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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

Account Management Director - Society 1851 & Large Case Unit Life New Business MassMutual Operations Full-Time (Hybrid Office - Springfield, MA) The Opportunity The Society 1851 & Large Case Unit Account Management Director is a key leadership role within Life New Business responsible for developing and executing strategies that ensure a best-in-class service experience and foster enduring, trusted relationships with our elite distribution partners. This role requires a dynamic, visionary leader who can inspire a team, earn trust with internal stakeholders, and consistently deliver exceptional business results that advance both the company's and organization's objectives. The Team This critical role is part of the Life New Business Account Management organization and will report directly to the Head of Account Management. Our teams deliver crisp, clear communication, exemplary service and relationship management for all life new business submissions, shepherding each case through the new business lifecycle from submission to commission. We are collaborative, relentlessly focused on the customer experience and like to have some fun along the way! If this sounds like an environment where you would thrive, we encourage you to apply. The Impact Strategic Leadership: Develop, implement, and refine the account management strategy to continuously elevate service standards and optimize field engagement. Uphold a clear vision and set measurable goals for the team, aligning efforts with broader organizational priorities. Team Management: Lead, mentor, and grow a high-performing team of account managers, fostering a culture of excellence, collaboration, and accountability. Oversee hiring, training, coaching, and performance management to ensure the team's professional growth and success. Relationship Stewardship: Serve as the leadership point of contact for General Agents and key distribution partners, building strong, trust-based relationships. Act as an advocate for firms' needs and priorities, ensuring that service delivery exceeds expectations and aligns with department goals. Service Excellence: Oversee the delivery of best-in-class service, continuously seeking opportunities to enhance processes, resolve challenges, and anticipate needs. Implement feedback mechanisms and performance metrics to monitor and improve service quality. Operational Oversight: Establish and maintain efficient processes, tools, and reporting mechanisms that support consistent, high-quality service. Ensure the team adheres to business unit standards, risk management practices, and internal policies. Data-Driven Insights: Analyze performance metrics, market trends, and firm feedback to inform strategy and drive continuous improvement. Prepare and present regular reports to senior leadership, highlighting successes, opportunities, and risks. Issue Resolution: Proactively uncover potential challenges and swiftly resolve escalations, acting as a trusted problem-solver and assuring firm leadership and staff of the company's commitment to their success. Advocacy and Representation: Represent the company at industry events, conferences and field agency visits, showcasing our values and dedication to excellence. The Minimum Qualifications High School Diploma or GED 5+ years Financial Services customer service experience 2+ years experience in a people leader role, manager or team lead function The Ideal Qualifications Bachelor's Degree 7+ years experience providing customer/operational service in the financial services industry 5+ years people leadership experience Experience managing teams through change Strong communication skills, both verbal and written Ability to work independently, balancing priorities and adjusting throughout the day Experience developing associates at all levels of experience Proven experience driving continuous process improvements and increasing operational efficiencies Strong analytical/problem solving skill solving Strong written, verbal, and interpersonal communication skills Organization navigation skills Continuous improvement mindset What to Expect as Part of MassMutual and the Team Regular meetings with the MMLIS Compensation team Focused one-on-one meetings with your manager Networking opportunities including access to Asian, Hispanic/Latinx, African American, women, LGBTQIA+, veteran and disability-focused Business Resource Groups Access to learning content on Degreed and other informational platforms MassMutual is an equal employment opportunity employer. We welcome all persons to apply. If you need an accommodation to complete the application process, please contact us and share the specifics of the assistance you need.

Account Management Director - Society 1851 & Large Case Unit Life New Business MassMutual Operations Full-Time (Hybrid Office - Springfield, MA) The Opportunity The Society 1851 & Large Case Unit Account Management Director is a key leadership role within Life New Business responsible for developing and executing strategies that ensure a best-in-class service experience and foster enduring, trusted relationships with our elite distribution partners. This role requires a dynamic, visionary leader who can inspire a team, earn trust with internal stakeholders, and consistently deliver exceptional business results that advance both the company's and organization's objectives. The Team This critical role is part of the Life New Business Account Management organization and will report directly to the Head of Account Management. Our teams deliver crisp, clear communication, exemplary service and relationship management for all life new business submissions, shepherding each case through the new business lifecycle from submission to commission. We are collaborative, relentlessly focused on the customer experience and like to have some fun along the way! If this sounds like an environment where you would thrive, we encourage you to apply. The Impact Strategic Leadership: Develop, implement, and refine the account management strategy to continuously elevate service standards and optimize field engagement. Uphold a clear vision and set measurable goals for the team, aligning efforts with broader organizational priorities. Team Management: Lead, mentor, and grow a high-performing team of account managers, fostering a culture of excellence, collaboration, and accountability. Oversee hiring, training, coaching, and performance management to ensure the team's professional growth and success. Relationship Stewardship: Serve as the leadership point of contact for General Agents and key distribution partners, building strong, trust-based relationships. Act as an advocate for firms' needs and priorities, ensuring that service delivery exceeds expectations and aligns with department goals. Service Excellence: Oversee the delivery of best-in-class service, continuously seeking opportunities to enhance processes, resolve challenges, and anticipate needs. Implement feedback mechanisms and performance metrics to monitor and improve service quality. Operational Oversight: Establish and maintain efficient processes, tools, and reporting mechanisms that support consistent, high-quality service. Ensure the team adheres to business unit standards, risk management practices, and internal policies. Data-Driven Insights: Analyze performance metrics, market trends, and firm feedback to inform strategy and drive continuous improvement. Prepare and present regular reports to senior leadership, highlighting successes, opportunities, and risks. Issue Resolution: Proactively uncover potential challenges and swiftly resolve escalations, acting as a trusted problem-solver and assuring firm leadership and staff of the company's commitment to their success. Advocacy and Representation: Represent the company at industry events, conferences and field agency visits, showcasing our values and dedication to excellence. The Minimum Qualifications High School Diploma or GED 5+ years Financial Services customer service experience 2+ years experience in a people leader role, manager or team lead function The Ideal Qualifications Bachelor's Degree 7+ years experience providing customer/operational service in the financial services industry 5+ years people leadership experience Experience managing teams through change Strong communication skills, both verbal and written Ability to work independently, balancing priorities and adjusting throughout the day Experience developing associates at all levels of experience Proven experience driving continuous process improvements and increasing operational efficiencies Strong analytical/problem solving skill solving Strong written, verbal, and interpersonal communication skills Organization navigation skills Continuous improvement mindset What to Expect as Part of MassMutual and the Team Regular meetings with the MMLIS Compensation team Focused one-on-one meetings with your manager Networking opportunities including access to Asian, Hispanic/Latinx, African American, women, LGBTQIA+, veteran and disability-focused Business Resource Groups Access to learning content on Degreed and other informational platforms MassMutual is an equal employment opportunity employer. We welcome all persons to apply. If you need an accommodation to complete the application process, please contact us and share the specifics of the assistance you need.

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 Aramark Healthcare+ is growing again! We?re looking for an experienced Food Service Director to join our team at Wrangell Medical Center in Wrangell, Alaska . The Food Service Director willmanage our dining operations, innovate solutions, and execute brilliant plans to keep our customers happy and constantly amazed. Not only will you be a true leader on our team, but you?ll also have the chance to grow your skill set in meeting Aramark and client goals. Your keen focus on safety, teambuilding, and operational excellence will help us succeed, open doors in your career, and make a meaningful difference every day. It?s your time to shine! Work in an environment you love, ignite your passion, and pursue what matters. About Southeast Alaska Regional Health Consortium (SEARHC) As a non-profit tribal health consortium of 18 Native communities, SEARHC serves the health interests of the Tlingit, Haida, Tsimshian people, other Alaska Native people, and other residents of Southeast Alaska. It is one of the oldest and largest Native-run health organizations in the United States. SEARHC employs approximately 1000 employees throughout Southeast Alaska and maintains 18 staffed facilities which includes the Joint Commission-accredited Mt. Edgecumbe Medical Center in Sitka, Alaska. Job Responsibilities Leadership ? Lead, mentor, engage and develop teams to maximize their contributions, including recruiting, assessing, training, coaching and managing performance ? Ensure food services appropriately connects to the Executional Framework ? Coach employees by creating a shared understanding about what needs to be achieved and how to execute ? Reward and recognize employees ? Ensure safety and sanitation standards in all operations Client Relationship ? Identify client needs and effectively communicate operational progress Financial Performance ? Adopt Aramark process and systems ? Build revenue and manage budget, including cost controls regarding food, beverage and labor ? Ensure the completion and maintenance of P&L statements ? Achieve food and labor targets ? Manage resources to ensure quality and cost control within budgetary guidelines Productivity ? Implement and maintain Aramark agenda for both labor and food initiatives ? Create value through efficient operations, appropriate cost controls and profit management ? Full compliance with Operational Excellence fundamentals, including food and labor ? Direct and oversee operations related to production, distribution and food service Compliance ? Maintain a safe and healthy environment for clients, customers and employees ? Comply with all applicable policies, rules and regulations, including but not limited to those relating to safety, health, wage and hour Key Responsibilities ? Establish and maintain systems and procedures for the ordering, receiving, storing, preparing and serving of food related products, as well as menu planning and development ? Develops operational component forecasts and can explain variances. Responsible for components accounting functions. ? Ensures that requirements for appropriate sanitation and safety levels in respective areas are met ? Coordinates and supervises unit personnel regarding production, merchandising, quality and cost control, labor management and employee training ? Recruits, hires, develops and retains front line team. ? Conducts period inventory ? Maintains records to comply with ARAMARK, government and accrediting agency standards ? Interacts with Client Management and maintains effective client and customer relations at all levels with client organization ? May participate in sales process and negotiation of contracts ? Looks for opportunities to implement new products and services which support sales growth and client retention Additional Responsibilities ? Manage the front of the house of the dining operation (Cafeteria/ Residential Dining Facility) ? Develop and implement food service plans aligned with the client's mission and vision, to include sustainable practices At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. In order to meet our commitments, job duties may change or new ones may be assigned without formal notice. Qualifications ? Requires at least four years of food service healthcare experience ? Requires at least one to three years of experience in a management role ? Requires previous experience in food service ? Requires a Bachelor Degree or equivalent experience ? Certified Dietary Manager Certification required ? Ability to develop and maintain effective client and customer rapport for mutually beneficial business relationships ? Ability to demonstrate excellent customer service using Aramark's standard model ? Ability to maintain an effective working relationship with other departments to a unified food service experience for all customers Education About Aramark Our Mission Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law. About Aramark The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing -a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at or connect with us on Facebook , Instagram and Twitter . Required Preferred Job Industries Other