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AVP Culture and Talent Management

$103.00 – $137.00 hourly

Cincinnati Children's Hospital Medical Center

Last Updated: 5/13/24

Job Description

Cincinnati Children’s, the #1 ranked pediatric hospital in the nation by U.S. News & World Report, seeks an experienced and innovative leader to serve as its next Assistant Vice President, Culture and Talent. Supporting a workforce of over 19,000 employees, the AVP, Culture and Talent will join this global health system at a time of strategic growth and expansion, partnering closely with the CHRDO, the HR Leadership Team and senior management to enhance the culture and advance the people strategy of the organization. This is a unique opportunity to join a well-known and highly regarded institution to further develop the infrastructure, systems and capabilities needed to continue to develop, activate and retain extraordinary talent.

The AVP, Talent Management position has responsibility for developing and executing strategies on talent management, employee learning and development, leadership development, organizational culture change, change management, coaching and career pathing, employee experience, and team effectiveness.

Representative Responsibilities:

Strategic Leadership – As a member of the HR Leadership Team, participate in crafting and executing the people strategy for the organization. This involves creating an HR strategy that aligns with and reinforces the strategic priorities of Cincinnati Children's, anticipating future workforce needs and ensuring the organization has the talent and skills to meet the needs, creating and fostering a positive employee experience, cultivating, and advancing a culture in which all employees can thrive, and a culture in which everyone feels safe, welcome, valued and respected.

Department Leadership – In collaboration with HR leadership and other stakeholders as necessary, propose and manage the development, implementation, and assessment of long- and short-term operating goals in the areas of talent management, learning and organizational development, leadership development, employee experience, culture change initiatives, change management, coaching and career pathing, and team effectiveness interventions. Delegate responsibilities to reporting staff, establishing clear lines of responsibility and accountability. Elevate team members’ thinking and understanding of the field by infusing best practice knowledge into the work. Lead the selection, development, mentoring and coaching of direct and indirect reports.

Program Design and Strategy – Lead the development, design and implementation of strategic talent management and learning and development strategies that meet workforce needs. In collaboration with key stakeholders, establish and drive the organizational approach to Talent Management, Leadership Development, Employee Experience, Culture Change, Change Management, Organizational Development and Learning. Establish a talent development culture to ensure every employee has the opportunity to reach their full potential. Provide vision, leadership, coordination for the design and implementation of an organizational talent philosophy to ensure a consistent approach in the management of talent. Collaborate with HR leaders, faculty and operational leaders to gain alignment on the talent strategy. Provide guidance and expertise in the design, validation, accreditation, and delivery of learning content and programs.

Employee Experience – Develop, maintain and execute a comprehensive employee experience strategy that aligns with the organization’s goals, values, and overall business objectives. Lead and transform the organization’s approach to employee engagement and retention by shaping our workplace culture, recruiting top talent, offering impactful opportunities for learning and development, and ensuring that employees have a positive journey from recruitment to on-boarding and throughout their employment life-cycle. Collaborate with other departments outside of HR, including Marketing and Communications, to execute the employee brand and value proposition through internal and external communication channels. Ensure that the organization’s unique culture, benefits, and growth opportunities are effectively communicated to current and prospective employees.

Change Leadership – Develop relationships with both the business and other sections of the HR organization to facilitate a shift toward a deliberate management of talent across the organization. Help senior leadership shape the CCHMC culture toward a talent mindset by infusing a focus on talent into organizational priorities and critical discussions, such as business unit plans, new initiatives, and future priorities of CCHMC to ensure we are addressing the required capabilities of the future and developing talent to meet those needs.

Financial Management – In collaboration with leadership, develop, implement and evaluate the department's annual operating and capital budgets to achieve the organizational and departmental objectives; Recommend a salary budget supporting the required FTE's to meet departmental needs; monitor expense; evaluate variances, determine underlying causes and identify, present, and implement proposed solutions; accountable for compliance with organizational financial policies and procedures.

Education/Experience Required:

  • Doctorate degree in organization development, industrial/organizational psychology, or related fields.
  • 10+ years of progressive practice and leadership experience in OD, Talent Management or related fields.

The specification

  • Strategic and global mindset with a high degree of organizational savvy and the ability to build effective relationships across a range of subcultures, personalities, backgrounds, and skill sets.
  • Systems thinker; able to thrive in an environment of ambiguity while guiding stakeholders through an inclusive decision making process, reconciling disparate perspectives to develop cohesive strategies.
  • Results-oriented with a high sense of urgency, able to focus on critical issues while balancing competing priorities.
  • Proven track record of designing, implementing and scaling successful talent and leadership development initiatives.
  • Strong understanding of change management principles and experience leading organizational change efforts.
  • Strong understanding and evidence of successful application of evidence-based adult learning best practices.
  • Excellent communication, leadership, and strategic thinking skills.
  • Ability to influence at all levels of the organization and work collaboratively across functions.
  • Proficiency in talent management systems and data analytics.


    About Cincinnati Children's

    Cincinnati Children’s is a nonprofit, comprehensive pediatric health system. As a leader in research, education, patient care, advocacy and innovation, Cincinnati Children’s is ranked #1 in U.S. News & World Report’s 2023-2024 list of best children’s hospitals in the nation and is the #2 recipient of pediatric research grants from the National Institutes of Health.

    Cincinnati Children’s is comprised of two hospital locations (Burnet and Liberty), a dedicated mental health campus (College Hill) as well as primary and specialty care clinics, urgent cares, and ancillary services at more than 50 sites throughout the tri-state. Total registered beds number 720, including 137 inpatient and residential psychiatric beds. The more than 1.6 million patient encounters in fiscal year 2021-22 benefited kids from all 50 states and 29 countries. Recognized as one of the best places to work, Cincinnati Children’s is the region’s second largest employer with over 18,500 employees, including more than 4,000 nurses and 1,900 active medical staff.

    As Cincinnati Children’s approaches its 150th birthday in 2033, a long-range aspirational plan, Pursuing Our Potential Together (POPT), was launched in 2020 to elevate the transformation of children’s health. Cincinnati Children’s is dreaming bigger and aspiring higher with a focus on Care, Community, Cure and Culture, while accelerating digital transformation and affordability efforts.

    In November 2021, a major milestone of POPT was reached as Cincinnati Children’s completed its largest expansion in the health system’s history. The 600,000 square-foot, 249-bed Critical Care Building expanded services for the most fragile and complex children, including a state-of-the-art emergency department as well as newborn and pediatric intensive care, cardiac intensive care and bone marrow transplant units.

    Cincinnati Children’s aspires to be a place where everyone feels welcome, safe, valued and respected. Cincinnati Children’s five-year DEI strategic plan is based on research and best practices and is designed to elevate responsibilities, leverage efforts, and embed DEI in every aspect of work. The organization has received several awards for its commitment to diversity (see appendix) and continues to evolve and enhance its approach to advancing this key priority.

    Cincinnati Children’s is deeply committed to leading, collaborating, and advocating to measurably improve the health of local children and reduce disparities to ensure that all of Cincinnati’s kids can be the healthiest in the nation. In 2021, the institution launched HealthVine, a network of pediatric care providers and organizations who coordinate excellent, equitable and value-based care and support services for over 120,000 children and their families across Southwest Ohio. In addition, the Michael Fisher Child Health Equity Center was established to address social, environmental and health care factors that influence child health so that all kids can reach their full potential and thrive.

    These investments in facilities, programs, people, and the community underscore a remarkable legacy and foundation to help deliver on the health system’s vision of being the leader in improving child health nationally and internationally.

    Cincinnati Children’s Research Foundation

    Cincinnati Children’s Research Foundation serves as one of the nation’s most significant sources of pediatric scientific discovery and innovation in the world. Scientists work along the full continuum of research—from basic to translational to clinical—with an unrelenting focus on curing childhood diseases and improving patient outcomes. With more than 1,000 faculty members across the institution, the Cincinnati Children’s Research Foundation is an administrative sub-unit of Cincinnati Children’s, including all researchers and the entire Department of Pediatrics.

    As a leader in pediatric research funding with world-class facilities, the Cincinnati Children’s environment for discovery is unmatched. From Albert Sabin’s oral polio vaccine to the identification of lung surfactant proteins, Cincinnati Children’s has been contributing to life-changing and life-saving discoveries for more than 80 years.

    Cincinnati Children’s is consistently a top 3 recipient of NIH grants and funding for pediatric programs and in 2022, secured $283M in external funding and $21.5 million in philanthropic gifts.

    Department of Pediatrics at the University of Cincinnati

    For over a century, Cincinnati Children’s has had a strong, collaborative relationship with the University of Cincinnati. Through an academic affiliation dating back to 1926, Cincinnati Children’s comprises the Department of Pediatrics at the University of Cincinnati’s College of Medicine. The Burnet campus is adjacent to the campus of the University of Cincinnati Health System, the country’s first teaching hospital. The Department of Pediatrics is ranked the second-best pediatric program at a medical school by U.S. News and World Report.

    Appendix

    Vision, Mission, Values, Expectations and Commitment to DEI

    Vision: To be the leader in improving child health.

    Mission: Cincinnati Children’s will improve child health and transform delivery of care through fully integrated, globally recognized research, education and innovation. For patients from our community, the nation and the world, the care we provide will achieve the best:

    • Medical and quality-of-life outcomes
    • Patient and family experience
    • Value today and in the future.

    Values: Our core values are the foundation of who we are. They are touch points for excellence and professionalism. And they are our beacon when we question what choices to make.

    • Respect everyone – Treat others as you would like to be treated
    • Tell the truth – Be honest and transparent
    • Work as a team – Inspire, challenge and support colleagues, patients and families
    • Make a difference – Recognize that a service culture starts with me

    Expectations: Cincinnati Children’s expectations are how it puts its values into action. They are a blueprint for how each employee is expected TO BE and TO DO as a member of Cincinnati Children’s. Exercising those propels Cincinnati Children’s forward and upward, ensuring that its people are working as one, and helping Cincinnati Children’s achieve its bold aspirations.

    • Compassionate – Champions diversity, equity and inclusion, supporting everyone with caring, recognition and intentional development
    • Collaborative – Strives to get to the best answer by working as one Cincinnati Children’s
    • Honest – Leads with integrity, courage, accountability, and high ethical standards
    • Impactful – Drive to improve outcomes, experience and value for kids, families, teams, and the community
    • Curious – Embodies a mindset of creativity, innovation, learning and discovery

    Commitment to Diversity, Equity and Inclusion:

    At Cincinnati Children’s, We Respect Everyone. We are dedicated to ensuring every employee, patient, family and visitor feels welcome and safe.

    • Ending child health disparities
    • Advancing diversity, equity and inclusion
    • Standing against racism
    • Creating an environment free of discrimination
    • Taking personal and institutional responsibility

    Recognition

    U.S. News & World Report named Cincinnati Children’s:

    • #1 in the nation among all Honor Roll hospitals in the 2023-2024 Best Children’s Hospitals list, #1 in Ohio and #1 in the Midwest
    • All 10 USNWR subspecialties are nationally ranked (including #1 in Cancer, Diabetes & Endocrinology, Neonatology and Urology)
    • #2 pediatric program at a U.S. medical school

    Forbes named Cincinnati Children’s:

    • One of America’s Most Innovative Companies in 2023 – the highest of any children’s hospital
    • #10 on its 2023 list of America’s Best Large Employers (third among all hospitals and first among pediatric hospitals)
    • Among America’s Best Employers for Diversity and #2 among employers in Ohio
    • Among America’s Best Employers for Women
    • A Best Employer for New Graduates

    Additional honors include:

    • Healthcare Equity Leader award for exceptional LGBTQ+ healthcare (Human Rights Campaign)
    • Only Children’s hospital recognized in the Top 20 by DiversityInc.
    • Among the “World’s Best Hospitals” (Newsweek)
    • Among the 20 most innovative children’s hospitals (Parents Magazine)
    • One of Healthcare's Most Wired (College of Healthcare Information Management Executives)
    • Certified by the Great Place to Work Institute
    • Magnet recognized organization by the American Nurses Credentialing Center

    For more information, please visit: www.cincinnatichildrens.org



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