Norfolk, VA
Aug 25, 2020
Dec 09, 2020
Full Time
The VP of Talent Strategy is a critical role responsible for leading the Learning and Workforce Preparedness Team. Ensures continuous review and realignment of the learning and talent strategy with business objectives. Oversees all processes and programs related to the employee development lifecycle. Responsible for ensuring these programs are modernized to reflect the new design of teams and innovative learning methods. Manages specific areas of talent such as continuous and periodic performance development, succession management, learning and development, high potential development and workforce planning. Designs, develops and manages ongoing implementation of talent management and workforce innovation initiatives. Ensures all talent programs are innovative and leading practice but also cost effective to the business.Collaborates with DE&I team to develop processes to create a sense of belonging to maximize the collective intelligence of teams and unlock the potential of all talent. Ensures the integration of DE&I. Align talent and development programs with DE&I strategies to drive increased diversity in Organization's leadership ranks. Demonstrate a strong, visible and continued commitment to the attraction, development and retention of diverse leadership, management and employee top talent.


Education Level
Bachelor's Level Degree
Master's Level Degree

10 Years Education
10 Years Strategic Planning


Establishes and implements a robust learning and development curriculum for all levels aligned with the Sentara Leader Model. Leads the business and Human Resources in understanding future skill needs and identifying/developing leading edge workforce innovations. Collaborates with the business, defines the current and expected future talent needs of the organization and how to meet them through development and acquisition of talent.
Implement metrics and analytics to measure staffing needs, workforce planning initiatives, forecasting and projections, staffing implications for growth and expansion initiatives, system-wide. Creates programs and solutions to identify and assess high potential employees and invest in their development, early in the talent life cycle. Creates a sustainable, ongoing succession management process to ensure the right leaders are ready when and where they are needed. This includes the identification of pivotal (key) roles and increased readiness through the understanding of internal and external talent pipelines. Understands culture and the levers to develop key attributes of a healthy culture that support business objectives and team member engagement. Serves on local, regional and state Workforce Boards representing the healthcare industry and Sentara's needs.

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