Job Information
CommonSpirit Health Sys VP Talent Stewardship and Planning Lead in Englewood, Colorado
Overview
CommonSpirit Health is a nonprofit, Catholic health system dedicated to advancing health for all people. It was created in February 2019 by Catholic Health Initiatives and Dignity Health. With its national office in Chicago and a team of over 150,000 employees and 25,000 physicians and advanced practice clinicians, CommonSpirit operates more than 2,000 care sites from clinics and hospitals to home-based care and virtual care services. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities, advocating for those who are poor and vulnerable, and innovating how and where healing can happen -- both inside our hospitals and out in the community.
As the Vice President of Enterprise Talent Stewardship & Planning at CommonSpirit Health, you will play a pivotal role in shaping the organization's talent strategy and fostering a culture of leadership excellence. Reporting directly to the Senior Vice President of Talent, Learning & Capabilities, you will lead strategic workforce planning, talent reviews, succession planning, executive development programs, performance management and people analytics, insights and reporting initiatives across the enterprise. Your leadership will drive the identification, development, and retention of top talent, ensuring alignment with organizational goals and objectives.
Responsibilities
Strategic Workforce Planning:
Spearhead the development and execution of a scalable strategic workforce planning approach and framework to proactively anticipate and meet future talent requirements.
Collaborate closely with HR and business leaders to identify critical roles, competencies, and skill gaps, aligning talent strategies with organizational objectives.
Utilize advanced data analytics and workforce metrics to drive informed decision-making and guide talent-related initiatives effectively.
Talent Reviews and Assessment:
Design and facilitate talent review processes to assess high-potential talent, identify development opportunities, and ensure succession readiness.
Implement robust assessment tools and methodologies to evaluate leadership potential, performance, and competency alignment.
Deliver actionable insights and recommendations to senior leadership based on comprehensive talent assessment findings.
Succession Planning:
Partner with HR and senior leadership to develop robust succession planning processes and talent pipelines that identify and nurture high-potential executives for future leadership roles.
Develop and maintain dynamic succession plans for key leadership positions, ensuring a robust pipeline of internal talent.
Monitor and adapt succession plans to address evolving business needs and ensure continuity in leadership transitions.
Executive Development Pipeline Programs:
Design and facilitate strategic leadership workshops, forums, and simulations that equip senior leaders with the knowledge, skills, and competencies necessary to navigate complex challenges, drive innovation, and inspire high performance.
Implement strategies to accelerate the development and readiness of emerging leaders, providing them with stretch assignments, exposure to key initiatives, and targeted development opportunities.
Facilitate executive coaching and mentoring relationships to provide personalized support and guidance to senior leaders in their professional growth and development.
Provide feedback, coaching, and support to executives to enhance their performance, address development areas, and drive continuous improvement.
Performance Management:
Develop a holistic approach for evaluating and reviewing performance that go beyond traditional metrics, encompassing both quantitative and qualitative indicators of success to include:
The strategic development of goal setting that aligns with the organization's overarching objectives.
Frameworks for evaluating and reviewing performance, including providing feedback, and facilitating ongoing check-in conversations.
Structures that effectively motivate and reward high performance, aligning incentives with strategic priorities and desired employee behaviors.
Alignment between performance management practices and employee development goals.
Strategic People Analytics:
Develop and lead the execution of a comprehensive people analytics strategy that supports organizational goals and enhances HR decision-making.
Utilize advanced analytics and data science techniques to provide insights into workforce trends, behaviors, and performance.
Drive the integration of people data across various HR systems to create a unified, holistic view of the workforce.
Insights and Reporting:
Design and implement dashboards, reports, and visualization tools to provide real-time, actionable insights to HR leaders and business executives.
Analyze key HR metrics and trends to identify opportunities for improving talent acquisition, retention, engagement, and development.
Communicate findings and recommendations effectively to senior leadership, ensuring data-driven decisions across the organization.
Qualifications
Required Education and Experience:
-Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field; Master's degree preferred.
-Minimum of 10 years of experience in talent management, succession planning, executive development, and performance management roles, preferably in a healthcare or complex organizational setting.
Required Licensure and Certifications:
-Certifications in talent management, leadership development, or related areas are a plus.
Required Minimum Knowledge, Skills, Abilities and Training:
-Proven track record of leading strategic workforce planning initiatives and talent reviews.
-Strong understanding of leadership development principles and executive coaching techniques.
-Excellent communication, interpersonal, and influencing skills, with the ability to collaborate effectively with senior leaders.
-Demonstrated ability to think strategically, analyze data, and translate insights into actionable talent strategies.
Benefits Include: Benefits include Medical, Dental, Vision, Paid Time Off, Holidays, Retirement Program, Disability Plans, Tuition Reimbursement, Adoption Assistance, Employee Assistance Program (EAP), Discount Programs, Life Insurance Plans, Worker Compensation, Dress for Your Day Policy, Voluntary Benefits.
Position is eligible for incentive pay based on company performance.
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Pay Range
$80.77 - $113.07 /hour
We are an equal opportunity/affirmative action employer.