Talent Management Consultant

About Akron Children’s Hospital

Akron Children’s Hospital has been caring for children since 1890, and our pediatric specialties are ranked among the nation’s best by U.S. News & World Report. With two hospital campuses, regional health centers and more than 50 primary and specialty care locations throughout Ohio, we’re making it easier for today’s busy families to find the high-quality care they need. In 2020, our health care system provided more than 1.1 million patient encounters. We also operate neonatal and pediatric units in the hospitals of our regional health care partners. Every year, our Children’s Home Care Group nurses provide thousands of in-home visits, and our School Health nurses manage clinic visits for students from preschool through high school. With our Quick Care Online virtual visits and Akron Children’s Anywhere app, we’re here for families whenever and wherever they need us. Learn more at akronchildrens.org.

OUR PROMISES

• To treat every child as we would our own
• To treat others as they would like to be treated
• To turn no child away for any reason

We are seeking people who are committed to fostering a diverse environment in which patients, family and staff from a variety of backgrounds, cultures, and personal experiences are welcomed, included and can thrive.

The Talent Management Consultant cascades strategic work that supports the organization strategies. This role provides leadership support and continuous improvement in all areas of the employment experience. Collaborates with HR Division on areas including but not limited to compensation, benefits, wellness, talent development and Diversity and Inclusion.

• Provide People consulting services related to, strategy development and implementation of organizational initiatives at the department level.
• Assess, creates, deploys and monitors department People specific initiatives including, but not limited to, onboarding, engagement, retention, development, guidance with individual goal setting, evaluations, and department talent analysis.
• Engages with executive leader to implement formal leadership development plans including a plan for accountability.
• Measure and tracks key outcomes. Provide monthly HR updates on action plans, achievements barriers and outcomes.
• Identifies opportunities, makes recommendations and drives process improvement.
• Participate in customer leadership meetings/retreats to review key unit meetings/presentations to support leadership and provide updates on HR-related goal progress.
• Serves as a coach in efforts related to change management, engagement, team effectiveness, and leadership development.
• Facilitates leadership development initiatives such as retreats, new leader assimilations, and team engagement activities.
• Navigates difficult discussions and complex situations to assist leadership with assessing department performance deficiencies and developing department people plans to address.
• Utilizes HR Strategic Plan to focus on priorities and engage in collaborative relationships to achieve outcomes.
• Utilizes data and benchmarking to identify workplace issues and trends and provides recommendations for organization improvement and outcomes.
• Researches and keeps up to date on HR practice and trends in the industry. Brings forward trends and opportunities to consider for workforce.
• Other duties as required.

Technical Expertise

• Experience as an HR Generalist, HRBP or similar function within a medium to large company is required.
• Experience and understanding of applicable State and Federal employment laws is required.
• Experience working with all levels within an organization is required.
• Experience in several HR core functions such as employee relations, talent development, recruitment, total rewards, compliance, etc. is required.
• Experience in HR Management or as an HR Business Partner is preferred.
• Experience in project management is preferred.
• Experience in healthcare is preferred.
• Proficiency in MS Office [Outlook, Excel, Word] or similar software and HRIS systems is required.

Education and Experience

• Education: Bachelor’s degree in Human Resources, Business Administration, or related field is required.
• Certification: HR Certification PHR, SHRM-CP, SHRM -SCP required within a year of employment. Coaching, HR Analytics and HR Strategic Planning obtained within two years of employment.
• Years of relevant experience: 5 years is required.
• Healthcare experience is preferred.
• Years of experience supervising: None.