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.

................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download