Sys Director Talent Development

Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation’s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.

Position Summary: The Talent Development Director is responsible for designing, implementing, and overseeing career development strategies that foster the growth of high-potential executives within the organization. This role focuses on identifying and nurturing executive talent, ensuring that the leadership pipeline is robust, diverse, and aligned with the company’s strategic goals. The director will work closely with senior leadership to assess organizational needs, develop leadership competencies, and implement succession planning strategies to support long-term business success.

Key Responsibilities:

1. Talent Identification & Succession Planning:
• Collaborate with HR and business leaders to assess current talent pools and identify potential future leaders.
• Develop and implement succession planning strategies for key executive roles, ensuring a seamless transition of leadership across the organization.
• Create strategies for retaining high-potential talent and ensuring that diverse leadership is represented within the executive ranks.
2. Executive Assessment and Coaching:
• Provide one-on-one executive coaching and mentoring to high-potential leaders, focusing on enhancing leadership capabilities and executive presence.
• Develop and maintain a network of external coaches, mentors, and advisors to supplement internal development efforts.
• Track and assess the impact of coaching and mentoring on leadership effectiveness.
• Implement robust assessment tools and methodologies to identify leadership potential and development needs.
3. Stakeholder Engagement:
• Collaborate with key stakeholders, including the executive team, HR, and department heads, to ensure alignment with organizational goals and to identify specific leadership development needs.
• Serve as an advisor to senior leadership on talent development issues, helping to navigate complex leadership challenges and decisions.
4. Data Analysis & Reporting:
• Track and analyze data related to development initiatives, including participation rates, performance improvements, and talent retention metrics.
• Provide regular updates and reports to senior leadership on the progress of talent development and its impact on business outcomes.

Qualifications:

• Bachelor’s or Master’s degree in Business Administration, Human Resources, Organizational Development, or a related field.
• A minimum of 10-12 years of experience in talent development, leadership development, or executive coaching
• Strong understanding of organizational development principles, succession planning, and coaching methodologies.
• Expertise in executive coaching, performance management, and leadership assessments.
• Exceptional communication, interpersonal, and presentation skills.
• Ability to influence and build relationships with senior leaders and stakeholders.
• Strong business acumen with the ability to align talent development strategies with company goals and objectives.

Preferred Qualifications:

• Professional certifications in executive coaching, talent management, or organizational development
• Experience working in a large, complex organization or global enterprise.
• Familiarity with diversity and inclusion initiatives and how to incorporate DEI into leadership development.