Vice President of Talent Strategy, Systems and Performance

Qualifications

• Bachelor’s degree required; advanced degree preferred
• 12+ years of progressive experience designing and implementing talent management and performance management strategies, processes and tools
• Experience leading enterprise talent processes and teams in a complex, matrixed organization
• Prefer experience in academic medical centers and/or healthcare related organizations
• Demonstrated experience building the business case and launching AI-enabled workforce strategies leading to measurable improvement in people efficiency or effectiveness gains in performance

Principal Duties and Responsibilities

• Define and execute a system-wide talent and workforce strategy aligned to clinical, research, and operational priorities
• Define and implement simple, yet thorough, frameworks for talent reviews, succession planning, career maps/mobility strategies and leadership pipeline development
• Partner with senior leaders and HR colleagues to identify critical roles, assess bench strength, build and curate top performer talent pools, and mitigate talent risks
• Build the case and feasible migration path for elevating the effectiveness and efficiency of the workforce through increased utilization of AI and emerging technologies, to deliver a human-centric and tech-enabled workforce
• Lead enterprise-wide talent review processes, ensuring consistency, rigor, and actionable outcomes
• Advisory on non-financial performance drivers, that complement our Total Rewards strategy
• Drive a culture of accountability, feedback, and continuous performance improvement
• Design and implement strategies to identify, develop and retain top performers, with priority for those in critical roles
• Partner with HR Advisors, Capability Development and other COEs to align targeted development and engagement strategies for defined talent pools
• Ensure equitable and inclusive talent practices that support robust leadership pipelines
• Partner with the People Analytics & Insights function to inform workforce strategy and decisions across a complex healthcare environment
• Leverage predictive analytics to address challenges such as attrition, workforce shortages, and leadership readiness
• Advise HRBPs on actionable insights for improving turnover, mobility, and talent risks
• Partner with the Workplace Transformation & Culture team to align workforce planning strategies with future organizational needs
• Shape the organization’s approach to the future of work in an academic medical center, including AI-enabled workforce planning and role evolution
• Partner with HR colleagues, Digital and diverse clinical, faculty, administration, operations and executive teams to integrate AI and advanced technologies into workforce strategies
• Ensure ethical and responsible use of AI in workforce and talent practices
• Lead and develop a high-performing team spanning talent and performance management, and boldly leading the future of work talent strategy enabled by AI in partnership with Digital and other key stakeholders
• Establish governance, processes, and operating models to support enterprise execution
• Manage budgets, tools, and vendor partnerships supporting talent processes and systems