Sr. Director, Talent, Organization Development & Inclusion
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POST DATE 9/7/2016
END DATE 10/22/2016
Dana-Farber Cancer Institute
JOB DESCRIPTIONAPPLY OVERVIEW
Located in Boston and the surrounding communities, Dana-Farber Cancer Institute brings together world renowned clinicians, innovative researchers and dedicated professionals, allies in the common mission of conquering cancer, HIV/AIDS and related diseases. Combining extremely talented people with the best technologies in a genuinely positive environment, we provide compassionate and comprehensive care to patients of all ages; we conduct research that advances treatment; we educate tomorrow's physician/researchers; we reach out to underserved members of our community; and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.
This role is accountable for strategies and initiatives which support the performance and outcomes of Dana Farber s departments and their managers/leaders, as well as for seamless and inclusive processes from sourcing to acquisition through development and growth of DFCI s talent. Reporting to the Chief Human Resource & Inclusion Officer, align to an HR Business Partner framework with an HR vision to be the most trusted and respected partner for faculty, staff, and leadership at DFCI.
The position oversees the functions of Learning, Organization Development and Diversity Programs/Initiatives (including Workforce Development), Talent Acquisition (Recruitment and On boarding). This role and its functions exist in a fast paced environment of constant change and limited resources. Simultaneously, this role must function as a high-level OD and Training consultant and strategist in partnership with leadership and HR Colleagues.
Success in this role requires integrating external resources seamlessly as HR works to create an extended network of resources to meet critical business needs.
* Responsible, along with HR Leadership team, for continuing and improving upon HR direction within the organization and serve as one of the senior HR staff dealing with executives, faculty and leadership across the Institute.
* Responsible for developing short and long-term strategy for talent, diversity integration and program alignment, and organizational development aligned to DFCI goals, values, and priorities. Works to collaborate and create relationships throughout the organization as HR collectively improves alignment with Institute direction.
* Re-energize and establish recommendations for diversity and inclusion direction. Identify and mobilize networks that support DFCI direction.
* Develop strong partnership with HR Leadership, HRBPs, TODI staff, in collaboration and support of DFCI department/business unit.
* Use data to include results of opinion survey, exit interviews, manager feedback, outcome measures to develop strategies that take the Institute toward its short and longer term Strategic Imperatives, utilizing best practice benchmarks, as well as piloting innovative solutions that are untried.
* In collaboration with HR Leadership team and key stakeholders, will help to maintain and shape the organization s culture.
* Critically assess and design innovative solutions for evaluating performance across the Institute.
* Creates and maintains metrics for areas of responsibility and use for decision support.
* Establishes new forums for customer feedback that drive the initiation of ongoing process improvement and program enhancement.
* Seizes opportunities to create efficiencies and cost effective recommendations for the future of the Institute.
* Assesses, on an ongoing basis the development of talent within Talent Acquisition, Development and in the broader organization
* Able to present business case for future programming needs and support and balance what can and cannot be done due to financial constraints or competing priorities.
Learning & Organization Development:
* Responsible for the learning and inclusion strategy at DFCI to enhance the effectiveness and engagement of all staff.
* Implement opinion surveys and leverage the results to develop a strategy to increase effectiveness of management and employees across the Institute.
* Lead along with HR leadership team, the design, implementation and maintenance of performance evaluation/management methodology.
* Plan and own evolution of new ways to add expertise and perspective to faculty development and leadership initiatives.
* Serves as an internal consultant to leadership at the Institute on talent and organizational development issues. Successfully develops relationships so that executives and faculty trust and reach out for guidance.
* Review and regularly enhance all learning opportunities, including New Employee Orientation, Annual Education, traditional learning, and grow business case and menu for eLearning offerings.
* Drive business plan for more comprehensive learning and organizational development initiatives across the Institute.
* Work across key partnerships, e. Brigham & Women s Hospital, to collaborate where possible on learning initiatives and work to leverage each other s programs as appropriate.
* Establishes frameworks for measuring success of learning initiatives.
* Build targeted strategies for continuity and succession planning as appropriate.
Diversity & Workforce Development:
* Develops with the CHRIO, and implements an inclusion strategy, bringing together the work of TODI and Workforce Development to build, engage and retain a diverse workforce across DFCI.
* Oversees the Workforce Development function and works with community outreach initiatives to identify opportunities to strengthen school partnerships and create new and innovative ways to drive STEM education and interest in the communities DFCI serves.
* Works to develop ROI measures in the development of the future talent pipeline and drives accountability for outcomes.
* Engages DFCI s or HR s internal talent in participating in workforce development efforts in the community.
* Serves as thought leader and major stakeholder for Institute s Affirmative Action Plan developed in collaboration with HR management team.
* Leverages DFCI s Employee Resource Groups and institutional events to support and enhance our value and commitment to inclusion.
* Works with clinical and administrative leaders throughout the Institute to continue DFCI s efforts on obtaining leadership status with the Health Equity Index.
External Networks & Partnerships
* Enthusiastically partners with a strong OD external network as well as others in the workforce to deliver on training, OD interventions and diversity strategy.
* Consistently adds to talent pipeline for future staffing needs through proactive network connections, and develops this capacity with others in the Institute.
Recruitment & On boarding:
* Works in collaboration with Manager of Talent Acquisition and Manager of On Boarding to insure metrics, accountability, reportable trends, opportunities and challenges. Serves as a mentor along with outside supports such as external consultants, search firms and project managers as required.
* Leads in managing teams and supporting our critical Affirmative Action Goals and objectives and participates on the AA Steering Committee.
* Supports components of Faculty searches or other senior level searches upon request.
* Works with team to develop new strategies and programs to attract diverse candidates utilizing the network and power of our workforce and ICMS system to drive pipeline, and develop tools to support this effort.
Reports to Chief Human Resources & Inclusion Officer, SVP
* Leads a staff of approximately 15 FTEs.
* Matrixes relationships across HR and the Institute as required.