Senior Director, Talent Management

We are so glad you are interested in joining Sutter Health!

Organization:

SHSO-Sutter Health System Office-Valley

Position Overview:

Job Profile Summary
Defines the system’s strategic approach to talent and organizational planning, succession planning/management, leadership development and performance management. Assesses the overall organizational needs, and oversees the design, development, and implementation of talent systems and programs in alignment with organization's values and strategic objectives. Provides strategic leadership for performance and talent management and strategic planning activities, establishing comprehensive action plans to address gaps and enable successful execution of the business strategy. Evaluates talent strategies, initiatives, and programs to develop leaders at all levels, and leads a robust succession planning process that addresses future critical roles and leadership needs. Directs resources focused on providing performance and talent management consultation, providing guidance and support from design to implementation and measurement phases of change initiatives. Monitors and tracks effectiveness of programs, and provides data/analytics and reporting on program impacts and/or status.

Job Description :

EDUCATION:

• Equivalent experience will be accepted in lieu of the required degree or diploma.
• Bachelor's in Human Resources, Organizational Development, Training & Development, Business Administration or related field

TYPICAL EXPERIENCE:

• 8 years recent relevant experience

SKILLS AND KNOWLEDGE:

• Deep expertise in enterprise performance management, talent assessment, succession planning, and internal mobility practices.

• Ability to translate complex talent data into clear executive insights and decision-ready recommendations.

• Experience operating within large, matrixed, or regulated organizations, balancing enterprise standards with leader ownership and accountability.

• Strong consulting and influencing skills, guiding senior leaders without direct authority over outcomes.

• Knowledge of workforce planning, internal labor markets, and talent risk management.

• Knowledge of organizational development and/or training and development best practices and methodologies.

• Knowledge of talent management, succession planning and leadership development best practices.

• Familiar with workforce/talent planning and/or development.

• Familiar with current and emerging labor market trends and practices.

• Ability to understand the business and culture to effectively lead/facilitate talent and performance initiatives.

• Strategic thinker with the ability to recognize, analyze and synthesize issues, and formulate breakthrough strategies and business plans for improvement and growth.

• Ability to manage large scale projects from inception to successful implementation.

• Ability to operate strategically and tactically.

• Demonstrates credible leadership presence, with the ability to respond to questions with logic, clarity, calmness, and authority.

• Ability to bring individuals together to resolve differences and/or to achieve acceptance of a solution.

• Ability to influence others by persuasion, negotiation, and problem solving, and to move others to recognize and appreciate different points of view and to consider/accept alternative options.

• Analytical skills with proven ability to resolve issues/problems by leveraging business and HR/functional knowledge and client relationships.

• Collaborative working style to facilitate open sharing of information and cooperation with various project participants and/or stakeholders.

• Demonstrates a proactive approach to identifying and resolving issues to manage/minimize risks.

• Ability to interact and maintain effective working relationships with those contacted in the performance of role’s duties while respecting cultural and linguistic differences and fostering an inclusive work environment.

• Ability to communicate through verbal and written means, and to present concepts and information in a manner that is readily understood by management and employees.

• Organization and planning skills to effectively delegate, manage, and/or re-prioritize activities and projects to meet deadlines while maintaining a high degree of responsiveness.

• Ability to work effectively in a dynamic and fast-paced environment with changing business priorities.

• Displays integrity and ethics in handling confidential and sensitive information.

• Ability to use essential applications and/or databases associated with the role’s duties and responsibilities.

JOB ACCOUNTABILITIES:

OPERATIONS:

• Defines the organization's talent management and performance and talent and organizational planning approach and communicates to and secures commitment from human resources (HR) and business leaders to move toward the desired approach.

• Establishes enterprise governance, standards, and operating rhythms for talent and performance management, ensuring consistency, quality, and fairness across business units while enabling leader ownership.

• Owns enterprise talent analytics and insights, including bench strength, succession readiness, performance trends, and retention risk, delivering executive-level dashboards and decision-ready recommendations.

• Leads enterprise approaches to internal mobility and career pathways, aligning performance, potential, succession outcomes, and development opportunities to strengthen retention and workforce readiness.

• Assesses capability/talent themes and issues and oversees the design of development solutions to close gaps as part of an integrated talent/performance and talent management/development process.

• Develops a framework to define critical skills and behaviors required to achieve effective organizational performance, and to promote internal mobility or the development of emerging/high-potential leaders.

• Leads a robust talent review/succession planning process to address future critical roles and leadership needs.

• Partners with senior and executive leaders to assess leadership capability, identify development priorities, and align leadership development efforts to business outcomes, appropriately managing the integrative use of internal and external resources to accomplish goals.

• Rounds with staff and leaders to gather informal feedback, and to stay on top of items/issues needing prompt attention or recognition.

STRATEGY/PLANNING:

• Partners with HR and business leaders and key stakeholders in identifying, prioritizing and implementing programs, and provides strategy and thought leadership on organizational learning, succession planning and leadership, and high-potential development to enhance organizational effectiveness.

• Establishes enterprise leadership development frameworks, standards, and measures, while enabling leaders to own and drive development within their respective organizations.

• Partners with HR business partners and business leaders to integrate talent reviews, succession outcomes, and performance insights into workforce planning, internal mobility, and critical role strategies.

• Ensures executive, clinical, and mission-critical roles have clear succession coverage, readiness assessments, and development actions aligned to enterprise priorities.

• Takes a strategic approach in identifying best practices, and develops a plan of action to implement changes.

• Monitors emerging trends, and evaluates the effectiveness of practices and programs, proposing and implementing changes to support strategic business initiatives or to address legislative changes.

• Leads departmental goal setting process and provides roadmap for accomplishing goals.

• Participates in and/or facilitate ad-hoc committees and task forces to collaborate on or support new or ongoing initiatives.

FINANCIAL MANAGEMENT:

• Establishes overall operating and capital budget, ensuring financial targets are achieved and variances are addressed in a timely manner.

• Ensures effective utilization of personnel and resources.

• Reviews financial reports, and develops and implements corrective action plans to address unfavorable variances.

• Reviews and approves employee expense reimbursements and billing statements from vendors according to established protocol.

PEOPLE:

• Provides and fosters an inclusive work environment that encourages staff engagement and collaboration, establishing a culture of teamwork.

• Manages assigned staff, makes employment decisions, and reviews and approves timekeeping records.

• Establishes expectations with all direct reports, holds individuals and work teams accountable, and evaluates staff performance.

• Provides constructive feedback, coaching, and counseling. Implements disciplinary actions and/or performance improvement plans to achieve desired performance.

Job Shift:

Days

Schedule:

Full Time

Days of the Week:

Monday - Friday

Weekend Requirements:

As Needed

Benefits:

Yes

Unions:

No

Position Status:

Exempt

Weekly Hours:

40

Employee Status:

Regular

Sutter Health is an equal opportunity employer EOE/M/F/Disability/Veterans.

Pay Range is $195,561.60 to $312,915.20 / annual salary. Emeryville Pay Range is $222,227.20 to $355,576.00 / annual salary.

The compensation range may vary based on the geographic location where the position is filled. Total compensation considers multiple factors, including, but not limited to a candidate’s experience, education, skills, licensure, certifications, departmental equity, training, and organizational needs. Base pay is only one component of Sutter Health’s comprehensive total rewards program. Eligible positions also include a comprehensive benefits package.