Innovative Hematology
Organizational & Talent Development Program Manager
Innovative Hematology, Indianapolis, Indiana, United States, 46201
Organizational & Talent Development Program Manager
The Organizational & Talent Development Program Manager has the core responsibility of the following human resources functions: program design and implementation, needs assessment and gap analysis, career development, onboarding and integration, program evaluation and improvement, and promotion of a continuous learning culture. Organizational & Talent Development Leads the implementation of talent, leadership and team planning processes, policies and procedures which includes but is not limited to: succession planning, leadership selection and assessment, leadership development planning and the Center's annual organizational development readiness plan. Partners with the leadership team to understand and execute the organizations human resource and talent strategy as it relates to current and future talent needs, recruiting, retention, and succession planning. Identifies, designs/deploys, and manages employee and organizational development strategies, including but not limited to, emerging leader training, leadership development curriculum, Center-wide employee development education and training initiatives. Develops competency-based development pathways to support clinical excellence, leadership readiness, and interdisciplinary collaboration. Program Evaluation & Continuous Improvement Advocates for practices that improve team effectiveness, personal mastery, employee engagement and continuous improvement. Leads special projects, conducts research, analyzes programs, and provides critical feedback that helps solve team problems or improve processes and practices. Uses feedback, performance data, and KPIs to evaluate and refine programs and enhance outcomes. Supports the succession planning, talent review and assessment processes and evaluates each for effectiveness. Implements best practices, measures impacts, and continually strives to enhance the effectiveness of programs and processes. Learning Culture Promotion Promotes a culture of learning and professional growth aligned with evidenced-based practice and patient-centered care. Champions inclusive learning practices to ensure optimal delivery of staff development opportunities. NON-ESSENTIAL FUNCTIONS: Assists with employee onboarding/offboarding and employee relations, as needed. Participates in and/or directs departmental projects. Effectively manages projects from beginning to end. Effectively delivers executive-level briefings with high quality. Ability to effectively use an enterprise-wide learning management system for content development and delivery.
The Organizational & Talent Development Program Manager has the core responsibility of the following human resources functions: program design and implementation, needs assessment and gap analysis, career development, onboarding and integration, program evaluation and improvement, and promotion of a continuous learning culture. Organizational & Talent Development Leads the implementation of talent, leadership and team planning processes, policies and procedures which includes but is not limited to: succession planning, leadership selection and assessment, leadership development planning and the Center's annual organizational development readiness plan. Partners with the leadership team to understand and execute the organizations human resource and talent strategy as it relates to current and future talent needs, recruiting, retention, and succession planning. Identifies, designs/deploys, and manages employee and organizational development strategies, including but not limited to, emerging leader training, leadership development curriculum, Center-wide employee development education and training initiatives. Develops competency-based development pathways to support clinical excellence, leadership readiness, and interdisciplinary collaboration. Program Evaluation & Continuous Improvement Advocates for practices that improve team effectiveness, personal mastery, employee engagement and continuous improvement. Leads special projects, conducts research, analyzes programs, and provides critical feedback that helps solve team problems or improve processes and practices. Uses feedback, performance data, and KPIs to evaluate and refine programs and enhance outcomes. Supports the succession planning, talent review and assessment processes and evaluates each for effectiveness. Implements best practices, measures impacts, and continually strives to enhance the effectiveness of programs and processes. Learning Culture Promotion Promotes a culture of learning and professional growth aligned with evidenced-based practice and patient-centered care. Champions inclusive learning practices to ensure optimal delivery of staff development opportunities. NON-ESSENTIAL FUNCTIONS: Assists with employee onboarding/offboarding and employee relations, as needed. Participates in and/or directs departmental projects. Effectively manages projects from beginning to end. Effectively delivers executive-level briefings with high quality. Ability to effectively use an enterprise-wide learning management system for content development and delivery.