Memorial Healthcare System
Talent Management Partner - FT - Days - DIO
Memorial Healthcare System, Hollywood, Florida, United States, 33024
Talent Management Partner
At Memorial, we are dedicated to improving the health, well-being and, most of all, quality of life for the people entrusted to our care. An unwavering commitment to our service vision is what makes the difference. It is the foundation of The Memorial Experience. The Talent Management Partner is responsible for designing, implementing, and sustaining enterprise-wide talent management strategies that strengthen leadership pipelines and organizational readiness. This role provides expertise in succession planning, individual development planning (IDPs), and talent reviews, while also owning talent data analytics and reporting strategy. Leveraging Workday Talent Management, the Partner creates a system-wide approach to talent insights that informs decision-making at the executive level. Responsibilities: Serves as the system expert for Talent & Performance modules in HRIS, overseeing configuration, reporting, and end-user adoption while partnering with WFTA to design and optimize functionality and reporting. Develops and educates leaders using dashboards, metrics, and insights that inform and drive strategic decisions. Designs and implements training for IDP development aligned with organizational goals and KPIs, while partnering with leaders and employees to create IDPs that support both career aspirations and business needs. Provides coaching to leaders on meaningful development conversations and recommends resources and programs to accelerate growth. Facilitates system-wide succession planning and talent review processes, in partnership with HR Teams, to ensure consistency and objectivity. Designs and implements training for HR to lead calibration sessions with leaders to ensure fair and consistent evaluation of performance and potential. Partners with HR leadership to design and execute talent management strategies that align workforce capabilities with organizational goals. Serves as a subject matter expert by advising senior leaders on succession planning, leadership pipelines, and development priorities, while translating strategy into practical initiatives that address current and future workforce needs. Leads collaboration with Human Resource teams to connect talent insights with leadership development, mentoring, and career programs. Serves as a consultant to the HR Teams and leaders on talent-related challenges and opportunities. Presents findings, trends, and recommendations to leadership. Partners with WFTA to optimize reporting capabilities, automate workflows, and ensure data integrity. Translates complex data into executive-level presentations, dashboards, and scorecards that highlight trends, risks, and opportunities, while educating HR and leadership teams on how to interpret and apply talent data to workforce planning and development priorities. Owns and drives the enterprise-wide talent data and analytics strategy to ensure accurate, consistent, and actionable insights. Designs, implements, and maintains reporting frameworks and dashboards in Workday (and other tools as needed) to support succession planning, IDPs, and talent pipelines, while ensuring compliance with data governance standards. Competencies: ACCOUNTABILITY, ANALYSIS AND DECISION MAKING, CUSTOMER SERVICE, DEVELOP TRAINING SOLUTIONS, EFFECTIVE COMMUNICATION, FACILITATING & DELIVERING EFFECTIVE PRESENTATIONS, ORGANIZATIONAL DEVELOPMENT CONSULTING, RESPONDING TO CHANGE, STANDARDS OF BEHAVIOR Education and Certification Requirements: Bachelors (Required) Additional Job Information: Complexity of Work: This role requires strategic thinking and talent mindset, consulting and facilitation skills, collaboration ability, data-driven decision making, change agility, critical thinking skills, effective communication, and the ability to build and foster positive relationships. The incumbent must be able to influence others and take appropriate action when required. Required Work Experience: Five (5) years' experience in Talent Management, Organizational Development, Human Resources, Education, or a related field required. Proven experience in developing and executing talent management strategies. Healthcare experience preferred. Workday experience preferred. Working Conditions and Physical Requirements: Bending and Stooping = 40% Climbing = 20% Keyboard Entry = 60% Kneeling = 40% Lifting or Carrying 0 - 25 lbs Non-Patient = 60% Lifting or Carrying 2501 lbs - 75 lbs Non-Patient = 40% Pushing or Pulling 0 - 25 lbs Non-Patient = 60% Pushing or Pulling 26 - 75 lbs Non-Patient = 40% Reaching = 40% Repetitive Movement Hand/Arm = 60% Sitting = 60% Squatting = 40% Standing = 60% Walking = 60% Audible Speech = 60% Hearing Acuity = 60% Depth Perception = 60% Distinguish Color = 60% Seeing - Far = 60% Seeing - Near = 60% Dust = 20% Computer Monitor = 60% Potential Electric Shock = 20% Potential for Physical Assault = 20%
At Memorial, we are dedicated to improving the health, well-being and, most of all, quality of life for the people entrusted to our care. An unwavering commitment to our service vision is what makes the difference. It is the foundation of The Memorial Experience. The Talent Management Partner is responsible for designing, implementing, and sustaining enterprise-wide talent management strategies that strengthen leadership pipelines and organizational readiness. This role provides expertise in succession planning, individual development planning (IDPs), and talent reviews, while also owning talent data analytics and reporting strategy. Leveraging Workday Talent Management, the Partner creates a system-wide approach to talent insights that informs decision-making at the executive level. Responsibilities: Serves as the system expert for Talent & Performance modules in HRIS, overseeing configuration, reporting, and end-user adoption while partnering with WFTA to design and optimize functionality and reporting. Develops and educates leaders using dashboards, metrics, and insights that inform and drive strategic decisions. Designs and implements training for IDP development aligned with organizational goals and KPIs, while partnering with leaders and employees to create IDPs that support both career aspirations and business needs. Provides coaching to leaders on meaningful development conversations and recommends resources and programs to accelerate growth. Facilitates system-wide succession planning and talent review processes, in partnership with HR Teams, to ensure consistency and objectivity. Designs and implements training for HR to lead calibration sessions with leaders to ensure fair and consistent evaluation of performance and potential. Partners with HR leadership to design and execute talent management strategies that align workforce capabilities with organizational goals. Serves as a subject matter expert by advising senior leaders on succession planning, leadership pipelines, and development priorities, while translating strategy into practical initiatives that address current and future workforce needs. Leads collaboration with Human Resource teams to connect talent insights with leadership development, mentoring, and career programs. Serves as a consultant to the HR Teams and leaders on talent-related challenges and opportunities. Presents findings, trends, and recommendations to leadership. Partners with WFTA to optimize reporting capabilities, automate workflows, and ensure data integrity. Translates complex data into executive-level presentations, dashboards, and scorecards that highlight trends, risks, and opportunities, while educating HR and leadership teams on how to interpret and apply talent data to workforce planning and development priorities. Owns and drives the enterprise-wide talent data and analytics strategy to ensure accurate, consistent, and actionable insights. Designs, implements, and maintains reporting frameworks and dashboards in Workday (and other tools as needed) to support succession planning, IDPs, and talent pipelines, while ensuring compliance with data governance standards. Competencies: ACCOUNTABILITY, ANALYSIS AND DECISION MAKING, CUSTOMER SERVICE, DEVELOP TRAINING SOLUTIONS, EFFECTIVE COMMUNICATION, FACILITATING & DELIVERING EFFECTIVE PRESENTATIONS, ORGANIZATIONAL DEVELOPMENT CONSULTING, RESPONDING TO CHANGE, STANDARDS OF BEHAVIOR Education and Certification Requirements: Bachelors (Required) Additional Job Information: Complexity of Work: This role requires strategic thinking and talent mindset, consulting and facilitation skills, collaboration ability, data-driven decision making, change agility, critical thinking skills, effective communication, and the ability to build and foster positive relationships. The incumbent must be able to influence others and take appropriate action when required. Required Work Experience: Five (5) years' experience in Talent Management, Organizational Development, Human Resources, Education, or a related field required. Proven experience in developing and executing talent management strategies. Healthcare experience preferred. Workday experience preferred. Working Conditions and Physical Requirements: Bending and Stooping = 40% Climbing = 20% Keyboard Entry = 60% Kneeling = 40% Lifting or Carrying 0 - 25 lbs Non-Patient = 60% Lifting or Carrying 2501 lbs - 75 lbs Non-Patient = 40% Pushing or Pulling 0 - 25 lbs Non-Patient = 60% Pushing or Pulling 26 - 75 lbs Non-Patient = 40% Reaching = 40% Repetitive Movement Hand/Arm = 60% Sitting = 60% Squatting = 40% Standing = 60% Walking = 60% Audible Speech = 60% Hearing Acuity = 60% Depth Perception = 60% Distinguish Color = 60% Seeing - Far = 60% Seeing - Near = 60% Dust = 20% Computer Monitor = 60% Potential Electric Shock = 20% Potential for Physical Assault = 20%