CHRISTUS Health System

Job Description | Job Attributes

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External Applicant Current Associate

Summary:

The Talent Development and Culture Consultant Lead implements the plans, programs, and agenda within the Leadership Development content area of Talent Management. The Talent Development and Culture Consultant partners with business leaders and HR business partners to determine training needs, develop training programs, and demonstrate current program effectiveness through a consistent application of the overarching learning philosophy. The consultant will design, update, and implement in-house and vendor-provided training programs using various delivery methods, including but not limited to classroom, individual, self-paced, and computer-based training.

Responsibilities:

Effective Communication

• Maintains consistent communications with key ministry stakeholders (e.g. HR Strategy Team, Ministry Executives, Talent partners, clinical education, etc.)
• Works closely with TD&C team and TD&C Director to prioritize learning projects
• Renegotiates project timelines and due dates when barriers arise
• Actively listens to leaders, stakeholders, and teams to first understand their needs before responding with solutions
• Manages time effectively to develop a routine cadence for meeting with stakeholders to check-in and understand business needs and required support
• Maintains a high level of respect and professionalism in all verbal and written communications

Teamwork & Collaboration

• Proactively builds and maintains relationships with key stakeholders (e.g. HR Strategy Team, Ministry Executives, Talent team members, etc.)
• Champions and leads collaborative efforts among TD&C team members to share best practices, eliminate duplication of efforts, and offer feedback on issues impacting program effectiveness.
• Identifies the need for, and sometimes leads, inter-department teams and or committees (e.g. tiger teams, engagement committee, etc.)
• Coaches and manages group dynamics working with individuals and teams
• Provides on-the-job coaching and mentoring to new TD&C team members as needed
• Consults on organization-wide or cross-entity strategic planning sessions as needed
• Serves as TD&C representative at stakeholder meetings when the Director of TD&C is unavailable

Change Leadership

• Demonstrates curiosity when change occurs rather than resistance
• Consults on change management strategies for TD&C initiatives
• Asks questions about the “why” of a change when it is not clearly understood instead of making assumptions
• Serve as a champion for team process changes
• Coaches peers who may be struggling to adapt or adopt changes and escalates issues to TD&C leadership team

Drives Results

• Serves as the advisory consultant on highly ambiguous projects involving multiple senior leader stakeholders and requires little guidance from management
• Demonstrates a proactive and “self-starter” mindset while planning, organizing, and managing resources for assigned initiatives
• Remains attentive to details throughout the lifecycle of a project or initiative
• Removes barriers to success in a timely fashion, and doesn’t shy away from adversity. Escalates barriers to leadership when further support is needed
• Remains focused on ways to improve or maintain team’s KPIs.
• Identifies best-practice methodologies and measurement strategies for professional and soft skills development
• Ensures development offerings are connected to true business needs (Likelihood to apply learning)
• Ensures all individual and group needs analyses, and their resulting recommendations are based on measurable outcomes
• Partner with leaders to provide coaching and support in implementing CHRISTUS Health’s core leadership tools and processes (e.g. Glint, 6-month check-in conversations, Kudos, etc.)
• Facilitates Talent Reviews, conducts high potential assessments to ensure that employees have the right skills to meet the strategic challenges of the organization
• Leads organizational improvement efforts for Executives, Physicians, and all levels of leadership; designing processes, tools, and interventions focused on improving operations and team performance

Decision Making & Problem Solving

• Addresses decisions and problems at a level consistent with role’s Decision Tree
• Synthesize conflicting project requirements into an easily understood, cohesive strategy
• Utilizes data-driven insights to guide decisions and recommendations to stakeholder requests
• Demonstrates strong business acumen and sound judgement when forced to make decisions without the desired data
• Gathers feedback from multiple perspectives to inform decision making
• Consistently uses the team’s tools and processes to assess and issue and make recommendations

Values-Based Service

• Demonstrates the CHRISTUS core values in interactions with others
• Demonstrates integrity by being consistent, responsive, and taking personal responsibility when necessary
• Demonstrate a solution-focused mindset to advance our mission even during times of adversity
• Is a trusted role model for team members, showing consistency between words and actions in various situations.
• Demonstrates the courage to be a guardian of the culture when ethical situations arise and informs/escalates to appropriate stakeholders (e.g. HR Strategy, Compliance, etc.)

Promotes Inclusivity

• Gathers feedback from diverse groups when conducting needs analyses.
• Approaches difference with curiosity rather than judgment
• Challenges the existence of bias and stereotypes if they are encountered during team sessions or leader coaching
• Encourages openness and transparency
• Consult with Health, Equity, Diversity, and Inclusion partners to identify appropriate responses or interventions
• Drives a collaborative culture across team in which peers feel they belong

Personal Growth & Awareness

• Own my emotional wake with others and the team
• Demonstrates an internal locus of control
• Demonstrates empathy & compassion toward others
• Ability to receive all feedback with grace & humility
• Demonstrates a commitment to own personal & professional growth
• Serves as a model for application of learning from programs (e.g., using Fierce language and communication models in their own work or engaging in resilience micro habits)

Requirements:

Education/Skills

• Bachelor's degree or higher in business, human resources, or related field strongly preferred. Relevant comparable experience may be considered in lieu of a degree.
• Knowledge in adult learning, strategic thinking, creativity, coaching principles, consulting, organizational development, and continuous improvement.
• Effectively work in a blended (virtual/Face-to-face) and matrixed organizational structure.
• Excellent written, oral, and presentation communication skills.

Experience

• 5+ years of experience designing, implementing, facilitating, or managing adult learning programs and organizational effectiveness strategies- Relevant Experience
• Demonstrated experience in coordinating and/or implementing organizational learning and development frameworks, standards, policies, and procedures.

Licenses, Registrations, or Certifications

• Certifications expected within one year of hire:
  • ATD’s Coaching, Consulting, and Integrated Talent Management Professional
  • Fierce Conversations Facilitator
  • DiSC® Facilitator

Work Schedule:

8AM - 5PM Monday-Friday

Work Type:

Full Time

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