HR and business leaders to identify skill gaps, ensure regulatory and policy compliance through effective training solutions, and align individual development strategies with organizational priorities. Designs and delivers enterprise-wide performance management, performance improvement, and team development interventions. Oversees and maintains St. Jude’s New Employee Orientation experience. Develops and manages budgets, and establishes policies, procedures, and quality standards to support sustainable workforce development. Selects, orients, trains, and assigns Talent Development staff
Responsibilities
- Define and oversee the strategic planning and operational management activities including budget and resource management for Talent Development programs.
- Leverages metrics and analyses to influence HR and organizational practices and to validate and revise strategies within own area.
- Develop, recommend, and interpret organization-wide Talent Development program goals and objectives, policies and procedures, and courses of action.
- Successfully lead multiple large/complex projects / program(s) from end to end within Talent Development.
- Drives project execution through teams to ensure cost-effective delivery at high quality.
- Collaborate effectively with business leaders on training and talent development solutions for the different populations at St. Jude.
- Partners with key stakeholder to ensure that all Talent Development products and solutions are aligned to – and reinforce St. Jude’s values and culture; grounds all leadership development activities in St. Jude’s leadership competencies and expectations
- Promote utilization of the HR offerings within Talent Development and works with employees and managers to facilitate programs.
- Strategically engage with key stakeholders (e.g., cross-functional leaders) to provide recommendations and influence decision-making.
- Support the people aspects of organizational change and people processes; Drive and implement change initiatives to improve efficiency and effectiveness in people management.
- Evaluate performance of all direct reports, providing feedback, recognition, and opportunities for professional development.
- Perform other duties as assigned to meet the goals and objectives of the department and institution.
- Maintains regular and predictable attendance.
- Cons
- items.
Now Skills: Special Skills, Knowledge and Abilities: list pertinent skills... The paragraph after that is a long list of sentences. We'll extract each sentence as list item.
Let's extract them:
- Drives and monitors clear goal setting, accountability, and feedback for the department (and matrixed teams).
- Manages ER issues as they arise.
- Guides performance of direct reports (or indirect if managing people indirectly) through coaching and development.
- Consistently evaluates and addresses the team’s overarching development, inclusion & belonging needs in line with the talent & DEI strategy.
- Proactively builds and maintains key relationships within and outside the organization.
- Guides structured evaluation of priorities with stakeholders for critical decision-making with a long-term focus.
- Facilitates communication and solutioning between stakeholders to address needs and perspectives.
- Strong breadth of expertise across multiple sub-functional areas within HR, and some across functional areas at St Jude.
- Deep knowledge of how HR practices, technologies and processes can be optimally used to drive initiatives.
- Drives a culture of continuous process improvement within the department by proactively tracking industry trends and leveraging best practices.
- Exhibits a very high level of sensitivity, tact and judgement in dealing with complex situations and stakeholders on people related issues.
- Judges situations from a long-term perspective taking into account multiple stakeholders, brands and viewpoints into account while helping the organization navigate through people issues.
- Builds internal connections and external partnerships across executive/leadership levels.
- Strategically understands stakeholder needs and manages expectations and relationships on a regular basis.
- Can handle highly sensitive or tough situations with social and emotional grace and maturity.
- Models resourcefulness by reaching out to people within and outside functional groups to get work done effectively.
- Keeps large teams/ departments energized and focused on high-quality results by leveraging data/ analytics-based approaches.
- Builds systems, processes, and capabilities that can set and deliver a high-performance culture.
- Shows strong skills in thinking critically with a systemic view.
- Shows expertise in taking a structured approach to analyze and resolve issues.
- Able to distinguish between different sets of issues, set priorities, and make decisions.
- Can craft the functional strategy aligned with business outcomes by understanding the needs of the business and helping them see the longer-term value from the function.
- Demonstrates a strong understanding of the healthcare landscape and the internal customer's needs to consistently make data-driven decisions that drive strategic value for the business.
- Has a strong grasp of the budgeting process and understands where the function can make or lose money to make the right choices that drive business value.
Now Pay: compensation range: $138,320 - $262,080 per year for the role of Director -Talent Development. Also preceding text about compensation estimate. We'll include that as
maybe. We should not include boilerplate like "Explore our exceptional benefits! We are committed..." etc. Also remove EEO etc. Also remove "No Search Firms" etc. Also remove "St. Jude is an Equal Opportunity Employer". Also remove "Learn more about our approach to AI." etc. Now we need to output HTML fragment with headings
for each section we include: About the role, Responsibilities, Requirements, Skills, Pay. Possibly also Qualifications if we have content; but we already put some of that in Requirements/Skills. Could we add Qualifications for "Proven performance in earlier role." but that's already in Requirements. To be safe, we could omit Qualifications. Check if any content for Benefits: none specific, so omit. Schedule: none. Now ensure we don't repeat job title as heading. Good. Now produce HTML:
About the role
Directs the design, planning, and implementation of enterprise-wide talent development and human resources capability-building solutions. Leads organizational effectiveness initiatives that strengthen workforce capability, enable change, support employee engagement, facilitate team development, and improve operational performance. Partners with HR and business leaders to identify skill gaps, ensure regulatory and policy compliance through effective training solutions, and align individual development strategies with organizational priorities. Designs and delivers enterprise-wide performance management, performance improvement, and team development interventions. Oversees and maintains St. Jude’s New Employee Orientation experience. Develops and manages budgets, and establishes policies, procedures, and quality standards to support sustainable workforce development. Selects, orients, trains, and assigns Talent Development staff
Responsibilities
- Define and oversee the strategic planning and operational management activities including budget and resource management for Talent Development programs.
- Leverages metrics and analyses to influence HR and organizational practices and to validate and revise strategies within own area.
- Develop, recommend, and interpret organization-wide Talent Development program goals and objectives, policies and procedures, and courses of action.
- Successfully lead multiple large/complex projects / program(s) from end to end within Talent Development.
- Drives project execution through teams to ensure cost-effective delivery at high quality.
- Collaborate effectively with business leaders on training and talent development solutions for the different populations at St. Jude.
- Partners with key stakeholder to ensure that all Talent Development products and solutions are aligned to – and reinforce St. Jude’s values and culture; grounds all leadership development activities in St. Jude’s leadership competencies and expectations
- Promote utilization of the HR offerings within Talent Development and works with employees and managers to facilitate programs.
- Strategically engage with key stakeholders (e.g., cross-functional leaders) to provide recommendations and influence decision-making.
- Support the people aspects of organizational change and people processes; Drive and implement change initiatives to improve efficiency and effectiveness in people management.
- Evaluate performance of all direct reports, providing feedback, recognition, and opportunities for professional development.
- Perform other duties as assigned to meet the goals and objectives of the department and institution.
- Maintains regular and predictable attendance.
- Cons