Manager, Talent Management and Organizational Development

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At Merrimack Health, we are committed to pay transparency and equity. The base salary range is $50.61 (Min) — $75.92 hourly (Max), excluding fringe benefits and potential bonuses.

Your final base salary will be determined based on your education, experience, licensure, and internal equity considerations. Offers are typically made below the top of the range to support future salary growth.

Job Summary

As the Manager, Talent Management and Organizational Development, you will be under the general direction of the Director, Human Resources. This position plays a critical role in leading recruitment and development initiatives to cultivate a high-performing workforce across the organization. As a key member of the Human Resources Leadership Team, the incumbent is responsible for establishing recruitment initiatives and leading talent management strategies that drive employee engagement, learning and development, performance management, succession planning and organizational effectiveness in alignment with organizational goals. This role requires strong emphasis on relationship building and the ability to engage confidently and collaboratively with individuals at all levels of the organization and community partners.

Duties And Responsibilities

• Act as a strategic advisor to leadership, providing guidance on talent management strategies and training solutions in alignment with organizational objectives.
• Collaborate with leadership to identify priorities, workforce planning needs, and succession strategies to build a strong leadership pipeline.
• Create, implement, and execute recruiting and talent development objectives.
• Lead the development and implementation of recruiting strategies, processes, and initiatives to meet current and future staffing needs.
• Promote a culture of high performance and continuous improvement in alignment with organizational objectives and values.
• Partner with leadership to align talent needs and priorities, identify areas of staff development, foster employee engagement and succession planning to prepare future leaders.
• Provide strategic leadership in the design, implementation and continuous improvement of recruitment processes and initiatives.
• Cultivate strong relationships with hiring managers to understand their service line operations, workforce characteristics, and talent needs.
• Oversee talent acquisition pipeline strategy, including but not limited to, internship programs and marketing initiatives supporting talent recruitment efforts.
• Develop and implement talent acquisition strategies to effectively source, attract, and hire qualified candidates in alignment with business objectives.
• Achieve recruitment results by approaching the talent market with innovative job advertisements, sourcing strategies, and branding initiatives.
• Establish and manage individual key performance indicators for direct reports and assess team performance against these metrics.
• Partner with leadership to assess individual and team training needs, identify performance challenges, and create scalable solutions across the organization.
• Conduct a comprehensive assessment of workforce competencies to identify skill gaps and develop strategic, targeted interventions.
• Design, implement, and manage workforce development programs aligned with organizational goals and community needs.
• Partner with HR leadership and business units to identify talent gaps and workforce planning needs.
• Provide strategic support to leadership through ad hoc reporting and predictive analytics to optimize workforce planning.
• Define and monitor key performance indicators for training and development needs, effectiveness, and outcomes.
  
  

EDUCATION AND RELATED EXPERIENCE: Required:

• Bachelor’s degree in human resources management or comparable degree program.
• Eight to Ten (8–10) years of progressive Talent Management/Development experience in a complex environment; minimum of three (3) years in a management capacity.
• Three to Five (3–5) years of experience recruiting within a healthcare/hospital environment.
• Hands-on experience working in a union environment and/or experience with labor negotiations.
• Strong business acumen and leadership skills.
• Exceptional organizational skills are a necessity.
• Solid understanding of all relevant regulatory laws and requirements.
• Excellent interpersonal skills and confidence in building positive relationships and working collaboratively at all levels.
• Ability to adjust to shifting priorities in a fast-paced working environment.
• Strong listening and communication skills (both verbal and written), with proven ability to maintain confidentiality.
• Strong attention to detail, project management skills, timely execution, and excellent follow-though.
• Exceptional knowledge and experience with Symplr (or comparable ATS), ADP, general HR technology systems, and MS Office.
• Advanced Excel knowledge.
• Ability to work on site with frequent, local travel to each hospital.
• Flexibility to attend outside office hour events and on occasion support 2nd and 3rd shift management and staff.
  
  

Preferred

• Human Resources Certification, Professional in Human Resources Certification (PHR), or Senior Professional in Human Resources Certification (SPHR), SHRM-CP or SHRM-SCP. Certifications must be current.
• Master’s degree in Human Resources, business or related field.
• Twelve (12) years of progressive Talent Acquisition/Development experience in a complex environment; minimum of eight (5) years in a management capacity.
  
  

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