An update from your President: | Greater Baton Rouge SHRM



Leadership Development Coordinator – Woman’ HospitalEducational Services Job SummaryResponsible for managing organizational development activities to support the assessment of organizational needs. Implement and evaluate programs that facilitate the professional development and continuous learning of team members. Manage succession planning process. Supervised by: Director, Educational ServicesWorkers Supervised: NoneInterrelationships: Works closely with human resources and education staff, leadership team, marketing, community partners and hospital employees.Overtime Status: This is an exempt position that is not eligible for overtime pay.Minimum Education: Bachelor’s degree in human resources, business administration or a related field is required. Master’s degree in human resources, business administration or organizational development is strongly preferred. Coaching certification is desirable.Minimum Work Experience: Five years prior experience in leadership training is required. Adult learning theory knowledge is required. Must have experience in implementation and continued improvement of leadership development and succession planning. Job Knowledge: Must have the ability to assess current levels of performance within organization including competency analysis. Must be able to demonstrate performance in leadership strategy, design, and implementation as well as the ability to translate business strategies into critical talent and workforce strategies/initiatives. Must be familiar of diversity, equity and inclusion best practices. Must have excellent interpersonal, written, and verbal communication skills. Position-Specific Competencies:Participate in the definition of Ideal Leadership Model for organization and key functional rolesConduct a leadership training needs assessment, develop, and execute action plan and curriculum based on that assessment.Oversee succession planning process and software in conjunction with consultants and/or system vendor. Assist with the evaluation of succession planning technology. Conduct additional forms of periodic quantitative and qualitative analysis: engagement and departmental surveys, focus groups, etc. Based on results, create action plans to create and enhance programs, policies, and procedures. Design training modules and present or arrange for external speaker presentation or approved leader development topics including technical skills.Assess and enhance cultural competency and leadership development training offerings. Assess learning via pre and post training assessments. Develop content for management and staff training sessions.Create and coordinate an individualized orientation plan for new leaders.Create (in partnership with HR Business Partner’s) customized team building and retreats as needed.Develop intranet resource pages for diversity and leadership related resources and training materials.Partner with HR to create and implement targeted development and recruitment plans. Partner with HR to standardize interview process, evaluate applicant testing for cultural fit and to implement a blinding process of resumes to reduce unconscious bias.Partner with HR to form relationships with high schools and colleges to support career pathways for underrepresented individuals. Partner with HR to create and implement succession and resulting development plans Revise and reinstate a high-potential incubator program to prepare team members for promotional opportunities.Conduct skills assessments (including 360 assessments) and create IDP’s. Track and trend 360 assessment scores. Trend performance development plan progress. ................
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