Oversees organizational development training team responsible for partnering with HR Strategic Partners, along with Harris Health leadership, to design and develop necessary talent and learning interventionsCoaches and develops leaders while executing on leadership development interventions and programming.Influences the evolution of Harris Health organizational structure based on evolving talent needs and proactively addresses talent trends before they impact the organization.Works with other key stakeholders to assess overall talent succession plans and assists in the overall development planning of the next generation of Harris Health leaders.

Responsible for understanding organization-wide strategies and building supporting people solutions that add value to the organization.Performs as a trusted collaborator to leaders and HR partners in areas of change leadership/management, talent management, performance management, employee experience & culture, and leadership development utilizing OD principles and methods.Collaborates and consults with HR team in the design, development and implementation of system programs, processes and strategies. Provides direction and leadership for new and existing large-scale OD interventions across a complex matrixed organization while managing ambiguity and navigating complex environments.

Summary: The Associate Director of Talent Management, reporting to the Director of Human Resources with a dotted line into the CEO and Regional Vice Presidents, supports the enterprise recruitment procedures, performance management and employee development processes. Essential Duties and Responsibilities: Talent Acquisition• Manage, train, and evaluate our team of recruiters• Build talent pipelines for current and future job openings• Lead all employee sourcing strategies and support employer branding activities• Manage our partnerships with job boards and HR software vendors• Oversee all stages of candidate experience (including application, interviews, and communication)• Measure key recruitment metrics, like source of hire and time-to-hirePerformance Management• Own the administration of our performance management platform (ADP PM) including, but not limited to designing, developing, and managing interim and annual processes (e.g., goal-setting, mid-year, 360 feedback, year-end, 6-month, etc.); providing end-user support; monitoring and following up with managers; and manage vendor relationship• Manage, track, review, and analyze metrics within pm processes and communicate finding to staff across all levels• Develop and maintain change, learning, and communications plans for existing and new processes• Conduct ongoing train-the-trainer sessions for all functional departmental and campus leadersLearning & Development• Support the administration of our Learning Management System• Partner with functional training managers/leads to support L&D initiatives• Support the design, development, and facilitation of content around professional and leadership development

• Culture and Climate Management. Working with Corporate and senior line management to build, maintain and execute programs in furtherance of the business objectives and strategies. Works with direct reports to ensure that this is occurring at a high level with consistency across locations, geographies and business units• Employee Relations. Assisting management with appropriate employee relations efforts and policies including employee investigations, employee counseling, discipline and terminations.• Team Participation and Leadership. Provides leadership and becomes an integral team member within the HR department and the BU’s. Builds HR Manager team into a recognized high performing unit.• Talent Management. Participating in workforce planning, recruiting, talent management and succession planning activities as needed. Upgrades the organizations supported as well as internal team.• Budget Management. Developing and presenting operating budget and upon approval, operate within appropriated amounts.• Training and Development. Leads team to ensure appropriate training and developmental resources. Effectively matches developmental needs to growth experiences and opportunities. Helps team flawlessly execute Performance Management, Performance Management for People and Training & Development initiatives.• Develop and present Instructor-Led and virtual trainings to help prepare individuals for successful positions in Admissions, Financial Aid, Career Services, Academics, Finance Accounting, Marketing and IT departments. • Deliver trainings dealing with recruitment and sales, soft skills, overcoming concerns, systems usage, compliance, sustainment training, promotion training, and other topics as assigned. • Facilitate Leadership Track Training for future leaders.• Implementation and continuous update of Learning Management System using Znanja platform and ELearningBrothers software.• Title IX Coordinator and Lead Investigator• ADA 504 Coordinator

This position is responsible for providing vision, leadership and direction for the campus Admissions Department by ensuring the recruitment and selection of qualified nursing student applicants for school admission and by participating on the campus management team charged and responsible for overall campus leadership.

Ron Taylor Excellence in Performance Award RecipientI-Teach Award RecipientSupports Dean of Academic Affairs, Associate Program Deans and Faculty Chairs in all academic endeavors.Ensures that all programs meet quality and schedule requirements within the established budgetBuilds and maintains relationships with system-wide academics to ensure that all assigned courses remain current and meet the course objectives established in the current curriculum guide.Provides leadership in ongoing course evaluations and student learning outcomes.Ensures that meaningful assessment of student achievement, e.g., exams, projects, cases, are included in each course and that appropriate use of assessment is used for continuous improvement of courses.Shares feedback on course objectives and content, gained from students, faculty, and other staff members, with appropriate faculty for the purpose of raising the level and effectiveness of content coverage throughout the systemCommunicates curricular changes to faculty, staff, and management, and ensures that curricular standards and expectations are implemented and met.Engages with Industry and Community Leaders to ensure program expectations meet market demands•Maintaining SEVIS records for the duration of the student’s enrollment at the school, any optional practical training, and the grade period before the student departs.•Approving or requesting approval for student benefits such as employment, reduced course load, reinstatement of nonimmigrant students.•Activating SEVIS records for nonimmigrant students who register for a program of study and the school.•Releasing SEVIS records to a new school when a student transfers.•Completing student SEVIS records when student finishes their program of study or leave the country.•Terminating student SEVIS records when students fail to maintain nonimmigrant status.