The Manager, Talent Management is accountable for implementing and measuring Geisinger’s talent strategies and programs related to talent identification, attraction, acquisition, selection, joining and retention throughout assigned departments, entities and service lines across the Geisinger footprint. The manager is also responsible for the achievement of regulatory compliance objectives and strategic workforce planning (SWP), average days to fill an open position, quality of hire and retention goals for assigned departments or institutes. S/he must be a relationship builder and capable of strengthening the current talent management strategies and programs by partnering closely with assigned leadership groups to meet the current and future talent needs. S/he will be an analytical problem-solver, digging into the current systems and uncovering inefficiencies to improve results while bringing fresh, new ideas for Lean process improvements as well as creative ways to engage with internal and external customers.
Competencies and Skills:
Identifies talent needs and gaps by defining and measuring strategic workforce planning initiatives.
Establishes and measures Good Faith Efforts, adverse impact and other potential barriers to attracting, hiring, promoting, and retaining a diverse talent community.
Partners with members of leadership to proactively identify the needs of the organization through development of formal frameworks and career pathways in partnership with local, regional and national educational institutions, as well as internal training and certification programs.
Measures return on investment related to sourcing and attraction strategies. Collaborates with leadership and direct reports to identify the core competencies desired, the most important requirements of a top candidate, team environment and unique aspects of the opportunity (employee value proposition).
Serves as an expert in relationship management and team development. Coaches direct reports to develop and fosters relationships as a talent strategist in partnership with assigned client group utilizing a service-level agreement (SLA). Coordinates the development and implementation of validated assessments related to behavioral and skill assessments; monitors reporting and measures of adverse impact. Conducts behavioral-based interviews and partners with HR colleagues to provide hiring manager with resources and education/training related to interviewing and selection.
Collaborates with compensation management team to create processes, programs and policies which support a compelling offer. Maintains current knowledge and education of regulations, laws and policies which impact specific positions and demonstrates the understanding when evaluating and adjudicating background reports.
Demonstrates knowledge of developing and implementing talent strategies and programs to recruit and retain talent in a large and complex healthcare system.
Demonstrates a comprehensive understanding of sourcing strategies including Search Engine Optimization, Search Engine Marketing, various social media channels, job boards, journals, professional associations, networking groups, conferences, online groups and other talent communities.
Demonstrates expertise related to the development and communication of a Total Rewards package and negotiations with candidate in partnership with hiring manager to obtain acceptance and closure.
Demonstrates a comprehensive understanding of all applicable laws and regulations and the ability to screen qualified applicants based on minimum and preferred qualifications.
Inclusive and engaging leadership style and the ability to coach and develop others using a strengths-based approach.
Proven relationship-builder.Demonstrates the ability to present information in formal and informal settings.
Demonstrates proven computer skills and abilities, including proficiency in MS Office suite and web-based platforms (HRIS and ATS)
Education and or Experience:
Bachelor’s degree in Human Resources, Organization Development, Business or related field required. Minimum of six years’ experience in human resources or organizational development leading projects, programs or people required.
Management or supervisory experience in human resources or organizational development in a healthcare setting with a focus on attracting, developing and retaining talent preferred.
Certification in HR or Talent-related specialty from an approved organization (SHRM, HCI, NAHCR, HRCI, AAMM, ASPR, AIRS, etc.) preferred.
Working Conditions/Physical Demands:
Work is typically performed in an office environment. Independent travel to the sites throughout the system and surrounding communities may be required. Must be available to work flexible hours. Use of personal vehicle required.
OUR PURPOSE & VALUES: Everything we do is about caring for our patients, our members, our students, our Geisinger family and our communities. KINDNESS: We strive to treat everyone as we would hope to be treated ourselves. EXCELLENCE: We treasure colleagues who humbly strive for excellence. LEARNING: We share our knowledge with the best and brightest to better prepare the caregivers for tomorrow. INNOVATION: We constantly seek new and better ways to care for our patients, our members, our community, and the nation.
ABOUT GEISINGER: Geisinger is a physician-led health system comprised of approximately 30,000 employees, including nearly 1,600 employed physicians, 13 hospital campuses, two research centers, and a 583,000-member health plan Geisinger is nationally recognized for innovative practices and quality care. Geisinger serves more than 3 million people in central, south-central and northeast Pennsylvania and also in southern New Jersey with the addition of National Malcolm Baldridge Award recipient AtlantiCare, A member of Geisinger. In 2017, the Geisinger Commonwealth School of Medicine became the newest member of the Geisinger Family.
We offer healthcare benefits for full time and part time positions from day one, including vision, dental and domestic partners.* Perhaps just as important, from senior management on down, we encourage an atmosphere of collaboration, cooperation and collegiality. For more information, visit www.geisinger.org, or connect with us on Facebook, Instagram, LinkedIn and Twitter.
** Does not qualify for J-1 waiver. We are an Affirmative Action, Equal Opportunity Employer Women and Minorities are Encouraged to Apply. All qualified applicants will receive consideration for employment and will not be discriminated against on the basis of disability or their protected veteran status.
*Domestic partner benefits not applicable at Geisinger Holy Spirit.
At Geisinger, our innovative ideas are inspired by the communities we serve – like our Fresh Food
Farmacy, a program that delivers life-saving healthy alternatives to patients with diabetes. With additional tools like our MyCode Community Health Initiative, one of the first health system genome sequencing
programs, and our new asthma app suite that we developed in partnership with AstraZeneca, it’s no wonder we’re ranked one of the Top 5 Most Innovative Healthcare Systems by Becker's Hospital Review. We continually work towards continuous improvement in a culture where everyone has a voice and firmly believe that better begins with all of us.
Founded more than 100 years ago, Geisinger serves more than three million residents throughout central, south-central and northeastern Pennsylvania and southern New Jersey. Our physician-led system is comprised of 30,000 employees, including 1,600 employed physicians, and consists of 13 hospital campuses, the Geisinger Health Plan, Geisinger Commonwealth School of Medicine and two research centers.
What you do at Geisinger shapes the future of health and improves lives – for our patients, communities, and you.
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