Senior Director for Talent Management

Profile

u003cpu003eFounded in 1965, Telecare is a rapidly growing mental health care company dedicated to making a difference for our clients, the community, and our employees. We offer an array of mental health services to adults with serious mental illness. We partner with public sector entities and behavioral health organizations and have over 130 programs and over 4,000 employees across the country. And weu0027re growing all the time! When you work at Telecare, you help to empower thousands of individuals every day in their journeys of recovery.u003cstrongu003eu0026nbsp;u003c/strongu003eu003c/pu003enu003cpu003eu003cstrongu003eTelecare is proud to have been recognized by The Bay Area Business Times as the 9u003csupu003ethu003c/supu003eu003cspanu003eu0026nbsp;u003c/spanu003eBest Place To Work In the Bay Area for 2020! This is the 18th time we have made the list!u003c/strongu003eu003c/pu003enu003cpu003eOur Corporate Headquarters has over 100 employees in following departments: Executive, Development, Finance, Information Systems, Human Resources, Operations, and Marketing u0026amp; Operations.u003c/pu003enu003cpu003eTelecare recognizes the importance of having the right talent and strong leadership to lead and grow the organization. The Senior Director of Talent leads and directs two of the most critical functions that support Telecareu0026rsquo;s vision of being a talent driven organization.u003c/pu003enu003cpu003eThe Senior Directoru0026nbsp;for Talent is responsible for leading both Talent Acquisition and Learning u0026amp; Leadership Development functions. This individual will own the development, implementation and successful execution of the strategies, systems, and processes which enable the Company to successfully attract, develop and retain talent pipelines for all roles across the enterprise. Key accountabilities include ensuring operational excellence while developing and implementing short term and long term recruiting strategies, the creation of learning roadmaps, leadership development processes and programs to support the organizations diverse talent and leadership needs at all levels and ensuring the organization has appropriate workforce planning strategies/mechanisms in place to support its growth objectives. The Senior Director of Talent will also lead a team of Talent Acquisition and Learning u0026amp; Leadership Development professionals to ensure the company continues improving on how it sources, recruits and develops top talent.u003c/pu003enu003cpu003eSpecific to Talent Acquisition, the Senior Director is responsible for the end-to-end recruitment processes including sourcing, hiring, and selection strategies which enable to organization to attract and hire a diverse and talented workforce. In addition, the incumbent will be accountable for all aspects of the Office of Inspector (OIG) sanction screening as well as monthly checks, will have direct accountability for budgeting, vendor management and establishing appropriate protocols and policies, and is responsible for overseeing all aspects of the conditional offer process including vendor management, compliance and training for all Telecare programs. In addition, the incumbent will be responsible for partnering effectively across the enterprise as the point of the contact for all start up, development activities associated with the development of all new programs.u003c/pu003enu003cpu003eSpecific to Learning u0026amp; Leadership Development, the Senior Director is responsible for providing tools/resources to further our ability to identify and develop top talent, including competency frameworks, soft skills, role specific trainings at all levels that increase managerial and leadership capabilities.u003c/pu003enu003cpu003eu003cstrongu003eu0026nbsp;u003c/strongu003eu003cstrongu003eQUALIFICATIONSu003c/strongu003eu003c/pu003enu003cpu003eu003cstrongu003eRequired: u003c/strongu003eu003c/pu003enu003culu003enu003cliu003eBacheloru0027s degree with a minimum of fifteen (15) yearsu0027 experience in Human Resourcesu003c/liu003enu003cliu003eMinimum ten (10) years of experience with direct/indirect management responsibilities that includes staff supervisionu003c/liu003enu003cliu003eAbility to understand metrics, data analysis, and continuous improvementu003c/liu003enu003cliu003eDemonstrated experience in leading teams, and high involvement problem solvingu003c/liu003enu003cliu003eKnowledge of instructional design conceptsu003c/liu003enu003cliu003eFive (5) years of experience in facilitationu003c/liu003enu003cliu003eAbility to understand FCRA requirements associated with conditional offer requirementsu003c/liu003enu003cliu003eExperience overseeing Office of Inspector General (OIG) and excluded partyu0027s compliance programu003c/liu003enu003cliu003eExperience supporting all HR aspects of supporting new facilities and program openingsu003c/liu003enu003cliu003eMust be at least 18 years of ageu003c/liu003enu003cliu003eAll opportunities at Telecare are contingent upon successful completion and receipt of acceptable results of the applicable post-offer physical examination, 2-step PPD test for tuberculosis, acceptable criminal background clearances, excluded party sanctions, and degree or license verification. If the position requires driving, valid driver license, a motor vehicle clearance and proof of auto insurance is required at time of employment and must be maintained throughout employment. Additional regulatory, contractual or local requirements may applyu003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003ePreferred:u003c/strongu003eu003c/pu003enu003culu003enu003cliu003eMasteru0026rsquo;s degreeu003c/liu003enu003cliu003eSeveral yearsu0026rsquo; broad scope HR Experience consistent with the role of an HR Manager or HR Business Partneru003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eESSENTIAL FUNCTIONSu003c/strongu003eu003c/pu003enu003culu003enu003cliu003eDemonstrate the Telecare mission, purpose, values and beliefs in everyday language and contact with the internal and external stakeholdersu003c/liu003enu003cliu003eDevelops and implements short-term and long-term talent acquisition strategies in aligned with operational, HR and development goals and business needsu003c/liu003enu003cliu003eLeads talent acquisition staff located remotely across the organization, including managing performance, workload and program assignments. Collaborates with key stakeholders to create action plans, set direction and establish goals.u003c/liu003enu003cliu003eImplements process improvement plans related to recruitment systems, policies and processes, and department/individual performanceu003c/liu003enu003cliu003eConsults and communicates with senior leaders regarding talent acquisition strategies, short/long term objectives, alignment with organizational goals and initiativesu003c/liu003enu003cliu003eOversees service level agreements leading to the delivery of high quality, cost-effective talent acquisition, hiring, internal transfer and pipeline developmentu003c/liu003enu003cliu003eHelps develop, analyze, and report on success against recruitment/hiring metricsu003c/liu003enu003cliu003eDevelops and manages recruiting budget, maintains cost effectiveness and efficiency for delivery of all recruiting services (e.g. recruitment payroll, external vendors); tracks and analyzes expenses against the operational budget with linkage to the workforce recruiting planu003c/liu003enu003cliu003eCollaborates with HR Business Partners and operational and HR leadership, development to evaluate the effectiveness of recruitment servicesu003c/liu003enu003cliu003eEnsure successful recruitment and HR deliverable activities associated with start-ups are metu003c/liu003enu003cliu003eOversee Office of Inspector General (OIG) and excluded party compliance programu003c/liu003enu003cliu003eAssists with other Human Resources initiatives and other general management duties as assignedu003c/liu003enu003cliu003eDemonstrates a good rapport and cooperative working relationships with all members of the team; responds to co-workers with concern and promotes group moraleu003c/liu003enu003cliu003eDemonstrates a knowledge of Telecareu0027s customers including clients/residents, families and governmental agencies in all interactions and conductu003c/liu003enu003cliu003eActs in a professional manner, always demonstrating respect and understanding of the community and neighborhood when representing Telecare in the communityu003c/liu003enu003cliu003eMonitors the culture climate to ensure employee engagement, and develop initiatives to encourage high performance and commitment to the organizationu0027s mission, vision and valuesu003c/liu003enu003cliu003eManages organizational development (OD) strategies and processes. Assesses Organizational needs of operating, business and functional unitsu003c/liu003enu003cliu003eLeads the design, development and implementation of programs, policies and strategies tailored to meet OD needs and program goalsu003c/liu003enu003cliu003eEnsures training programs support the changing needs of the business and address new initiatives, with an emphasis on current trends and practicesu003c/liu003enu003cliu003eEvolves/enhances new employee program offerings, new hire onboarding and our corporate orientation program to drive culture and employee engagementu003c/liu003enu003cliu003eUtilizes innovative practices, research, insight, experience and understanding of the needs and culture of Telecare to develop and deliver instructor led, e-learning, or blended learning training programs to develop leadership, communication, performance and productivity skillsu003c/liu003enu003c/ulu003enu003cpu003eDuties and responsibilities may be added, deleted and/or changed at the discretion of management.u003c/pu003enu003cpu003eu0026nbsp;u003c/pu003enu003cpu003eu003cstrongu003eSKILLSu003c/strongu003eu003c/pu003enu003culu003enu003cliu003eStrong influencing and leadership skills with the ability to drive initiativesu003c/liu003enu003cliu003eWell-developed interpersonal and communication skills, including the ability to interact with all levels of the organization including senior managementu003c/liu003enu003cliu003eStrong planning and organizational skillsu003c/liu003enu003cliu003eu0026nbsp;u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003ePHYSICAL DEMANDSu003c/strongu003eu003c/pu003enu003cpu003eThe physical demands here are representative of those that must be met by an employee to successfully perform the essential functions of this job.u003c/pu003enu003cpu003eu0026nbsp;u003c/pu003enu003cpu003eThe employee is occasionally required to walk, stand, bend, squat, twist, reach, do simple grasping and carry items weighing 10 pounds or less as well as to frequently sit. The position requires manual deviation, repetition and dexterity. Visual requirements include computers and books exposure.u003c/pu003enu003cpu003eu0026nbsp;u003c/pu003enu003cpu003eu003cstrongu003eEOE AA M/F/V/Disabilityu003c/strongu003eu003c/pu003e,EqualOpportunityEmployerDescription:Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities,PayTransparencyPolicyStatement:The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c),MatchScore:1.0,HasApplied:false,ApplicationJobBoardName:null,ApplicationJobBoardId:null,DateApplied:null,Salaried:true,CompensationAmount:null,PublishingStatus:1,Links:[],BehaviorCriteria:[],MotivationCriteria:[],EducationCriteria:[],LicenseAndCertificationCriteria:[],SkillCriteria:[],WorkExperienceCriteria:[],JobBoardMemberships:[{JobBoardId:4f54269c-3a81-e250-e075-3a1a05307eef,PublishedInternal:true,PublishedExternal:false,ExternalPostedDate:null,InternalPostedDate:2021-07-02T23:27:11.912Z},{JobBoardId:2fcbb6f4-e717-17cb-9327-3dd87a55b08d,PublishedInternal:false,PublishedExternal:true,ExternalPostedDate:2021-07-02T23:27:26.13Z,InternalPostedDate:null}],AssessmentUri:null,AssessmentStatus:null,OpportunityIsClosed:false,TravelRequired:null,TravelDescription:null,SupervisorName:null,Assessments:[],ApplicationId:null,CompensationAnnualMinimum:null,CompensationAnnualMaximum:null,CompensationHourlyMinimum:null,CompensationHourlyMaximum:null,CompensationCurrency:null});

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