Vice President of Talent Management

Job Description

ECU Health

About ECU Health

ECU Health is a mission-driven, 1,708-bed academic health care system serving more than 1.4 million people in 29 eastern North Carolina counties. The not-for-profit system is comprised of 13,000 team members, nine hospitals and a physician group that encompasses over 1,100 academic and community providers practicing in over 180 primary and specialty clinics located in more than 130 locations.

The flagship ECU Health Medical Center, a Level I Trauma Center, and ECU Health Maynard Children’s Hospital serve as the primary teaching hospitals for the Brody School of Medicine at East Carolina University. ECU Health and the Brody School of Medicine share a combined academic mission to improve the health and well-being of eastern North Carolina through patient care, education and research.

Position Summary

The Vice President, Talent Management reports to the Chief HR Officer, and serves as a member of the human resource leadership team. The role is responsible for developing and implementing strategies to attract, develop, and retain top talent within the organization.  This role plays a critical part in ensuring the alignment of talent management practices supporting the ECU Health's talent strategy to achieve the strategic priorities of the organization.

Responsibilities

• Provide long-term strategic direction for talent management across the organization that aligns with ECU Health's mission, values, competencies, and capacities.
• Collaborate with stakeholders to create and scale the capacities and competencies of leaders to achieve the organization's strategic plan.
• Foster a culture of continuous talent management improvement that ensures ECU Health is recognized by team members and the communities served for high employee engagement, retention and well-being.
• Leverage leading practice strategies in alignment with the Chief HR Officer to advance team member belonging across ECU Health.
• Oversee talent management functional areas and provide support in removing barriers to the achievement of ECU Health's talent strategy. 
• Develop and implement innovative talent management solutions in partnership with key stakeholders.
• Utilize data-driven insights and technology to inform talent strategies; monitor key HR metrics; measure effectiveness.
• Collaborate with Physician Leadership to ensure alignment of performance management for all ECU Health and ECUP providers.
• Leads trusted strategic business partnerships who influence, coach, and advise.
• Deploy and support change management and transformation efforts across ECU Health.
• Maintain financial stewardship of budgets.
• Develop and execute short- and long-term goals for the area of talent management supporting vision of ECU Health.

Minimum Requirements

• Proven track record of positive, tangible outcomes in talent management.
• Masters or advanced degree or equivalent experience in Human Resource Management.
• Wide exposure of specialized fields in Human Resources including overseeing performance management and succession planning activities, business administration, or related field.
• Leadership experience of 7-10 years; preferable some in health care setting.
• Strong knowledge of talent management best practices, tools, and methodologies.
• Strong interpersonal and communication skills, with ability to build relationships and influence stakeholders at all levels of the organization.
• PHR / SPHR Certification preferred.
• Demonstrated experience leading organizational change involving cultural transformation.

General Statement

It is the goal of ECU Health and its entities to employ the most qualified individual who best matches the requirements for the vacant position.

Offers of employment are subject to successful completion of all pre-employment screenings, which may include an occupational health screening, criminal record check, education, reference, and licensure verification.

We value diversity and are proud to be an equal opportunity employer. Decisions of employment are made based on business needs, job requirements and applicant’s qualifications without regard to race, color, religion, gender, national origin, disability status, protected veteran status, genetic information and testing, family and medical leave, sexual orientation, gender identity or expression or any other status protected by law. We prohibit retaliation against individuals who bring forth any complaint, orally or in writing, to the employer, or against any individuals who assist or participate in the investigation of any complaint.