Job Description

At Memorial Hermann, we pursue a common goal of delivering high quality, efficient care while creating exceptional experiences for every member of our community. When we say every member of our community, that includes our employees. We know that when our employees feel cared for, heard and valued, they are inspired to create moments that exceed expectations, while prioritizing safety, compassion, personalization and efficiency. If you want to advance your career and contribute to our vision of creating healthier communities, now and for generations to come, we want you to be a part of our team.

The Director of Talent and Engagement is responsible for managing the assessment of organizational and talent needs and the design, implementation and evaluation of programs that facilitate talent and career development, succession planning, and engagement of employees and leaders. This role will oversee and coordinate strategic talent management activities including Talent Management and Succession Planning, High Potential Development, Career Pathways, Performance Management, and Employee Engagement. Additionally, this role will be responsible for executing on our talent strategy, as well as driving innovative and modern concepts and technology into our talent practices. Success will hinge on strong collaborative relationships within HR and across the business, innovative thinking, and leveraging industry best practices to shape Memorial Hermann into a “best in talent” organization.

The Director of Talent & Engagement is a strategic leadership role responsible for leading the organization’s talent management strategy, with a strong focus on talent and succession planning, executive coaching, performance, and the design and launch of enterprise talent programs. This leader will manage a team of five and partner closely with executives, HR Business Partners, and other HR leaders to assess talent needs, develop solutions, and drive accountability and execution across the organization. Success in the role requires strong executive presence, communication and relationship-building skills, critical thinking, and high emotional intelligence, particularly when navigating ambiguity and influencing senior-level stakeholders. While leadership development is part of the portfolio, the role is less focused on traditional learning and more centered on strategic talent planning, succession, coaching, and ensuring the team can effectively execute the organization’s talent agenda.

Desired Skillset:

• Executive-level partnership and influence
• Talent and succession planning expertise
• Strategic talent management
• Executive coaching and leadership consultation
• Strong emotional intelligence and political savvy
• Critical and strategic thinking
• Ability to navigate ambiguity and organizational complexity
• Talent program design, launch, and execution
• Cross-functional collaboration with HRBPs and HR COEs
• Strong communication and executive presentation skills
• Team leadership and accountability
• Change management and stakeholder engagement

MINIMUM QUALIFICATIONS

Education: Bachelor’s Degree required in Org Psychology/Development/Leadership, I/O Psychology, HR or related discipline; Master’s Degree preferred

Licenses/Certifications: SPHR or SHRM-SCP preferred

Experience / Knowledge / Skills:

• 10 years of progressive experience focusing on consulting to complex organizations in the areas of organization development concentrating in areas of leadership development, talent management, succession planning, engagement, performance improvement or organizational behavior.

• At least 3 years of experience managing professional-level staff in HR, OD, Talent or related fields.

• Experience managing Talent Systems to deploy talent management processes (e.g., Workday).

• Demonstrated political savvy and emotional intelligence.

• Excellent leadership, influence and negotiation skills.

• Advanced strategic thinking and systems thinking skills.

• Strong written and verbal communication skills, to include advanced presentation and group facilitation skills.

• Demonstrated implementation and execution ability in the areas of leadership development and talent management.

• Knowledge and experience in building team effectiveness.

• Capability to interact with individuals at all levels within Memorial Hermann.

• Advanced knowledge of talent management and performance management processes, tools and resources; Multiple related certifications preferred.

• Demonstrated ability to drive increased engagement through all levels of complex organization.

PRINCIPAL ACCOUNTABILITIES

• Leads a team of talented Talent Management and Engagement professionals and responsible for defining the goals, budget and performance standards for the department.

• Represents the Organizational Development & Learning Department in HR Directors’ Council and coordinates initiatives with other Human Resources Centers of Expertise including Clinical Education, HR Business Partners, Compensation, Benefits, HR Technology, Talent Acquisition, and others.

• Directs the culture and engagement people agenda to include leadership development, engagement, talent management, performance management, succession planning and coaching.

• Designs and implements high potential and talent pool development strategies for the enterprise, with alignment to both current and future business and talent needs.

• Utilizes strong business acumen to assess business initiatives and work processes to identify opportunities for leveraging human capital.

• Leads the annual employee engagement process, including partnering with a third-party survey vendor to optimize insight into Memorial Hermann culture and inform engagement strategies.

• Continue maturation and deployment of programs to support organizational, team, and individual leadership effectiveness.

• Gathers, analyzes and presents data to leaders and recommends solutions that fit the culture, strategic direction and resources.

• Serves as a subject matter expert for competency strategy and integration, talent management cycle, talent and engagement best practices and trends.

• Networks extensively with internal and external leaders to benchmark practices and expand knowledge base.

• Networks with external companies and vendors to stay abreast of emerging technologies and solutions.

• Ensures safe care to patients, staff and visitors; adheres to all Memorial Hermann policies, procedures, and standards within budgetary specifications including time management, supply management, productivity and quality of service.

• Promotes individual professional growth and development by meeting requirements for mandatory/continuing education and skills competency; supports department-based goals which contribute to the success of the organization; serves as preceptor, mentor and resource to less experienced staff.

• Demonstrates commitment to caring for every member of our community by creating compassionate and personalized experiences. Models Memorial Hermann’s service standards by providing safe, caring, personalized and efficient experiences to patients and colleagues.

• Other duties as assigned.