Wellforce VP, Chief Talent Officer in Burlington, Massachusetts
The Chief Talent Officer is responsible for developing and designing the System Talent Management Strategies for Wellforce Health System. This includes the design of a new and transformational, multi-year talent plan that will allow the following Talent Segments to attain our core business objectives of providing healthcare to our patients. The CTO will oversee the following functions within the TM COE: Talent Management, Leadership, L&D, Talent Acquisition, Culture and Employee & Labor Relations to attract, retain, and develop talent across the multiple locations within the health system by focusing on operational synergies, process efficiencies to become a best place to work.
The Chief Talent Officer will work across System Executive teams, Local C-Suite Teams, Physician Chiefs/Chairs, Sr. Teams and staff to foster partnership, input and sponsorship in setting and co-creating a system centered, multi-year Talent Plan.
Additionally, the CTO will work across HR COEs to ensure alignment with all COEs and local HR teams to ensure impactful services and programs for the System.
Finally, the CTO will build and lead a diverse, high-perform team of talent professionals and partnerships to support the design, development, deployment and evaluation of strategies, programs and services.
Collaborate with the CHRO, Executive Leaders to develop a multi-year Talent Management Plan aligned with the mission and strategic plan of Wellforce
Lead the development and implementation of an overall talent management for the System, ensuring alignment among development, performance management, talent identification and assessment, succession planning, promotion, and talent acquisition initiatives.
Provide thought leadership for our evolving talent strategy at Wellforce informed by sound workforce planning that identifies the types of skills, capabilities and experiences required for the workforce of the future
Assess and diagnose organizational needs relative to business performance gaps, and design and implement talent (acquisition, management and engagement) and change management strategies to address and resolve these gaps.
Articulate and advise on the changing dynamics of Wellforce including providing resources to support a virtual work environment, technology innovations and organization restructuring.
Assess the current state maturity of each TM segment at each Wellforce location and distill recommendations for meeting gaps, needs and requirements in each dimension
Determine with a collaborative approach KPIs and SLA’s for each TM segment aligned to key initiatives/programs
Lead the design, development and deployment of a System Wide Talent Management Program to include a rigorous performance management program, talent review, succession-planning program.
Strengthen Leader Effectiveness through leading a New Key Strategic People Initiative to design, develop and deploy a Wellforce Leadership Institute to include diverse offerings for high-potential executives (Admin/Nurse/Physicians) to mid-career and front-line leaders to our front line employees
Lead the design and development of system level and local L&D programs and services to support our commitment to diversity, equity and inclusion, career paths, pipeline programs, competency development, learning approaches, continuous learning and engagement (retention).
Establish clear leader and employee traits with behavioral anchors that support our focused patient-centered culture, frameworks and infrastructure to support building out compensation, performance evaluations, and other strategic workforce areas.
Lead diversity and inclusion initiatives necessary to ensure we deliver on our differentiated people strategies in support of the overall business strategy agenda and create a culture of belonging for all stakeholders.
Lead a multi-year Talent Acquisition Transformation to include a re-imagination of end-to-end recruiting services, strategies and services to allow for improvements in sourcing, hiring, retention and an ability to scale to meet business needs.
Build, engage and develop a world class, agile talent management team. Set high standards and inspire the team toward excellence.
Provide insight and guidance of employee and labor relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale
Apply expertise on relevant state and federal employment laws, complex employee and labor relations issues and workplace investigations
Advanced degree in Human Resource Management or related field is required
Master’s Degree is required
15+ years in Human Resources with a successful track record developing HR programs through increasing the collective focus and overall performance of teams and best practices ideally in the health care field.
Strong Strategic Management & strategy implementation skills
Proven experience in developing and evolving Talent Management (TM, TA, L&D, Engagement, Employee Relations) Strategies while appropriately utilizing, vendors, technology, and methodologies
Knowledge of HR, Talent Management and human capital trends within large scale (12,000-15,000ee) & regulated industry
Exceptional business acumen and business management skills including planning, program/project management, financial management, and translating business requirements into organization and individual development requirements.
Proven track record in leading HR transformation efforts, including building teams, driving innovation and improving value and cost.
5+ years of experience with mergers and acquisitions; system integration experience
Experience improving systems and processes, building credibility with line clients, focusing on continuous improvement, measurement and best practice assessment