Job Facility: University of Maryland Medical System
Employment Type: Full Time
What You Will Do:
Vice President, Talent Management University of Maryland Medical System Linthicum, MD
University of Maryland Medical System is seeking an experienced Vice President of Talent Management to oversee the Talent Acquisition and Organizational Development & Inclusion departments for the Medical System.
Reporting to the SVP & Chief Human Resources Officer, the VP of Talent Mangement will define and implement strategic plans for Talent Management to include the design, development, and administration of Talent Acquisition and Organization Development and Inclusion for the University of Maryland Medical System. He/She will serve as an internal consultant to identify the recruitment, training, employee development and organization development needs of the Medical System; creating and implementing programs and policies and practices as required.
Principal Responsibilities and Tasks
Leads the strategic development of Medical System’s employment, recruitment, placement and transfer programs to achieve operational goals and comply with Equal Opportunity, Affirmative Action, and Human Resource policies and procedures. Works closely with UMMS Director of Talent Acquisition and encourages innovative recruitment and retention strategies, directing and planning UMMS participation in career fairs, college recruitment drives, and open house opportunities for applicants.
Monitors employment practices such as job postings and advertising for regulatory purposes including Affirmative Action compliance and diversity.
Promotes the mission of the Medical System. Plans, organizes, implements and evaluates employment and placement activities to achieve the established goals and objectives for the Department of Human Resources.
Collaborates with staff to coordinate reduction in work force when necessary, assisting in reassignment of personnel within the Medical System or with designated outplacement services.
Hires, orients, trains, and provides leadership and technical guidance to recruitment and development leadership. Reviews the work and assignments of staff as necessary. Encourages and supports staff educational, training and professional development activities.
Oversees the establishment of recruiting and staffing budgets, ensuring adequate support of the employment needs of UMMC. Identifies cost saving strategies related to administrative or operating expenses.
Administers recruiting services budget, including; selecting advertising, print, television and radio advertisers and agencies to promote employment opportunities. Implements and evaluates courses of actions in programs and procedures to continually improve recruiting and staffing services.
Ensures applicable Human Resources policies and procedures are being administered; maintains established Medical System policies and procedures. Communicates new or revised policies and procedures to staff and/or Medical System employees, as appropriate. Reviews HR policies and procedures to assure compliance with state and federal law and adherence to the Mission, Vision and Values of the Medical System.
Maintains professional affiliations as appropriate and participates in professional activities to keep abreast of developments in the Human Resources field.
Organizational Development and Inclusion
Leads the strategic development of the corporate strategy for OD & I ensuring integration with the Talent Acquisition Strategy.
Works closely with UMMS Director of Organizational Development to establish priorities for training programs and audiences which support the strategic plan and service quality management initiatives of the System.
Assesses recommendations for organizational development/employee and management development initiatives which will enhance the performance of the organization.
Oversees the development and implementation for the following types of system-wide programs and initiatives:
Performance Management – common practice for setting performance expectations, aligning performance, and conducting a formal review using a standardized review form, and selection of technology to implement
Succession Management and Talent Review – common practice for identification of incumbents, leader assessment, calibration of assessment, development planning, pipeline management, and selection of technology to implement
Leadership Coaching – including internal and external coaching for the HLI and executive sponsored leaders
Change Management – managing change for large, strategic initiatives, leading change of organizational units, and working through change on an individual level
Organizational Surveys & Analytics – project managing the System bi-annual employee survey, action planning, and business impact of action taken; also, resources to deliver smaller surveys
What You Need to Be Successful:
Master’s Degree in Business or Human Resource Management, Psychology, Organizational Behavior or a related area of study required.
8 to 10 years of progressively responsible experience in Talent Management (recruitment and OD & I) including workforce planning in a complex organization is required.
Experience managing a large organization is required.
Professional Certification as a PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources) through SHRM preferred.
Experience in a metrics driven environment and in behavior interviewing models is preferred.
Prior experience as an organization/management development consultant (internal or external).
Prior experience with the design and delivery of training programs.