Lead Executive Leadership Development Consultant
Sioux Falls, SD, USA | Sanford USD Medical Center
Industry:Healthcare - Hospitals
Job Description:68 people have viewed this job
The Lead Executive Leadership Development Consultant is responsible for leading a team of professional consultants to design and manage the enterprise-wide delivery of innovative and technology-enabled executive leadership development practices and programs to advance leadership capability with value-driven, measurable outcomes for the organization.
Supports the executive talent review process (e.g., talent assessments, succession planning, development plans and movement opportunities) in order to identify high potential leaders as well as candidates in the leadership pipeline. Supports the design of an executive leadership competency model and framework. Designs, innovates and facilitates comprehensive executive leadership development programming end-to-end, inclusive of instructional design, curriculum/content curation, program structure, assessment strategies, and experiences. Uses a blended learning approach such as on-demand/situational learning, social learning, structured programs, mentorships, coaching and experiential learning.
Facilitates pinnacle executive leadership programs through a variety of modalities (e.g. in-person, virtual, social learning and blended settings). Identifies appropriate subject matter experts and faculty to serve as trusted partners to assist in program design and execution.
Designs and manages executive leadership mentor and coaching programs.
Collects and analyzes development plan input data (e.g., executive assessments, performance reviews, previous development plans, competency assessments, etc.) to create high-quality, personalized development plans. In partnership with Organizational and Talent Effectiveness Consultants, supports HR Strategic Partners to ensure they are equipped to execute development plans for their executives.
Monitors the execution and progression of development plans and creates a reporting cadence to communicate progress to HR Strategic Partners and Chief Human Resources Officer. Analyzes enterprise talent data, assists in development of materials for talent discussions at senior leadership levels, as well as for boards.
Identifies and implements metrics to measure coaching effectiveness, succession/bench strength, and strength/change of executive successors' leadership competencies.
Proactively creates "next practice" experiential learning strategies and leadership development solutions to meet the future needs of the organization.
Designs and implements proactive communication and change management plans to ensure executive leadership development
initiatives are well executed.
Understands the healthcare marketplace and Sanford's strategic plans in order to effectively drive talent strategies that create business value and results.
Analyzes program effectiveness and recommends continuous improvement methods, ensuring they are innovative and providing tangible value to end-users. Creates and uses strong success metrics to monitor and evaluate impact and ROI of programs. Develops reports on program effectiveness and makes recommendations for program enhancements and improvements.
Proactively engages in external research to stay current on leadership development trends and best practices.
Exhibits the ability to work on collaborative and professional teams with a proven ability to build strong relationships. Demonstrates exceptional presentation, facilitation, written and verbal communication skills with a demonstrated ability to develop compelling messaging for diverse audiences and drive groups to consensus and outcomes. Displays a growth, learning mindset and is ready to promote new ideas and situations regularly. When needed, acts as a hands-on project leader that can shift seamlessly between strategy and execution.
Bachelor’s degree in human resources, organizational development, industrial/organizational psychology, business, healthcare administration or related discipline. Master’s preferred.
Minimum of five years’ progressive leadership development experience. Expertise in talent management, organization effectiveness, workforce planning, performance management, career development, employee engagement, leadership coaching or related field.
Experience with leadership curriculum development, executive leadership competencies, executive onboarding and succession/bench strength metrics/measurement.
Experience in working with c-suite executives and direct reports with the ability to maintain upmost confidentially.
Experience in using/implementing technology solutions (e.g. virtual sessions and e-learning).
Previous experience working with business stakeholders in a cross-functional matrix environment.
Demonstrated leadership presence and maturity, with a proven ability to build relationships with senior leaders and followership with all levels of the organization.
Experience contributing to high-impact HR function that drives successful business outcomes.
Proven track record in creating collaborative and influential partnerships with HR Strategic Partners and stakeholders to create alignment between business strategy, goals, behaviors, and culture to drive performance.
Experience in a growth organization where ambiguity, quick decision-making and change agility skills are an everyday occurrence.
Proficient experience in business productivity tools (e.g. MS Word, PowerPoint, Excel and SharePoint).
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