We are seeking a Director Talent Management provides strategic and operational leadership for enterprise-wide talent management functions at Howard University Hospital with primary oversight of compensation talent acquisition and leave management. This role ensures alignment of talent strategies with hospital and university objectives regulatory compliance market competitiveness and a strong employee value proposition that supports clinical academic and operational excellence.
SUPERVISORY ACCOUNTABILITY Provides direct and indirect supervision of managers professional staff and vendors supporting compensation administration recruitment and onboarding and leave administration. Exercises authority over work planning performance management policy implementation and process improvement initiatives.
NATURE AND SCOPE Internal contacts include hospital executive leadership clinical and non-clinical department heads finance legal compliance payroll and university Human Resources partners. External contacts include compensation survey providers recruitment firms benefits and leave administrators regulatory agencies and peer healthcare institutions. The position operates in a complex academic medical center environment requiring high levels of judgment confidentiality and collaboration.
PRINCIPAL ACCOUNTABILITIES Lead the design administration and governance of compensation programs including job architecture market pricing salary structures incentive plans and pay equity analyses. Ensure compensation practices comply with applicable federal state and local regulations and align with university and hospital policies. Oversee end-to-end talent acquisition strategy including workforce planning recruitment operations employer branding selection practices and onboarding for clinical and non-clinical roles. Partner with hospital leadership to address hard-to-fill and mission-critical roles through data-driven sourcing and retention strategies. Direct leave management programs including FMLA ADA accommodations workers' compensation coordination and other statutory and institutional leave programs. Collaborate with payroll benefits and third-party administrators to ensure accurate and timely leave processing and employee support. Develop and monitor key talent metrics and dashboards related to compensation competitiveness time-to-fill turnover and leave utilization. Lead continuous improvement initiatives to streamline talent management processes enhance employee experience and reduce manual workarounds. Provide consultation and guidance to leaders on talent-related matters change management and organizational effectiveness. Prepare reports analyses and recommendations for executive leadership and governance bodies as needed.
CORE COMPETENCIES
Strategic Talent Management Demonstrates mastery by developing and executing an integrated talent management strategy aligned with Howard University Hospital's clinical academic and operational priorities. Translates institutional goals into actionable workforce plans anticipates short- and long-term talent needs and proactively addresses workforce risks. Serves as a trusted advisor to senior leadership on talent strategy succession considerations and organizational readiness.
Compensation Strategy and Analytics Exhibits deep expertise in compensation design and governance by applying market data internal equity analyses and pay-for-performance principles to inform sound decision-making. Demonstrates mastery through the ability to interpret complex data conduct pay equity and competitiveness studies and clearly communicate compensation recommendations to executives managers and stakeholders. Ensures compensation programs support attraction retention and compliance objectives.
Healthcare Recruitment and Workforce Planning Demonstrates advanced capability in leading end-to-end talent acquisition strategies within a healthcare and academic medical center environment. Shows mastery by optimizing recruitment processes improving time-to-fill and quality-of-hire metrics and deploying innovative sourcing strategies for hard-to-fill clinical and mission-critical roles. Partners effectively with leaders to forecast workforce demand and align recruitment strategies accordingly.
Regulatory Compliance and Risk Management Maintains expert-level knowledge of employment compensation and leave-related laws and regulations including FLSA FMLA ADA and other applicable federal state and local requirements. Demonstrates mastery by ensuring consistent compliant application of policies mitigating institutional risk and advising leadership on complex or sensitive employee matters with sound judgment and discretion.
Data-Driven Decision Making Applies advanced analytical skills to leverage workforce data dashboards and metrics to inform strategy and continuous improvement. Demonstrates mastery by translating data insights into clear recommendations measuring the effectiveness of talent initiatives and using evidence-based approaches to guide executive decision-making.
Leadership and Team Development Demonstrates mastery by building developing and leading high-performing teams across compensation talent acquisition and leave management functions. Fosters a culture of accountability collaboration and continuous learning. Coaches and mentors staff sets clear expectations and effectively manages performance to achieve operational excellence.
Process Optimization and Automation Exhibits strong capability in identifying inefficiencies and leading process improvement initiatives. Demonstrates mastery by streamlining workflows reducing manual workarounds and leveraging technology and automation to enhance accuracy scalability and employee experience across talent management functions.
Stakeholder Partnership and Communication Demonstrates mastery through the ability to build strong relationships with executives clinical leaders HR partners and external stakeholders. Communicates complex talent concepts clearly and persuasively adapts messaging to diverse audiences and effectively influences outcomes while maintaining trust transparency and professionalism.
MINIMUM REQUIREMENTS • Bachelor's degree in Human Resources Business Administration Healthcare Administration or a related field Master's degree preferred. • Seven 7 or more years of progressive human resources leadership experience with significant responsibility for compensation and talent acquisition healthcare or academic medical center experience strongly preferred. • Demonstrated knowledge of compensation methodologies employment and leave laws and recruitment best practices. • Proven ability to lead teams manage complex projects and influence senior leaders. • Strong analytical communication and change management skills.