As the Director, Talent Management you will be responsible for delivering on the strategic vision for manager and leader development, performance management and engagement and other critical talent practices. The role collaborates with our People Strategy team to build and develop high performing teams at DFCI in a way that is unique to our organization and our mission.

The Director and their team provide organizational development solutions and services to the Institute which focus on achieving our long-range plan through alignment of strategy, structure, processes, people, and rewards. This includes design and execution of talent programs that address the workforce capabilities, skills and competencies needed to support current and future goals of the business.

The Director partners across the HR function to integrate the output of talent programs into other key areas, such as talent acquisition, rewards and learning and development to ensure DFCI operates with a cohesive people platform.

This position’s work location is partial remote with two or three days per week remote. The selected candidate may only work their remote days from a New England state (ME, VT, NH, MA, CT, RI).  

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

• Talent Management
  • Develop and execute a talent management strategy aligned with DFCI’s goals and objectives. Provide guidance and support for implementing effective talent management practices throughout the organization. Establish an organization-wide talent assessment process for leadership and senior management. Identify critical talent gaps, develop succession pipelines, and implement workforce planning strategies.
• People Manager and Leader Development
  • Create a culture of people manager excellence by working with business owners to establish clear expecations and incentives for leading people. Introduce and improve skill development and assessment tools to build capacity and capability.
  • Provide leadership development programs to enhance the capabilities of current and future leaders. Collaborate with executive stakeholders to identify leadership competencies, co-design development programs, and provide or arrange coaching, mentorship, and mobility opportunities to high-potentials.
• Performance Management
  • Accountable for the performance management process to ensure its effectiveness at advancing organizational goals. Oversee the team developing performance metrics and frameworks, provide expertise and coaching on delivering constructive feedback, and strengthen the relationship between pay and performance.
• Employee Engagement
  • Foster a culture of employee engagement and recognition through initiatives promoting satisfaction, well-being, and a sense of belonging. Conduct employee surveys, communicate findings to leadership, and recommend improvements.
• Talent Analytics
  • Utilize data and analytics to measure the effectiveness of talent management initiatives. Make data-driven decisions, identify trends, and address talent gaps and development needs proactively.
• Stakeholder and Change Management
  • Collaborate with key stakeholders, including senior leaders, managers, and HR business partners, to understand the talent needs of the organization and the development and learning needs of the workforce. Engage in strategic thinking, analyze complex situations, and create buy-in for a path forward. Demonstrate proficiency in managing change, growth, and uncertainty; balance the need for change and innovation with the desire to provide stability; navigate resistance and setbacks; and anticipate and overcome barriers.
• Team Management
  • Exhibit strong leadership skills, integrity, and the ability to develop and inspire a diverse team. Motivate and enable the team to meet goals, adopt innovative approaches and technology, and provide excellent service at scale. Create and sustain a psychologically safe team environment where all can thrive. Displays good judgment for risk-taking and act decisively to create positive impact and best outcomes. Demonstrate and nurture solution- and team-orientation.

SUPERVISORY RESPONSIBILITIES:

6-8 full-time employees in a talent management center of expertise

• Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, or related field (Master's degree preferred)
• Ten or more years of talent management experience and demonstrated success in providing HR services in a large, complex organization (10K+ employees)
  • Preferably in sectors such as higher education, academic medicine, research, health care, biomedical/pharma, research, or government or in management consulting to organizations in these sectors

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

• Experience in multiple human resources disciplines including HR Business Partner (HRBP), talent management, learning and development, OD, or talent acquisition
• Deep HR functional knowledge and proficiency in key HR competencies, including business acumen, talent development, agility, HR data, relationship management, and strategic consulting.
• Proven experience in talent management and leadership development, ideally in a managerial or leadership role within HR.
• Strong knowledge of talent management strategies, performance management frameworks, and learning and development best practices.
• Excellent leadership and interpersonal skills, with the ability to build relationships and influence stakeholders.
• Exceptional analytical and problem-solving abilities, using data to drive talent management decisions.
• Strong project management skills, managing multiple initiatives and priorities simultaneously.
• Excellent communication and presentation skills, effectively conveying complex information.
• Proficiency in HR software and learning management systems.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong. As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff. Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other groups as protected by law.

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