41 jobs found

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One! We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we've served the health care needs of the people of Memphis and the Mid-South. Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence. A Brief Overview Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. What you will do Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards. Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles. Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH. Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits. Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom. Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders. Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals. Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level. Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions. Revises and manages the Leader and Associate Performance Evaluations process. Leads and supports change management activities for major projects as well as organizational or process change. Oversees LMS Admin in obtaining and maintaining IACET course approvals Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity. Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements. Education Qualifications Bachelor's Degree Master's Degree Experience Qualifications 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting. Skills and Abilities Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment. Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence. Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.). Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development. Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills. Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems. Strong communication (written and verbal), organizational, analytical and problem-solving skills. Negotiation and persuasion skills with the ability to build win-win solutions. Ability to work without close supervision or professional guidance and to exercise independent judgement. Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Supervision Provided by this Position The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team. Physical Demands . click apply for full job details

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One! We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we've served the health care needs of the people of Memphis and the Mid-South. Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence. A Brief Overview Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. What you will do Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards. Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles. Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH. Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits. Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom. Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders. Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals. Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level. Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions. Revises and manages the Leader and Associate Performance Evaluations process. Leads and supports change management activities for major projects as well as organizational or process change. Oversees LMS Admin in obtaining and maintaining IACET course approvals Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity. Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements. Education Qualifications Bachelor's Degree Master's Degree Experience Qualifications 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting. Skills and Abilities Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment. Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence. Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.). Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development. Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills. Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems. Strong communication (written and verbal), organizational, analytical and problem-solving skills. Negotiation and persuasion skills with the ability to build win-win solutions. Ability to work without close supervision or professional guidance and to exercise independent judgement. Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Supervision Provided by this Position The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team. Physical Demands . click apply for full job details

JOB GOAL: To advance the college's mission, vision, principles, values and strategic initiatives through continuous improvement decisions. GENERAL JOB SUMMARY: The Director will provide educational leadership for all concurrent enrollment programs and services at the Kirkwood Regional Center at the University of Iowa and advocate for all Johnson County area concurrent enrollment students in all formats. The role requires ongoing collaboration with the Kirkwood K-12 Partnership Team, Facilities, Operations, Academic, and Student Service departments, Continuing Education, partnering school districts, and community stakeholders. The work schedule for this position will be Monday through Friday daytime hours with occasional nights and weekends. UNIVERSAL CORE COMPETENCIES: Advocate for Continual Improvement- empowering each other to identify opportunities for excellence. Collaborate with Mutual Accountability- working with a willingness to take ownership and account for our actions. Champion Service- anticipating needs and creating a welcoming, diverse, and inclusive environment.Perseverance- a commitment to excellence even in the face of adversity or delay in achieving success.Lead- regardless of title, through positive influence.DUTIES/RESPONSIBILITIES: Regular and consistent attendance at the regional center and campus meetings where applicable.Manage professional relationships with local high schools, appropriate business, agency, and community organizations and individuals within the Kirkwood Regional Center service area. Hire, supervise, support, and conduct performance appraisal for Center staff and adjunct instructors.Collaborate and assist with annual building room scheduling and rental requests that are made with the Facilities room scheduler. Serve as budget officer for Regional Center and related programming: manage budget allocations and authorize/approve expenditures.Communicate with the Facilities and Operations Division about ongoing building related concerns and maintenance needs. Assist with student services for concurrent enrollment students such as: student advising, student orientation, enrollment, student development, student life, ADA Case Management, financial aid, and career development.Collaborate with all academic and student service departments.Provide general oversight of the Kirkwood Regional Center Partnership and its partnership team.Develop and implement department goals and monitor their achievement. Contribute to the effective implementation of program standards set by state and accrediting organizations.Provide support to the facilities, equipment and material needs of instructional programs. Assist in formulating and implementing marketing and communication plans.Collaborate with Dean of Students to facilitate student discipline and academic integrity issues. Collaborate with the Workplace Learning Connection for outreach to partnering school districts.Serve as an active member of the community, especially education-related boards and committees.Serve on college committees; participate in training and professional development opportunities.Visit classrooms with ongoing support and growth of students and faculty.Coordinate requested and approved facility events and tours.Perform other related work duties as assigned. PERFORMANCE EXPECTATIONS: Be able and willing to represent the College in the most positive manner with prospective, former and current students, clients, suppliers and the community we serve.Must be a self-motivated, energetic and creative with proven leadership, planning, and project management skills.Be able to manage multi-faceted projects from start to finish with little oversight.Express oneself clearly and effectively in oral and written form.Must have own transportation to travel to other Kirkwood facilities, businesses and agencies to meet with college and community personnel and clients in Linn County.Above average knowledge of personal computers, general office equipment and educational media equipment.Assume responsibility; deal effectively with problems and exercise independent judgment when making decisions while upholding Kirkwood and other program policies, procedures and compliance requirements.Establish and maintain good working relationships with colleagues, staff, administrators, clients and general public.Possess strong human relations skills. Ability to get along with diverse populations.Possess knowledge of career trends and essential employment skills that assist the department in meeting the needs of the current and future work force.Possess excellent conceptual and planning skills and be able to relate well with other professional educators within the college and at partner high schools.Welcome, value, and nurture people of all backgrounds, perspectives, and experiences, as well as support and promote an environment that accepts differences. The statements contained herein reflect general details as necessary to describe the essential job duties/responsibilities and performance expectations of the job, which should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned.PHYSICAL ACTIVITIES WITH/WITHOUT REASONABLE ACCOMMODATION: Position involves working in an office setting. Occasional (10-33%) standing, pushing, pulling and grasping. Frequent (34-66%) reaching and viewing a computer and other types of close visual work. Constant (67-100%) sitting, walking, repetitive motion, talking and hearing. MINIMUM QUALIFICATIONS: Master's degree from an accredited institution of higher education.Must have a minimum of five years successful full-time related work experience in an educational setting. Demonstrated leadership experience in education. PREFERRED QUALIFICATIONS, LICENSES, CERTIFICATIONS, OR REGISTRATIONS: Master's degree in Education or Higher Education from an accredited institution of higher education.Prior teaching experience at the secondary or post-secondary level.Experience working in higher education.Knowledge of Senior Year Plus and experience working with concurrent enrollment.EEO/AA STATEMENT:It is the policy of Kirkwood Community College not to discriminate in its programs, activities, or employment on the basis of race, color, national origin, sex, disability, age, sexual orientation, gender identity, creed, religion, and actual or potential family, parental or marital status. If you have questions or complaints related to compliance with this policy, please contact the Vice President, Human Resources and Institutional Effectiveness (employees) or the Vice President of Student Services (students), 6301 Kirkwood Blvd. SW, Cedar Rapids, IA 52404, , , or the Director of the Office for Civil Rights, U.S. Department of Education, Cesar E. Chavez Memorial Building, 1244 Speer Boulevard, Suite 310, Denver, CO , Telephone: FAX: , TDD Email: .WHY KIRKWOOD: Kirkwood Community College prides itself on fostering a diverse workforce and values unique perspectives throughout its campus community. The college is a convenient, innovative, visionary educational leader striving to remain affordable and accessible. With more than 140 majors and programs, Kirkwood boasts 16,000 annual college-credit students while maintaining one of the lowest tuitions in the state. All degree-seeking students are eligible for federal financial aid and the college offers more than $3 million in scholarships each year to students from all walks of life.Review of applications will continue until the position is filled.

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One! We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we've served the health care needs of the people of Memphis and the Mid-South. Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence. A Brief Overview Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. What you will do Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards. Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles. Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH. Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits. Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom. Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders. Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals. Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level. Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions. Revises and manages the Leader and Associate Performance Evaluations process. Leads and supports change management activities for major projects as well as organizational or process change. Oversees LMS Admin in obtaining and maintaining IACET course approvals Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity. Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements. Education Qualifications Bachelor's Degree Master's Degree Experience Qualifications 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting. Skills and Abilities Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment. Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence. Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.). Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development. Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills. Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems. Strong communication (written and verbal), organizational, analytical and problem-solving skills. Negotiation and persuasion skills with the ability to build win-win solutions. Ability to work without close supervision or professional guidance and to exercise independent judgement. Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Supervision Provided by this Position The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team. Physical Demands . click apply for full job details

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One! We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we've served the health care needs of the people of Memphis and the Mid-South. Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence. A Brief Overview Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. What you will do Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards. Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles. Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH. Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits. Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom. Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders. Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals. Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level. Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions. Revises and manages the Leader and Associate Performance Evaluations process. Leads and supports change management activities for major projects as well as organizational or process change. Oversees LMS Admin in obtaining and maintaining IACET course approvals Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity. Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements. Education Qualifications Bachelor's Degree Master's Degree Experience Qualifications 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting. Skills and Abilities Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment. Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence. Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.). Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development. Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills. Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems. Strong communication (written and verbal), organizational, analytical and problem-solving skills. Negotiation and persuasion skills with the ability to build win-win solutions. Ability to work without close supervision or professional guidance and to exercise independent judgement. Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Supervision Provided by this Position The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team. Physical Demands . click apply for full job details

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One! We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we've served the health care needs of the people of Memphis and the Mid-South. Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence. A Brief Overview Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. What you will do Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards. Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles. Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH. Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits. Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom. Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders. Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals. Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level. Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions. Revises and manages the Leader and Associate Performance Evaluations process. Leads and supports change management activities for major projects as well as organizational or process change. Oversees LMS Admin in obtaining and maintaining IACET course approvals Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity. Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements. Education Qualifications Bachelor's Degree Master's Degree Experience Qualifications 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting. Skills and Abilities Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment. Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence. Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.). Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development. Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills. Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems. Strong communication (written and verbal), organizational, analytical and problem-solving skills. Negotiation and persuasion skills with the ability to build win-win solutions. Ability to work without close supervision or professional guidance and to exercise independent judgement. Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Supervision Provided by this Position The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team. Physical Demands . click apply for full job details

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One! We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we've served the health care needs of the people of Memphis and the Mid-South. Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence. A Brief Overview Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. What you will do Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards. Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles. Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH. Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits. Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom. Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders. Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals. Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level. Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions. Revises and manages the Leader and Associate Performance Evaluations process. Leads and supports change management activities for major projects as well as organizational or process change. Oversees LMS Admin in obtaining and maintaining IACET course approvals Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity. Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements. Education Qualifications Bachelor's Degree Master's Degree Experience Qualifications 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting. Skills and Abilities Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment. Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence. Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.). Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development. Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills. Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems. Strong communication (written and verbal), organizational, analytical and problem-solving skills. Negotiation and persuasion skills with the ability to build win-win solutions. Ability to work without close supervision or professional guidance and to exercise independent judgement. Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Supervision Provided by this Position The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team. Physical Demands . click apply for full job details

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One! We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we've served the health care needs of the people of Memphis and the Mid-South. Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence. A Brief Overview Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. What you will do Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards. Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles. Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH. Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits. Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom. Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders. Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals. Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level. Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions. Revises and manages the Leader and Associate Performance Evaluations process. Leads and supports change management activities for major projects as well as organizational or process change. Oversees LMS Admin in obtaining and maintaining IACET course approvals Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity. Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements. Education Qualifications Bachelor's Degree Master's Degree Experience Qualifications 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting. Skills and Abilities Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment. Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence. Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.). Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development. Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills. Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems. Strong communication (written and verbal), organizational, analytical and problem-solving skills. Negotiation and persuasion skills with the ability to build win-win solutions. Ability to work without close supervision or professional guidance and to exercise independent judgement. Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Supervision Provided by this Position The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team. Physical Demands . click apply for full job details

If you are looking to make an impact on a meaningful scale, come join us as we embrace the Power of One! We strive to be an employer of choice and establish a reputation for being a talent rich organization where Associates can grow their career caring for others. For over a century, we've served the health care needs of the people of Memphis and the Mid-South. Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. Working at MLH means carrying the mission forward of caring for our community and impacting the lives of patients in every way through compassion, a deliberate focus on service expectations and a consistent thriving for excellence. A Brief Overview Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values. What you will do Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards. Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles. Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH. Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization. Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits. Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology. Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation. Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom. Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders. Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals. Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level. Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years. Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps. Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience. Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level. Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions. Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions. Revises and manages the Leader and Associate Performance Evaluations process. Leads and supports change management activities for major projects as well as organizational or process change. Oversees LMS Admin in obtaining and maintaining IACET course approvals Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity. Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements. Education Qualifications Bachelor's Degree Master's Degree Experience Qualifications 5-7 years Performance management Management experience in corporate leadership development, and/or development consulting. Skills and Abilities Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment. Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence. Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.). Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development. Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills. Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems. Strong communication (written and verbal), organizational, analytical and problem-solving skills. Negotiation and persuasion skills with the ability to build win-win solutions. Ability to work without close supervision or professional guidance and to exercise independent judgement. Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians. Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc. Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals. Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians. Ability to plan and schedule tasks and projects and to maintain control of own workflow. Skill in developing and implementing short term and long-range plans. Supervision Provided by this Position The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team. Physical Demands . click apply for full job details

Job Description: About Brown: Brown University is a leading research university distinct for its student-centered learning and deep sense of purpose. Our students, faculty and staff are driven by the idea that their work will have an impact in the world. Brown University offers a flexible work/life balance; summer hours, winter break and a comprehensive Benefits package including time off, annual paid holidays; benefits offerings including health, dental, vision, tuition assistance, retirement, wellness, employee discounts and more. To learn about Brown University's benefits, visit the University Human Resources web page here for further information. About the Opportunity: Brown University's School of Professional Studies (SPS) brings a Brown education to new audiences of learners: those focused on the development of skills and a breadth of knowledge necessary for professional success and leadership. We leverage Brown's intellectual centers of excellence, rigorous teaching, and developmental approach to learning in a range of programs, including serving students outside of traditional degree programs. We partner with Brown departments, centers, institutes, and schools to develop degree and non-degree programs, and to support the recruitment, retention, and placement success of master's students, including traditional, non-traditional, and professional students. Responsibilities: Associate Dean of Enrollment is a senior leadership role, reporting directly to the Dean of the School of Professional Studies, and will oversee the critical functions of marketing, recruitment, and admissions for all master's and professional programs at Brown. The Associate Dean will be charged with streamlining and enhancing strategy and operations for a growing team that is expected to drive significant enrollment growth. This leader will play a pivotal role in shaping the future of SPS by attracting and enrolling a diverse and talented student body into existing, newly launched, and future programs. The incumbent will be charged with developing not only an overall strategy to drive enrollment, but focusing on individual programs and proposing strategies to ensure goals are met. This position will use a data driven approach to forecast future growth as well as the resources needed to support that growth. The position will work closely and collaboratively with SPS Deputy Dean, Director of Academic Innovation, Director of Finance and Administration and Director of Executive Education. In addition, the position is charged with establishing and maintaining collegiate working relationships with schools and departments across Brown for whom SPS is charged with enrolling master's students. Key responsibilities include: Provide senior leadership and strategic direction for all aspects of enrollment management, including marketing, recruitment, admissions, and student enrollment processes. Lead and mentor teams responsible for executing comprehensive enrollment strategies. Elevate the reputation and visibility of the School of Professional Studies, its programs, expert faculty, and institutional projects to both external and internal audiences. Ensure effective branding and positioning that accurately represent the mission, culture, and goals of the School, while effectively aligning with the broader University's messaging, mission, and aspirations. Develop and implement results-driven marketing strategies, utilizing data analytics to demonstrate effectiveness and inform continuous improvement. Streamline processes and optimize team efforts to significantly increase enrollments across existing, newly launched, and soon-to-be-launched programs. Collaborate closely with academic leadership to develop enrollment goals, anticipate enrollment needs, develop new strategies, and ensure a seamless student experience from inquiry to matriculation. Qualifications: Minimum of 8-10 years of progressively responsible experience in enrollment management, admissions, marketing, or a related area within a higher education setting, with a significant portion of that time in a leadership role. Master's degree in Higher Education Administration, Business Administration, Marketing, or a related field, or equivalent combination of education and experience Demonstrated success in achieving enrollment growth, particularly for graduate and/or professional programs. Proven experience in developing and executing comprehensive marketing and recruitment strategies. Substantial experience in team leadership, management, and staff development, with a track record of fostering a high-performing and collaborative environment. Skills & Competencies: Strategic Vision: Ability to develop and articulate a clear vision for enrollment growth and translate it into actionable strategies. Data Analysis & Decision Making: Advanced analytical skills with the ability to interpret complex data, identify trends, and use insights to drive enrollment strategies and make informed decisions. Proficiency with CRM systems (e.g., Salesforce, Slate) and data visualization tools is highly desirable. Marketing & Branding Acumen: Deep understanding of modern marketing principles, digital marketing, and brand management, with the ability to elevate institutional reputation and visibility. Student Recruitment and Enrollment: Extensive experience in overseeing the entire funnel from lead generation to matriculation, proven track record of implementing effective strategies to bring in convertible leads, nurture them to apply, and implement post-admit yield strategies Leadership & Management: Exceptional leadership skills, including the ability to motivate, inspire, and manage diverse teams, fostering accountability and professional growth. Communication & Interpersonal Skills: Excellent written and verbal communication skills, with the ability to effectively engage and build relationships with a wide range of stakeholders, including faculty, staff, prospective students, and alumni. Collaboration & Influence: Proven ability to work collaboratively across various departments and influence outcomes in a complex organizational structure. Problem-Solving: Strong problem-solving skills with the ability to identify challenges, analyze root causes, and implement effective solutions. Adaptability & Innovation: Demonstrated capacity to adapt to changing market conditions and implement innovative approaches to enrollment challenge Salary Grade: 13 Additional Information: Applicants are asked to include a resume and cover letter. This hybrid position, based in the Providence Jewelry District, requires three days in-office and offers the flexibility to work two days remotely. All offers of employment are contingent upon the successful completion of a background check. Brown University is unable to provide visa sponsorship for this role. Benefits of Working at Brown: Information on the Benefits of Working at Brown can be found here . Recruiting Start Date: 2025-07-22 Job Posting Title: Associate Dean of Enrollment Department: School of Professional Studies Grade: Grade 13 Worker Type: Employee Worker Sub-Type: Regular Time Type: Full time Scheduled Weekly Hours: 37.5 Position Work Location: Hybrid Eligible Statement on Equity, Diversity and Inclusion: All positions require demonstrated ability to work collaboratively with faculty, staff, students, and other Brown and community stakeholders with diverse perspectives and demonstrated ability to contribute to an inclusive environment. Submission Guidelines: Please note that in order to be considered an applicant for any staff position at Brown University you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application. Still Have Questions? If you have any questions you may contact . EEO Statement: Brown University is an E-Verify Employer. As an EEO employer , Brown University provides equal opportunity and prohibits discrimination, harassment and retaliation based upon a person's race, color, religion, sex, age, national or ethnic origin, disability, veteran status, sexual orientation, gender identity, gender expression, or any other characteristic protected under applicable law.