Hospital for Special Surgery
Vice President Talent Management page is loaded## Vice President Talent Managementlocations: New York, NYtime type: Full timeposted on: Posted Yesterdayjob requisition id: JR2025-103195
Considering making an application for this job Check all the details in this job description, and then click on Apply. **How you move is why we’re here.
Now more than ever. **Get back to what you need and love to do.
The possibilities are endless...
Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success.
If this describes you then let’s talk! HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S.
News & World Report.
As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation.
Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise. **Emp Status **Regular Full time **Work Shift ****Compensation Range **The base pay scale for this position is $330,000.00 - $375,000.00.
In addition, this position will be eligible for additional benefits consistent with the role.
The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation.
The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.# **What you will be doing **The Vice President (VP), Talent Management is a senior HR leader responsible for designing, evaluating, and executing enterprise-wide talent strategies that strengthen organizational capability, accelerate leadership development, and ensure a robust pipeline of future-ready talent.Reporting to the Chief Human Resources Officer (CHRO), the VP serves as a trusted member of the HR leadership team and collaborates with executives and business leaders across the enterprise to align talent practices with organizational priorities and culture.
This role leads all aspects of performance management, learning and development, succession planning, and leadership capability building.As this is a pivotal role, the VP will not only deliver and scale enterprise talent practices but also critically evaluate and benchmark current processes, identify opportunities for improvement, and implement best-in-class frameworks.
They will also be responsible for building the organizational learning strategy, ensuring local training **Position Accountabilities/Competencies include: ****Talent Strategy & Planning *** Partner with the CHRO and senior leadership to define, evaluate, and implement a comprehensive enterprise talent strategy that supports business growth, culture, and workforce transformation. * Use workforce analytics, benchmarking, and external trends to continuously assess and improve talent practices. * Leverage Workday and other HR technologies to enhance reporting, forecasting, and workforce planning capabilities. **Performance Management & Capability Building *** Lead, evaluate, and continuously improve enterprise performance management processes that drive accountability, continuous feedback, and employee growth. * Benchmark existing performance management practices against best-in-class organizations and recommend improvements. * Define organizational capabilities critical to success and embed them into talent programs, assessments, and leadership models. * Ensure performance management practices are optimized and technology-enabled through Workday capabilities. **Succession Planning & Leadership Development *** Establish robust succession planning frameworks to ensure a strong and diverse leadership pipeline. * Design and oversee talent calibrations and leadership development programs for executives, high-potentials, and emerging leaders. * Use data-driven insights to monitor progress and identify leadership readiness gaps. **Learning & Development Programs *** Lead the evaluation and design of a centralized enterprise learning framework that integrates organizational training teams (e.g., nursing education, functional training) into a cohesive HR-led career framework with defined career paths. * Oversee the Learning & Development function, ensuring programs are scalable, innovative, and aligned with business needs. * Embed continuous learning practices across the organization to support agility, innovation, and career growth. * Use benchmarking and analytics to assess learning effectiveness, adoption, and business impact. **Stakeholder Engagement & Governance *** Collaborate with executives and leaders across the enterprise to embed talent practices into business routines. * Provide thought leadership and counsel on succession, capability building, and workforce development. * Ensure governance, equity, and consistency in all talent management processes, leveraging Workday for transparency and accountability. * Model a self-starter approach—proactively identifying opportunities, recommending solutions, and driving execution with minimal reliance on direction. **Job Qualifications *** Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field; Master’s degree preferred. * 15+ years of progressive HR and talent management experience, including leadership of enterprise-wide initiatives. * Proven success in designing, evaluating, and implementing talent strategies that improve business performance. * Expertise in performance management, succession planning, leadership development, and enterprise learning strategy. * Demonstrated Workday expertise (Talent, Performance, Learning, and Succession modules strongly preferred). * Strong data and analytics orientation—able to use workforce insights, benchmarking, and predictive modeling to inform decisions. * Exceptional executive presence, communication, and change leadership skills, with the ability to influence at the C-suite level. * Recognized self-starter with the ability to operate independently, anticipate organizational needs, and deliver results in a fast-paced, complex environment. **Non-Discrimination Policy ** Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment.
Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.Our patients say it best: We receive consistently high ratings from our patients for the quality of our doctors and our hospital.
More than 3,000 have shared their experience in their own words.### Get In TouchIntroduce yourself to our recruiters and we'll get in touch if there's a role that seems like a good match. #J-18808-Ljbffr
Considering making an application for this job Check all the details in this job description, and then click on Apply. **How you move is why we’re here.
Now more than ever. **Get back to what you need and love to do.
The possibilities are endless...
Now more than ever, our guiding principles are helping us in our search for exceptional talent - candidates who align with our unique workplace culture and who want to maximize the abundant opportunities for growth and success.
If this describes you then let’s talk! HSS is consistently among the top-ranked hospitals for orthopedics and rheumatology by U.S.
News & World Report.
As a recipient of the Magnet Award for Nursing Excellence, HSS was the first hospital in New York City to receive the distinguished designation.
Whether you are early in your career or an expert in your field, you will find HSS an innovative, supportive and inclusive environment.Working with colleagues who love what they do and are deeply committed to our Mission, you too can be part of our transformation across the enterprise. **Emp Status **Regular Full time **Work Shift ****Compensation Range **The base pay scale for this position is $330,000.00 - $375,000.00.
In addition, this position will be eligible for additional benefits consistent with the role.
The salary of the finalist selected for this role will be determined based on various factors, including but not limited to: scope of role, level of experience, education, accomplishments, internal equity, budget, and subject to Fair Market Value evaluation.
The hiring range listed is a good faith determination of potential compensation at the time of this job advertisement and may be modified in the future.# **What you will be doing **The Vice President (VP), Talent Management is a senior HR leader responsible for designing, evaluating, and executing enterprise-wide talent strategies that strengthen organizational capability, accelerate leadership development, and ensure a robust pipeline of future-ready talent.Reporting to the Chief Human Resources Officer (CHRO), the VP serves as a trusted member of the HR leadership team and collaborates with executives and business leaders across the enterprise to align talent practices with organizational priorities and culture.
This role leads all aspects of performance management, learning and development, succession planning, and leadership capability building.As this is a pivotal role, the VP will not only deliver and scale enterprise talent practices but also critically evaluate and benchmark current processes, identify opportunities for improvement, and implement best-in-class frameworks.
They will also be responsible for building the organizational learning strategy, ensuring local training **Position Accountabilities/Competencies include: ****Talent Strategy & Planning *** Partner with the CHRO and senior leadership to define, evaluate, and implement a comprehensive enterprise talent strategy that supports business growth, culture, and workforce transformation. * Use workforce analytics, benchmarking, and external trends to continuously assess and improve talent practices. * Leverage Workday and other HR technologies to enhance reporting, forecasting, and workforce planning capabilities. **Performance Management & Capability Building *** Lead, evaluate, and continuously improve enterprise performance management processes that drive accountability, continuous feedback, and employee growth. * Benchmark existing performance management practices against best-in-class organizations and recommend improvements. * Define organizational capabilities critical to success and embed them into talent programs, assessments, and leadership models. * Ensure performance management practices are optimized and technology-enabled through Workday capabilities. **Succession Planning & Leadership Development *** Establish robust succession planning frameworks to ensure a strong and diverse leadership pipeline. * Design and oversee talent calibrations and leadership development programs for executives, high-potentials, and emerging leaders. * Use data-driven insights to monitor progress and identify leadership readiness gaps. **Learning & Development Programs *** Lead the evaluation and design of a centralized enterprise learning framework that integrates organizational training teams (e.g., nursing education, functional training) into a cohesive HR-led career framework with defined career paths. * Oversee the Learning & Development function, ensuring programs are scalable, innovative, and aligned with business needs. * Embed continuous learning practices across the organization to support agility, innovation, and career growth. * Use benchmarking and analytics to assess learning effectiveness, adoption, and business impact. **Stakeholder Engagement & Governance *** Collaborate with executives and leaders across the enterprise to embed talent practices into business routines. * Provide thought leadership and counsel on succession, capability building, and workforce development. * Ensure governance, equity, and consistency in all talent management processes, leveraging Workday for transparency and accountability. * Model a self-starter approach—proactively identifying opportunities, recommending solutions, and driving execution with minimal reliance on direction. **Job Qualifications *** Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field; Master’s degree preferred. * 15+ years of progressive HR and talent management experience, including leadership of enterprise-wide initiatives. * Proven success in designing, evaluating, and implementing talent strategies that improve business performance. * Expertise in performance management, succession planning, leadership development, and enterprise learning strategy. * Demonstrated Workday expertise (Talent, Performance, Learning, and Succession modules strongly preferred). * Strong data and analytics orientation—able to use workforce insights, benchmarking, and predictive modeling to inform decisions. * Exceptional executive presence, communication, and change leadership skills, with the ability to influence at the C-suite level. * Recognized self-starter with the ability to operate independently, anticipate organizational needs, and deliver results in a fast-paced, complex environment. **Non-Discrimination Policy ** Hospital for Special Surgery is committed to providing high quality care and skilled, compassionate, reliable service to our community in a safe and healing environment.
Consistent with this commitment, Hospital for Special Surgery provides care, admits, and treats patients and provides all services without regard to age, race, color, creed, ethnicity, religion, national origin, culture, language, physical or mental disability, socioeconomic status, veteran or military status, marital status, sex, sexual orientation, gender identity or expression, or any other basis prohibited by federal, state, or local law or by accreditation standards.Our patients say it best: We receive consistently high ratings from our patients for the quality of our doctors and our hospital.
More than 3,000 have shared their experience in their own words.### Get In TouchIntroduce yourself to our recruiters and we'll get in touch if there's a role that seems like a good match. #J-18808-Ljbffr