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.