Director, Workforce Planning & Talent Management

At Claritev, we pride ourselves on being a dynamic team of innovative professionals. Our purpose is simple - we strive to bend the cost curve in healthcare for all. Our dedication to service excellence extends to all our stakeholders - internal and external - driving us to consistently exceed expectations. We are intentionally bold, we foster innovation, we nurture accountability, we champion diversity and empower each other to illuminate our collective potential.

Be part of our amazing transformational journey as we optimize the opportunity towards becoming a leading technology, data, and innovation voice in healthcare. Onward and Upward!!!

JOB SUMMARY: The Director of Talent Management is a senior HR leader responsible for developing and executing comprehensive talent strategies that align with the organization's business objectives. This role involves strategic oversight of workforce planning, talent development, performance management, and employee engagement initiatives. The Director acts as a key advisor to senior leadership, ensuring that the organization attracts, develops, and retains top talent to drive business success. Additionally, this position will manage a team of HR professionals, providing leadership and guidance to ensure effective execution of talent strategies.

1. Strategic Leadership:
a. Serve as the primary talent advisor to senior leadership, providing strategic guidance on all talent-related matters.
b. Develop and implement talent strategies that support the organization's long-term business goals and objectives.
2. Talent Strategy & Workforce Planning:
a. Lead the development and execution of workforce plans to meet current and future business needs.
b. Identify and address talent gaps through strategic recruitment, development programs, and internal mobility initiatives.
3. Performance Management:
a. Oversee the implementation of performance management processes, ensuring alignment with business objectives.
b. Provide coaching and support to senior leaders on pay for performance management best practices, including setting expectations, providing regular feedback, and managing underperformance.
4. Talent Development & Succession Planning:
a. Conduct regular talent reviews to identify high-potential employees and key talent within the organization.
b. Collaborate with leaders to develop and implement succession plans to ensure a robust pipeline of future leaders.
5. Employee Engagement & Retention:
a. In partnership with the Director of Employee Experience, implement strategies to enhance employee engagement, morale, and retention across the organization.
6. Change Management:
a. Lead and support organizational change initiatives, ensuring effective communication and minimal disruption.
b. Provide coaching to leaders on managing change and fostering a culture of adaptability.
7. Diversity, Equity & Inclusion (DEI):
a. Champion DEI initiatives, ensuring that talent strategies promote a diverse and inclusive workplace.
b. Collaborate with leadership to embed DEI principles into all talent management practices.
8. Talent Metrics & Analytics:
a. Utilize data-driven insights to inform talent decisions and strategies.
b. Regularly review talent metrics with leadership to identify trends and develop action plans.
9. Compliance & Risk Management:
a. Ensure all talent management practices comply with legal requirements and company policies.
b. Advise on and mitigate potential risks related to employee relations, performance issues, and other talent-related matters.
10. Team Leadership:
a. May manage a team of HR professionals, providing leadership, mentorship, and development opportunities.
b. Ensure the team effectively executes talent strategies and delivers high-quality HR/Talent services to the organization.
11. Collaborate, coordinate, and communicate across disciplines and departments to promote engagement strategies and talent development. Work with senior leaders to assist with creating action plans to improve the overall employee experience for their teams based on survey data/analytics.
12. Ensure compliance with HIPAA regulations and requirements.
13. Demonstrate Company's Core Competencies and values held within.
14. Please note due to the exposure of PHI sensitive data -- this role is considered to be a High-Risk Role.
15. The position responsibilities outlined above are in no way to be construed as all encompassing. Other duties, responsibilities, and qualifications may be required and/or assigned as necessary.

JOB SCOPE: This incumbent works independently and uses sound judgment and decision-making skills. The incumbent has the ability to use creativity to operate "out of the box" when usual approaches are not effective yet can also use creativity "in the box" when required. The incumbent understands how their own tasks and responsibilities are related to other departments and the company business. The incumbent is highly collaborative and partners with stakeholders across the organization.

COMPENSATION: The salary range for this position is $160K- $180K. Specific offers take into account a candidate's education, experience and skills, as well as the candidate's work location and internal equity. This position is also eligible for health insurance, 401k and bonus opportunity.