Talent & Organizational Development Partner (2026-0506)

TITLE

JOB OVERVIEW

DEPARTMENT

REPORTS TO

Prerequisites

Qualifications

Organizational Development and Strategy

Leadership & Workforce Development

Employee Engagement & Experience

Performance Management & Annual Evaluations

Generic Job Functions

Created

Grade

FLSA

CC

• About the role

The position description is a guide to the critical duties and essential functions of the job, not an all-inclusive list of responsibilities, qualifications, physical demands, and work environment conditions. Position descriptions are reviewed and revised to meet the changing needs of the organization.

DEPARTMENT: Human Resources

WORK HOURS: Typically, Monday through Friday as required to fulfill responsibilities.

REPORTS TO: Director, Employee & Labor Relations

• Bachelor's Degree in Human Resources, Organization Development, Education, Business Administration, or another closely related field, required. An additional (5) five years of relevant and applicable experience may substitute degree requirement.
• Minimum five (5) years of Human Resources, Organizational Development, Talent Management, or related experience required.

• Experience in designing and implementing organizational development, employee engagement, and leadership development initiatives.
• Healthcare Experience Preferred But Not Required.
• Experience in Learning Management Systems (LMS) preferred.
• Proficient in PC/Computer skills to include MS Windows and MS Office Suite

Organizational Development and Strategy

• Design and implement organizational development strategies that strengthen organizational effectiveness, structure, and culture.
• Assess organizational needs and develop targeted interventions to improve performance and engagement.
• Partner with community educational institutions to identify and develop externship opportunities, aligned with current and anticipated high-demand roles.
• Build and maintain relationships with students and externs to support talent pipeline development and facilitate future employment with VMC, coordinated transitions to the appropriate teams or hiring managers.

Leadership & Workforce Development

• Identify leadership capability gaps and design development programs to address them.
• Partner with stakeholders to deliver onboarding programs, new employee and leader orientation, and ongoing training initiatives.
• Facilitate learning sessions and support a variety of learning methodologies to meet diverse learning needs.
• Evaluate the effectiveness of training programs to ensure alignment with organizational goals and drive continuous improvement.
• Serves as a resource for employee professional growth and development, including education reimbursement, learning opportunities and career progression pathways.

Employee Engagement & Experience

• Partner with leaders to identify engagement trends and proactively address areas of concern.
• Lead employee engagement initiatives, including surveys, action planning, and culture-building strategies that strengthen the overall employee experience.
• Analyze engagement data and partner with leaders to implement meaningful, data informed improvements.
• Support initiatives that enhance morale, retention, and overall employee experience.

Performance Management & Annual Evaluations

• Lead the design, implementation, and continuous improvement of the annual performance evaluation process.
• Develop competency models, evaluation tools, and goal-setting frameworks that support organizational priorities and talent development, while collaborating with cross functional teams.
• Ensure performance management processes are clearly communicated and consistently applied across the organization.
• Train and support leaders in delivering effective performance reviews and ongoing feedback.
• Provide coaching and counseling to leaders on performance, conflict management, and employee development.
• Analyze performance data and trends to inform talent and organizational strategies.

Generic Job Functions

See Generic Job Description for Administrative Partner.

Created

Created: 5/26

Grade

Grade: NC-10

FLSA

FLSA: E

CC

CC: 8650

Qualifications:

• Strong understanding of organizational development principles, change management, and talent strategy.
• Ability to develop strong trusting relationships in order to gain support and achieve results.
• Proven ability to effectively envision, develop, and implement new strategies to address complex business issues.
• Demonstrated experience facilitating group training such as employee onboarding, in either a virtual or live format.
• Knowledge of various teaching methodologies, and the ability to adapt to various learning styles.
• Strong analytical skills with the ability to interpret workforce, engagement, and performance data to inform recommendations.
• Strong writing, presentation, and interpersonal communication skills.
• Ability to function in a setting with a wide variety of duties and multiple tasks while setting priorities, producing accurate work, while meeting deadlines.
• Ability to maintain confidentiality, while remaining open to others' ideas while assuming positive intent and exhibits willingness to accept and provide feedback in a professional manner.
• Ability to communicate effectively in a verbal or written manner in any circumstance.
• Ability to read and interpret written information.
• Ability to present professional work products free from error in a concise and accurate manner.