Dir, OE & Talent Management-Sr- Secaucus, New Jersey in Secaucus, NJ at Quest Diagnostics

Date Posted: 7/30/2019

Job Snapshot

Job Description

Dir, OE & Talent Management-Sr- Secaucus, New Jersey - M-F

Look for more than answers.  Patients and Physicians rely on our diagnostic testing, information and services to help them make better healthcare decisions. These are often serious decisions with far reaching consequences, and require sensitivity, tact and a clear dedication to service. It’s about providing clarity and hope.

You will work for the world leader in the industry, with a career where you can expand your skills and knowledge. You’ll have a role where you can act with professionalism, you can inspire colleagues, and you can care about the work we do and the people we serve.

At Quest, we are on a continuous journey of discovery and development. It’s this attitude that has made us an industry leader and the #1 Diagnostic Lab in the US. For those joining us, we offer exciting and fast moving career opportunities where you can affect change at a rate unheard of in many organizations of our size and scope. While we invest in and develop technology to drive our innovations, our ongoing success relies on our people.

Basic Purpose:

The Sr Director, Talent Management will have a strategic role in aligning talent management with the company’s mission and strategic objectives.  This is an opportunity for a seasoned leader to leverage his/her deep functional expertise to identify and drive the organization’s talent management efforts including high potential identification and succession planning, coaching, mentoring, career pathing, functional competency model creation and deployment, career and development planning, all within a dynamic and changing environment. The incumbent in this role partners closely with HR business partners, HR leadership team members, line leaders and senior management, including the CEO, to advance and improve individual, team and organizational performance.

Duties and Responsibilities:

•           As expert-advisor in talent-related strategies, provide overall direction and collaborate with key stakeholders to design and implement core talent management processes (talent assessments and succession planning) to drive near- and long-term business performance.

•           Work with Executive Director, Organizational Effectiveness to develop and execute company’s talent management strategies, and partner with the HR leadership and business partner teams to assess talent and leadership needs.

•           Partner with business leaders and HR business partners to drive successful Talent Reviews within and across businesses/functions and create succession and development plans for key talent.

•           Build both collaborative and consultative ties with business/functional leaders & HR business partners to understand organizational talent and proactively address development needs or gaps relative to target leadership role (succession).

•           Continually monitor the company’s talent pipeline, especially for business critical roles, and make recommendations on plans to address capability or role gaps.

•           Collaborate with leaders and HR to determine leadership gaps (linked to Quest’s leadership capabilities framework), align talent solutions to address needs, and strive for continuous improvement of organizational and individual performance. Research and benchmark best practices in order to provide innovative solutions to develop leaders and provide continuous improvement opportunities.

•           Measure and monitor the effectiveness of talent management programs to ensure investments are delivering value to the company, utilizing industry data, trends and benchmarks to facilitate continuous improvement and effectiveness.

•           Seek opportunities to link talent management processes with other key HR processes including leadership and pivotal talent development – i.e. mentoring, coaching, 360 feedback, recognition, etc.

•           Serve as an internal coach to leaders when indicated by the talent plan, which may include 360 debriefs or other coaching. Assist HR and business leaders to create robust actionable development plans for high potential talent.

•           Build out and implement a company-wide mentoring program that is easily accessible to and driven by employees, as part of their individual development plans.

•           Design a variety of approaches for executive leader & high potential leadership development, solutions and services including a range of experiences, exposure opportunities and formal education.

•           Create and support leadership and career development programs by assessing organizational and individual needs, determine development strategy and approach (in partnership with the Senior Director, Learning & Leadership Development), identify tools and develop programs to support high performance.

•           Develop and manage talent metrics and scorecard reporting for talent management work, in partnership with the HR Analytics team, included in the HR plan with a focus on demonstrating the business impact of talent initiatives.

 

Qualifications:

Education Preferred: 

•           Doctoral degree (Ph.D., Psy.D. or Ed.D) in organizational behavior or psychology, industrial/organizational psychology or adult learning strongly preferred. Master’s degree (or 15+ years) in organizational development, education or related field required.

Work Experience:      

•           10-12 years of progressive experience implementing and leading talent management processes and programs within an organization.

•           Minimum 8 years of management experience including working with and presenting to leadership at all levels of the organization.

•           Knowledge and experience with most current thinking in the field of organization psychology, leadership development and organization development.

•           Experience in the direct development and implementation of proven talent management methodologies that drive high performance. Innovative and strategic thinking coupled with program management experience and the ability to align processes and systems to support the organization’s strategic objectives.

Physical and Mental Requirements:  

•           Ability to navigate through complexity and establish priorities in an often ambiguous environment.

•           Must be positive, authentic, solution-oriented team player with a good sense of humor.

•           Strong written and verbal communication and interpersonal skills to include: demonstrated ability to communicate complex issues succinctly; create and conduct effective presentations; experience building strong client relationships while exercising influence to achieve desired results

Other:  •           Travel up to 20%

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