Union, New Jersey
Morristown, New Jersey
Posted: 15-Jan-25
Location: Durham, North Carolina
Categories:
Internal Number: 253437
At Duke Health, we're driven by a commitment to compassionate care that changes the lives of patients, their loved ones, and the greater community. No matter where your talents lie, join us and discover how we can advance health together.
Position Summary
The Assistant Vice President (AVP) of Talent Development is a strategic, forward-thinking leader who works closely with the VP and Chief Experience Officer (CXO) to design, implement, and lead initiatives that foster a diverse, inclusive, and high-performing talentforce within Duke University Health System (DUHS). This role is integral to creating a culture of internal talent mobility, career pathing, career laddering, and career latticing, with a specific focus on the unique needs of the healthcare sector. The position will also lead culture and change management initiatives, in partnership with the CXO, executing the cultural and change objectives of the organization. The AVP will also be responsible for building and leading a cohort of talent development specialists, providing guidance and leadership to these professionals as they support the broader talent development efforts across DUHS. The AVP drives the development of inclusive, empathetic leaders and ensures that all team members have access to growth and advancement opportunities that align with the dynamic and evolving healthcare environment.
Reporting directly to the VP and CXO, the AVP is responsible for designing and executing talent development strategies that align with DUHS's organizational goals, focusing on healthcare-specific challenges and opportunities, while promoting continuous learning, leadership development, and a strong, diverse pipeline of future healthcare leaders.
Key Responsibilities
Inclusive Leadership Development & Strategic Talent Growth
Lead the design and implementation of leadership development programs that cultivate inclusive, empathetic, and culturally competent leaders at all levels, with a focus on the healthcare sector and supervisory, management, director-level leaders, and executives within DUHS. Integrate diversity, equity, and inclusion (DEI) principles into leadership development programs, ensuring that diverse talent is developed and promoted across DUHS, and addressing healthcare-specific challenges in diversity. Foster an organizational culture of inclusive leadership, where empathy, cultural competence, and patient-centered care are foundational to success. Develop and promote career pathing, career laddering, and career latticing frameworks that provide clear, flexible pathways for internal mobility, ensuring equitable opportunities for growth and advancement for all employees in the healthcare setting. Design and implement specific development programs for healthcare leaders, including those in clinical and non-clinical roles, focusing on enhancing their leadership capabilities and readiness for higher roles in the healthcare system.
Inclusive Leadership: Ability to develop and promote inclusive leadership practices that empower leaders to foster empathy, cultural competence, and diversity in healthcare workplaces.
Talent Mobility & Internal Mobility: Expertise in creating and leading talent mobility strategies, providing team members with clear and accessible pathways for growth and career advancement within DUHS.
Talent Strategy & Development: Strong ability to design and execute talent development programs that align with organizational goals and drive employee engagement, growth, and performance in the healthcare context.
- Data-Driven Decision Making: Proven ability to leverage data and analytics to assess the effectiveness of talent programs, including career progression and internal mobility, and to make strategic improvements within a healthcare organization.
Culture and Change Management:
Partner with the VP and CXO to define and reinforce cultural values and behaviors that align with DUHS's mission, fostering a positive and collaborative work environment that attracts and retains top talent.
Facilitate organizational change initiatives, helping leaders and employees navigate change while ensuring a consistent and unified approach to culture shifts across DUHS.
- Ensure that culture and change management strategies are aligned with talent development efforts, leveraging organizational learning and leadership development initiatives to drive change effectively and sustainably.
Provide leadership and guidance in building change resilience across the talentforce, empowering leaders at all levels to model and advocate for positive cultural shifts within their teams.
Measure the impact of culture and change initiatives through team member feedback, surveys, and performance data, making adjustments to strategies as needed to support the organization's evolving needs.
Building & Leading a Cohort of Talent Development Specialists:
Build and lead a high-performance team of talent development specialists who will support the execution of talent development initiatives and work directly with various departments within DUHS.
Provide guidance, mentorship, and development opportunities to talent development specialists, fostering a culture of continuous improvement and professional growth within the team.
Ensure that the team works collaboratively to implement and manage talent development programs that align with organizational goals and meet the evolving needs of DUHS.
Evaluate the effectiveness of the talent development specialists' work and provide feedback to help them grow in their roles, ensuring the success of the broader talent development strategy.
Leadership Development & Succession Planning:
Collaborate with senior leaders and HR to identify and develop talent for key leadership roles within DUHS, ensuring alignment with succession planning and DEI goals specific to the healthcare context.
Design and implement leadership development programs tailored to supervisory, management, and executive levels in healthcare, incorporating inclusive leadership practices and supporting the growth of diverse talent.
Create and manage mentorship, coaching, and sponsorship programs that develop healthcare employees for higher leadership positions, with a focus on increasing diversity in leadership pipelines.
Use feedback and data to refine succession planning strategies and ensure a diverse talent pool is ready to fill critical leadership roles across DUHS.
Assess organizational learning and development needs through job analysis, performance appraisals, and consultations with managers and healthcare leaders to ensure alignment with healthcare business goals.
Lead the creation and delivery of a variety of learning initiatives-ranging from leadership training and e-learning modules to workshops and mentorship programs-that build skills necessary for career progression and leadership excellence within DUHS.
Establish and track key performance indicators (KPIs) for leadership and learning programs, measuring success in areas like career advancement, employee engagement, and diversity in leadership.
Foster a continuous learning culture, ensuring that all employees have access to the resources and opportunities they need to advance their healthcare careers.
Learning and Development:
Talent Development Strategy & Execution:
Lead the design and implementation of talent development programs that address skills gaps, enhance employee engagement, and foster continuous improvement within the healthcare talent force.
Collaborate with senior leadership to align talent development strategies with organizational goals, ensuring that programs support long-term business success and meet the specific needs of the healthcare industry.
Use data-driven insights to evaluate the effectiveness of talent development programs, track internal career progression, and assess the diversity of talent pipelines within healthcare roles.
Oversee the allocation of resources and budgets for talent development initiatives, ensuring efficient and impactful program delivery.
Promote a strong organizational culture of career growth, continuous learning, and mobility, where the healthcare talent force is empowered to take ownership of their development.
Talent Mobility & Internal Mobility:
Champion talent mobility initiatives that encourage the movement of talent across different roles, departments, and functions within the healthcare organization to support career growth and organizational agility.
Develop internal mobility strategies to create opportunities for team members to advance within DUHS, ensuring that talent development efforts are aligned with business needs and employee career aspirations, particularly in healthcare-related fields.
Collaborate with senior leadership and HR partners to design internal mobility programs that facilitate the smooth transition of talent into new roles and responsibilities, supporting employee retention and organizational flexibility in a healthcare environment.
Monitor and evaluate the success of internal mobility programs, using data and feedback to refine strategies and ensure they are meeting both employee and organizational needs.
Partner with Talent Acquisition and HR leadership to ensure that internal mobility is prioritized, with clear pathways for team members to access new opportunities within DUHS.
Education & Experience Requirements:
Master's degree in education, organizational development, business administration, HR, or a related field is preferred.
A minimum of 8 years of progressive experience in people management, talent development, training, or related fields, with demonstrated expertise in leading inclusive leadership programs, talent mobility strategies, and internal mobility initiatives, preferably within a healthcare environment.
Proven experience in designing and implementing career pathing, career laddering, and career latticing programs, with a focus on creating clear internal mobility pathways for all employees in healthcare organizations.
Strong leadership, strategic planning, and interpersonal skills with the ability to influence and collaborate with senior leadership across the organization.
Expertise in data analysis, program evaluation, and the use of metrics to assess and improve talent development initiatives, particularly in the areas of internal mobility, leadership development, and diversity within healthcare.
Familiarity with adult learning principles, instructional design, and best practices in workforce development and leadership training, especially in healthcare-related fields.
Other Duties:
Perform other duties as assigned by the VP and Chief Experience Officer to support talent development and organizational growth objectives in the healthcare setting.
Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.
Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.