Talent Management Specialist

The Talent Management Specialist designs, implements, and manages District-wide programs that maximize workforce potential, competency, and staff retention. This role focuses on performance management, succession planning, leadership development, career development pathways, and employee engagement. The role will collaborate closely with operational leaders, Human Resources, and other key stakeholders to align talent strategies to optimize employee performance and overarching District goals and initiatives. The role is responsible for coordinating and implementing talent management programs that strengthen organizational capability, maximize employee potential, and support employee growth. This role analyzes talent data, administers talent processes, and collaborates with stakeholders to ensure effective employee experiences throughout the talent lifecycle.

Job Functions

• Talent Management & Performance Strategy
  • Build robust systems for succession planning, competency modeling, and performance evaluations.
  • Support the design, administration, and continuous improvement of talent management programs.
  • Partner with HR, Compensation, and Leadership to coordinate performance management processes, including goal setting, review cycles, and talent assessments.
  • Oversee performance review cycles, ensuring compliance standards are met.
  • Assist in the development and improvement of the KPI bonus incentive program.
• Leadership Development & Workforce Planning
  • Facilitate talent review sessions to identify high-potential employees and leaders and build robust leadership pipelines.
  • Create clear, structured competency frameworks to support continuous professional development and internal mobility.
  • Design and facilitate short- and long-term initiatives, such as leadership programs, that tie talent systems directly to the broader business strategy.
  • Support leadership development, employee development, and career growth initiatives.
  • Partner with HR Business Partners and leaders to address talent needs and workforce planning priorities.
• Learning, Change Management & Employee Engagement
  • Facilitate communication and training related to talent programs and processes.
  • Create talent development frameworks, workshops, and e-learning courses in partnership with Learning & Organizational Development that are tailored to identified skill gaps.
  • Apply frameworks such as ADKAR, Prosci, and Kotter to guide employees through large-scale business transitions.
  • Support employee engagement and organizational development initiatives.
• Talent Systems, Analytics & Reporting
  • Administer talent management systems and optimize accurate employee data.
  • Serve as a functional power user within the Talent Management platform.
  • Analyze workforce and talent data to identify trends and provide actionable insights.
  • Monitor and report on key talent metrics, including retention, promotion readiness, and development participation.
• Governance & Compliance
  • Ensure talent practices comply with organizational policies and employment regulations.

Education

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field.

Experience

• 3–5 years of dedicated experience in talent management, organizational development, or human resources, ideally in a healthcare system.
• 3–5 years of experience working with HRIS and talent management systems.
• 3–5 years of experience supporting enterprise talent management programs.

Certifications

One of the following is preferred:

• Professional Human Resources Certification
• Society for Human Resource Management – Certified Professional
• Society for Human Resource Management – Senior Certified Professional