Description

At Cincinnati Children's, we believe in nurturing employees' lives as well as their careers. Our benefits equal or surpass other hospitals in the region, and we're proud to offer one of the best working environments in our field to include opportunities to advance your career within our organization.

Our benefits help you manage your health, protect you if you are unable to work, help you further your education, and prepare for retirement.

The Talent Management Consultant supports the planning, building, delivery and reinforcement of talent strategies, systems, processes and programs. Provides thought leadership, project management, process improvement, and design for a range of talent initiatives such as performance development, succession planning, and leadership development. In partnership with HR colleagues, hospital leaders, vendors and other stakeholders, the Talent Management Consultant leverages the voice of the customer and the needs of the hospital to influence decision making in ways that enhance the employee experience.

REPRESENTATIVE RESPONSIBILITIES

???Strategy and Program Development
In alignment with future business needs, support the development of the organizational approach to talent management including building the foundation of core talent management practices, guiding principles, and philosophies aligned to the overall talent philosophy. Reinvigorate existing talent management practices and develop an overall strategy for core portfolio programs that result in improved business outcomes. Serve as the internal subject matter expert regarding talent management best practices as well as current trends and innovative new tools and methods. Effectively leverages external expertise/benchmarks in developing internal approaches.

???Program Implementation
Establish a talent mindset through the design, development, implementation, and management of talent identification processes including key talent assessment and identification, succession planning, and talent reviews. Provide a simple and effective process for talent planning and partner with HRBPs to implement annual succession planning, as well as regular talent review sessions, to assess and calibrate the organization's talent, build bench strength, identify and mitigate the risk for critical positions, identify future capability needs and establish long-term people strategies to build capabilities. Lead the overall management of the performance management process throughout the year and create a culture of ongoing feedback through meaningful conversations, including performance growth and career development, with tools to support the process.

???Consultation
Applies a depth of expertise to plan, design and develop learning programs, talent programs, technologies or support systems that facilitate the achievement of the institutions strategic goals. Collaborates with clients to develop solutions that meet needs and reflect sound instructional and adult learning theories. Recognizes and communicates issues and trends to relevant work groups and assumes a leadership role in developing collaborative approaches to performance improvement. Integrates research, evidence based practice and quality improvement findings into practice at the system and community level.

???Coaching
In partnership with key stakeholders, broaden the organizational approach to coaching to increase the success of executives and realization of business imperatives through executive onboarding, executive coaching, and executive development with clear program impact to the business. Create and implement overall coaching strategy which may include guidance on leadership standards. Manage existing coaching cadre for the organization.

???Measurement and Analysis
Determine relevant metrics for ongoing measurement; Utilize metrics to evaluate the effectiveness of programs and initiatives. Develop recommendations for program improvements based on trends identified in the evaluation process. Lead the generation of ideas and approaches to improve the effectiveness of existing programs and create new programs.

Qualifications

EDUCATION/EXPERIENCE

Required:

• ???Bachelor's degree in a related field
• ??? 5 - 7 years of work experience in a related job discipline.

Preferred:

• Continuous Improvement - Growth Mindset
• Creative Thinking
• Service-Oriented
• Communication (written and verbal)
• MS Suite - Outlook, PowerPoint, Excel, Word
• Virtual Platform Production - Zoom, MS Teams
• Presentation Skills
• Emotional Intelligence - Self-Awareness, Self-Management, Social Awareness, Relationship Management
• Our Expectations - Compassionate, Collaborative, Honest, iMpactful, Curious
• Coaching
• Vendor Relations