Hospital for Special Surgery
Overview
Vice President Talent Management at Hospital for Special Surgery. The VP 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 and Organization Context
Hospital for Special Surgery (HSS) is consistently among the top-ranked hospitals for orthopedics and rheumatology. HSS emphasizes an innovative, supportive and inclusive environment and seeks to attract exceptional talent aligned with its mission and values. What You Will Be Doing
The Vice President (VP), Talent Management leads enterprise talent strategy, performance management, leadership development, succession planning, and organizational learning. You will: Lead, evaluate, and scale enterprise talent strategies aligned with business priorities and culture. Collaborate with executives to embed talent practices into business routines and governance. Ensure governance, equity, and transparency in talent processes, leveraging Workday for reporting and accountability. Build and oversee the organizational learning strategy and career pathways across the enterprise. Drive benchmarking, analytics, and continuous improvement of talent processes and frameworks. Position Accountabilities / Competencies
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 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 to embed talent practices into business routines. Provide thought leadership 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 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 and deliver results in a fast-paced, complex environment.
Non-Discrimination Policy
Hospital for Special Surgery is committed to providing high quality care and 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 law or accreditation standards. Employment details
Seniority level: Executive Employment type: Full-time Job function: Human Resources Industries: Hospitals and Health Care Note: This description reflects the responsibilities and qualifications as provided; it does not include external job board references or extraneous postings.
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Vice President Talent Management at Hospital for Special Surgery. The VP 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 and Organization Context
Hospital for Special Surgery (HSS) is consistently among the top-ranked hospitals for orthopedics and rheumatology. HSS emphasizes an innovative, supportive and inclusive environment and seeks to attract exceptional talent aligned with its mission and values. What You Will Be Doing
The Vice President (VP), Talent Management leads enterprise talent strategy, performance management, leadership development, succession planning, and organizational learning. You will: Lead, evaluate, and scale enterprise talent strategies aligned with business priorities and culture. Collaborate with executives to embed talent practices into business routines and governance. Ensure governance, equity, and transparency in talent processes, leveraging Workday for reporting and accountability. Build and oversee the organizational learning strategy and career pathways across the enterprise. Drive benchmarking, analytics, and continuous improvement of talent processes and frameworks. Position Accountabilities / Competencies
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 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 to embed talent practices into business routines. Provide thought leadership 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 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 and deliver results in a fast-paced, complex environment.
Non-Discrimination Policy
Hospital for Special Surgery is committed to providing high quality care and 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 law or accreditation standards. Employment details
Seniority level: Executive Employment type: Full-time Job function: Human Resources Industries: Hospitals and Health Care Note: This description reflects the responsibilities and qualifications as provided; it does not include external job board references or extraneous postings.
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