JOB DESCRIPTION FOR JOB TITLE:
|Talent and Organizational Development Partner |
|Job Code: 350062 |FLSA Status: Exempt |Mgt. Approval: M. Eustice |Date: May 2019 |
|Department: Human Resources/63020 |HR Approval: J. Tokarski |Date: May 2019 |
|JOB SUMMARY |
| |
|The Talent and Organizational Development Partner provides consultative support and project coordination in the design, development, facilitation and implementation of |
|the system-wide talent management strategy. The role serves as the content expert and primary point of contact on behalf of Human Resources (HR), related to leadership|
|competencies, talent assessment, leader development, succession planning and other developmental aspects that impact the employee developmental experience. |
| |
|Specific services that the role will provide include: |
|Provides counsel and support in the areas of human resource management, including: employee relations, employee engagement, career counseling, performance management, |
|succession planning, staffing and retention, training and development, legal basics and compliance with employment and regulatory requirements. The role will call upon|
|subject matter experts within HR to meet client needs as appropriate. |
|Develops strong and supportive relationships with key operational leaders and system-wide education specialists. |
|Consults with stakeholders to identify department or job specific competencies and build customized learning resources to meet operational demands. |
|MAJOR RESPONSIBILITIES |
| |
|Consults with leaders on individual and team performance and provides recommendations to address development gaps and performance improvement opportunities. Assesses |
|talent development needs at the leadership level and recommends appropriate solutions. |
| |
|Develops and executes strategies in collaboration with HR subject matter experts and organizational leaders, to support UW Health’s talent management strategy |
|objectives. Maintains effective communication between all HR functional teams and client groups to support these efforts. Creates and trains all HR Teams on processes |
|and work related to talent management to support organizational roll-outs. |
| |
|Leads and/or participates in activities including workforce planning, job development, educational needs assessments, training facilitation, policy development and |
|interpretation, workforce data analysis, employee relations counseling and conflict resolution, in order to support the effectiveness of all internal and external |
|departments. |
| |
|Partners with Human Resources Business Partners and the Performance Management team on organizational interventions and performance improvement initiatives. Provides |
|consultation on client leader needs assessments for their respective departments. Supports development of performance management tools and ensures that they align with|
|the needs of the clients and leaders. |
| |
|Assesses situations and environments within client groups affecting employee engagement and provides organizational leaders with advice and recommended courses of |
|action based on operating guidelines, policies and applicable law, in order to create and maintain a positive employee environment. Facilitates necessary education and |
|coaching to client leaders to support these recommendations and also works with HR functional areas to provide required training opportunities consistent with |
|organizational priorities. |
| |
|Reviews and analyzes workforce and operational statistics on productivity, turnover, recruiting, patient satisfaction, employee engagement, exit interview data and |
|other dashboard measures to proactively identify trends, activities and potential issues in order to provide recommendations on organizational development support. |
| |
|Works closely with Organizational Development team, Employee Relations Team and Human Resource Business Partners to create, implement and sustain the succession |
|planning process. |
| |
|Serves as a key stakeholder in content development for leader training and conducts training as appropriate. |
| |
|ALL DUTIES AND REQUIREMENTS MUST BE PERFORMED |
|CONSISTENT WITH THE UW HEALTH PERFORMANCE STANDARDS. |
|JOB REQUIREMENTS |
|Education |Minimum |Bachelor’s degree in business, HR, organizational communication or related field. |
| |Preferred |Graduate degree in either human resource management, business, organizational development, healthcare |
| | |administration, law or a similar program with an analytic focus. |
|Work Experience |Minimum |Five years as an HR generalist or professional in a senior role, particularly focused on organizational |
| | |development, employee relations, change management, talent management and recruitment/retention activities. |
| | |Strong needs assessment and instructional design/curriculum development experience. |
| | |Experience in coaching/consulting with leaders in a professional environment. |
| |Preferred |Seven or more years as either an HR generalist, manager, or consultant in a complex healthcare organization |
| | |with demonstrated expertise in at least three functional HR areas. |
|Licenses & Certifications |Minimum |None |
| |Preferred |CPLP (Certified Professional in Learning & Performance) or SPHR (Senior Professional in Human Resources) |
|Required Skills, Knowledge, and Abilities |Strong knowledge and expertise in: |
| |Performance management |
| |Professional development coaching |
| |Employee engagement |
| |Team dynamics |
| |Succession planning |
| |360 assessments |
| |Change management |
| |Excellent relationship management as well as project management skills |
| |Excellent communicator able to provide specific guidance to clients while maintaining an environment of |
| |collaboration and partnership. |
| |Ability to understand business plans and to develop impactful HR solutions in response to those plans |
| |Highly collaborative, able to build strong relationships with HR colleagues to drive results to the clients |
| |and HR . |
| |Ability to influence employees/leaders at all levels to drive outcomes |
| |Critical thinking and creative problem solving |
| |Demonstrated ability to manage multiple and sometimes competing priorities |
| |Proven team player with excellent interpersonal communication and organizational skills |
| |Strong analytical skills and experience with data analysis, metrics and reporting |
| |Strong ability to deal with ambiguity and lead others during periods of intense change |
|AGE SPECIFIC COMPETENCY (Clinical jobs only) |
|Identify age-specific competencies for direct and indirect patient care providers who regularly assess, manage and treat patients. |
|Instructions: Indicate the age groups of patients served either by direct or indirect patient care by checking the appropriate boxes below. Next, |
| |Infants (Birth – 11 months) | |Adolescent (13 – 19 years) |
| |Toddlers (1 – 3 years) | |Young Adult (20 – 40 years) |
| |Preschool (4 – 5 years) | |Middle Adult (41 – 65 years) |
| |School Age (6 – 12 years) | |Older Adult (Over 65 years) |
|JOB FUNCTIONS |
|Review the employee’s job description and identify each essential function that is performed differently based on the age group of the patient. |
|N/A |
|PHYSICAL REQUIREMENTS |
|Indicate the appropriate physical requirements of this job in the course of a shift. Note: reasonable accommodations may be made available for individuals with |
|disabilities to perform the essential functions of this position. |
|Physical Demand Level |Occasional |Frequent |Constant |
| |Up to 33% of the time |34%-66% of the time |67%-100% of the time |
|X |Sedentary: Ability to lift up to 10 pounds maximum and occasionally |Up to 10# |Negligible |Negligible |
| |lifting and/or carrying such articles as dockets, ledgers and small | | | |
| |tools. Although a sedentary job is defined as one, which involves | | | |
| |sitting, a certain amount of walking and standing is often necessary | | | |
| |in carrying out job duties. Jobs are sedentary if walking and | | | |
| |standing are required only occasionally and other sedentary criteria | | | |
| |are met. | | | |
| |Light: Ability to lift up to 20 pounds maximum with frequent lifting |Up to 20# |Up to 10# or requires |Negligible or constant |
| |and/or carrying of objects weighing up to 10 pounds. Even though the | |significant walking or |push/pull of items of |
| |weight lifted may only be a negligible amount, a job is in this | |standing, or requires |negligible weight |
| |category when it requires walking or standing to a significant degree.| |pushing/pulling of arm/leg | |
| | | |controls | |
| |Medium: Ability to lift up to 50 pounds maximum with frequent |20-50# |10-25# |Negligible-10# |
| |lifting/and or carrying objects weighing up to 25 pounds. | | | |
| |Heavy: Ability to lift up to 100 pounds maximum with frequent lifting |50-100# |25-50# |10-20# |
| |and/or carrying objects weighing up to 50 pounds. | | | |
| |Very Heavy: Ability to lift over 100 pounds with frequent lifting |Over 100# |Over 50# |Over 20# |
| |and/or carrying objects weighing over 50 pounds. | | | |
|List any other physical requirements or bona fide occupational qualifications:| |
Note: The purpose of this document is to describe the general nature and level of work performed by personnel so classified; it is not intended to serve as an inclusive list of all responsibilities associated with this position.
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