Senior Director, Talent Management

Who We Are:

The Association of American Medical Colleges is a not-for-profit association dedicated to transforming health care by supporting the entire spectrum of medical education, medical research, and patient care conducted by our member institutions. We are dedicated to the communities we serve and steadfast in our goal to improve the health of all.

At the AAMC, we are committed to supporting our employees with a comprehensive and competitive benefits package designed to promote well-being, professionaldevelopment, and work-life balance. 

• Hybrid Work – Primarily remote roles with the ability to work across the U.S.

• Comprehensive Health & Wellness – Medical, dental, and vision coverage; wellness programs; and fitness reimbursement

• Generous Time Away – Paid time off, holidays, personal days, sick leave, paid parental leave and short‑ and long‑term disability benefits.

• Retirement & Financial Well-Being – 403(b) retirement plan with generous employer contributions and financial planning resources

• Family & Care Support – Backup care for children, elders, and pets, plus resources for families with specialized needs
• Learning & Purpose: Tuition reimbursement, professional learning and development opportunities and the chance to advance a meaningful mission.

Additional information can be found on our website.

Why us, why now?

The Senior Director, Talent Management leads the development and execution of talent management strategies aligned with organizational goals, including but not limited to workforce planning, employee relations, performance management, and succession planning. Assesses talent supply (internally and externally), defines critical gaps, and develops integrated talent management strategies to close the gaps. Oversees learning and organizational development initiatives to optimize human resource capabilities. Collaborates with leadership to shape the organization's long-term direction and drive results with enterprise-wide impact.

How will you make an impact?

Strategic Leadership and Talent Management

·        Collaborates with other HR Leadership team members to develop and implement new workforce strategies to address complex organizational issues.

·        Helps ensure the successful operation of the HR function (e.g. process improvement projects, individual and team development, employee engagement).

·        Responsible for designing and implementing comprehensive talent management strategies (including programs and processes) that are aligned with business objectives.

·        Provides tailored support to members of the Leadership Team, and other AAMC leaders, regarding areas such as talent management, employee engagement, organizational design, reorganizations, change management, performance management, and learning/leadership development.

·        Leads or contributes to the development of change management strategies and plans to promote, integrate, and drive adoption of HR practices and initiatives including professional and career development opportunities, competency models, talent reviews, succession planning, wellness, compensation, and career levels.

·        Establishes and reinforces linkages across HR talent related programs such as AAMC's professional development, compensation and performance management

Employee Relations and Performance Management

·        Oversees employee relations investigations, performance management, promotions, and terminations.

·        Partners with the CHRO and HRBPs on the management of employee relations issues by providing guidance and support.

·        Partners with legal on employee relations issues to mitigate risk and ensure compliance.

·        Designs and champions performance management processes, including coaching, development, performance reviews, and continued alignment of strategic priorities with individual goals. 

Talent Management Team Leadership

·        Manage a team of HR professionals that includes the HRBPs, Talent Acquisition Team, and Learning & Organizational Development Team.

·        Establish the priorities for the talent management team and direct work accordingly.

·        Provide regular feedback, coaching, and support to team members.

·        Stay up to date on trends, best practices, and regulatory changes in human resources, talent management, organizational development, and learning/leadership development.

·        Serve as a SME within the organization, contributing to enterprise-level project

What will you bring to the role?

·        Bachelor’s degree in human resources, or related field required.

·        Minimum of 12 years of human resource experience, including four years in a talent/leadership/learning/organizational development role

·        5-7 years of supervisory experience

·        Working knowledge of multiple human resource disciplines including organizational learning and development, talent management, employee relations, diversity, performance management, and federal and state employment laws highly desired.

·        Experience in the design and implementation of formal and informal learning strategies that drive business results, including action learning and virtual learning.

·        Experience in organizational design, change management, conducting culture/climate assessments, and training design and development for high potential employees.

·        Must be politically savvy and have strong business acumen.

·        Must possess exceptional verbal and written communication skills to effectively work with all levels within the organization.

·        Strong analytical, problem-solving and conceptual skills are essential. Strong project managements skills - ability to plan and coordinate complex projects

·        SHRM-SCP, SPHR, or equivalent certification in human resources preferred.

Remote Work Eligibility

Compensation Grade Range

Multiple factors are taken into consideration to arrive at the final hourly rate/annual salary to be offered to the selected candidate. Factors may include, but are not limited to, the scope and responsibilities of the role, the selected candidate’s work experience, education and training, as well as internal equity, market, and business considerations.

If a bachelor’s degree is required, related work experience may be substituted in some positions.  One year of college course work at an accredited institution is equivalent to one year of related work experience.

The AAMC is an Equal Opportunity Employer. The AAMC is committed to an Equal Employment Opportunity policy in recruitment, hiring, career advancement, and all other personnel practices. The AAMC will not discriminate on the basis of race, color, sex, national origin, religion, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, disability, past or current military service, or any other legally protected characteristic. The AAMC is committed to the full inclusion of all qualified individuals. As part of this commitment, the AAMC will ensure that people with disabilities are provided reasonable accommodations. If reasonable accommodation is needed to participate in the job application or interview process, perform essential job functions, and/or receive other benefits and privileges of employment, please contact the talent acquisition team.

Please attach a resume as part of the application process. It is important that files DO NOT include periods ( . ) within the file name.

BROWSER REQUIREMENTS: Applications must be submitted using Chrome, Mozilla Firefox, Safari, or Microsoft Edge.