Manager, Performance Management and Engagement

Overview

Reporting to the Director, Talent Management, the Manager, Performance Management & Engagement is responsible for assessing and understanding the talent needed by the Institute to meet its mission and organizational goals, and devising broad-scale, population-level talent strategies and practices that will have the greatest strategic impact.

The Manager will have one or more direct reports, with responsibility for day-to-day oversight of their work along with their ongoing performance management and career development.  The team will collaborate closely with our People Strategy (HR generalist / business partner) team to build and develop high performing teams at DFCI using proven, best practice approaches, adapted to our organization and its mission.  This includes design and execution of talent programs that address the workforce capabilities, skills and competencies needed to attain current and future goals of the business.

The Manager, Performance Management and Engagement will translate this broad strategy into talent development programs, practices, and initiatives that enhance the skills, experience, and performance of all employees, with a focus on advancing the overall performance capability of Dana-Farber and harnessing the sentiment and engagement of our workforce.

The role must build effective relationships and collaborate across the talent management team, greater HR and with various departments to identify organizational talent needs, design and deliver programs, and measure effectiveness. The successful candidate(s) will be a strategic thinker with a passion for talent management and a track record of driving human capital development within organizations.

Located in Boston and the surrounding communities, Dana-Farber Cancer Institute is a leader in life changing breakthroughs in cancer research and patient care. We are united in our mission of conquering cancer, HIV/AIDS and related diseases. We strive to create an inclusive, diverse, and equitable environment where we provide compassionate and comprehensive care to patients of all backgrounds, and design programs to promote public health particularly among high-risk and underserved populations. We conduct groundbreaking research that advances treatment, we educate tomorrow's physician/researchers, and we work with amazing partners, including other Harvard Medical School-affiliated hospitals.

Responsibilities

Performance Management and Employee Listening

• Accountable for the performance management process to ensure its effectiveness at advancing organizational goals and employee performance – including influencing overall strategy, designing process and tools, and ensuring adequate support and training exists for all participants.
• Oversee the team developing performance metrics and frameworks, provide expertise and coaching on delivering constructive feedback, and strengthen the relationship between pay and performance.
• Foster a culture of employee engagement and recognition through initiatives promoting satisfaction, well-being, and a sense of belonging. Conduct employee surveys, communicate findings to leadership, and recommend/drive progress on improvements.

Stakeholder and Change Management:

• Engage in strategic thinking and planning, analyze complex situations, and create buy-in for a path forward.
• Demonstrate proficiency in managing change, growth, and uncertainty; balance the need for change and innovation with the desire to provide stability; navigate resistance and setbacks; and anticipate and overcome barriers.

 Needs Analysis:

• Collaborate with key stakeholders, including senior leaders and managers across the enterprise and the People Strategy team to identify common skill gaps and development needs.
• Conduct regular assessments to evaluate current talent development initiatives for relevance and effectiveness and identify areas for improvement.
• Gather insights from People Strategy team on organizational issues and challenges that suggest a talent development-based solution. Assess the effectiveness of talent programs and services on this basis.

 Program Design and Delivery:

• Design, develop and implement comprehensive talent development programs that appropriately balance experiential learning through job assignments and mobility, mentoring and relationships, and formal learning experiences.
• Work with DFCI Learning team to create engaging and effective learning materials, workshops, and e-learning modules to support programs or serve as standalone content.
• Design and deliver program sessions to employees that reflect audience segmentation, modality, materials, and success measures -- ensuring content relevance and engagement.

 Performance Evaluation:

• Establish and monitor metrics or key performance indicators (KPIs) to measure the effectiveness of talent development programs.
• Analyze training data and feedback to make continuous improvements to the programs.

 Collaboration and Partnership:

• Establish strong cross-functional relationships with internal stakeholders to ensure alignment with Institute goals and objectives.
• Collaborate with external training providers, educational institutions, and professional organizations to leverage resources and expertise.

  Budget and Vendor Management:

• Develop and manage the talent development budget, ensuring cost-effective training solutions.
• Build productive vendor and sourcing relationships to augment internal capabilities and leverage best-in-class solutions.

 Compliance and Quality Assurance:

• Ensure all talent development initiatives comply with relevant laws and regulations and are in alignment with DFCI’s values and policies.
• Maintain the highest quality standards for training materials and delivery.

 Team Management:

• Exhibit strong leadership skills, integrity, and the ability to develop and inspire a diverse team.
• Motivate and enable the team to meet goals, adopt innovative approaches and technology, and provide excellent service at scale.
• Create and sustain a psychologically safe team environment where all can thrive.
• Display good judgment for risk-taking and act decisively to create positive impact and best outcomes.

SUPERVISORY RESPONSIBILITIES:  Will manage a team of one or more direct reports

Qualifications

• Bachelor’s degree in human resources, organizational development, education, or related field (Master's degree preferred).
• Minimum of seven years of experience in talent development, organizational development, or a related field, with a demonstrated focus in driving performance management and / or employee engagement strategies, processes, and programs.
• Certified Professional in Talent Development (CPTD) or similar certifications a plus.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED:

•  Proven track record in designing and implementing successful talent development programs.
• Strong knowledge of adult learning principles, instructional design, and training methodologies.
• Excellent communication and presentation skills.
• Ability to manage multiple projects and initiatives simultaneously.
• Exceptional analytical and problem-solving abilities, using data to drive talent management decisions.
• Strong project management skills, managing multiple initiatives and priorities simultaneously.

At Dana-Farber Cancer Institute, we work every day to create an innovative, caring, and inclusive environment where every patient, family, and staff member feels they belong.  As relentless as we are in our mission to reduce the burden of cancer for all, we are equally committed to diversifying our faculty and staff.  Cancer knows no boundaries and when it comes to hiring the most dedicated and diverse professionals, neither do we. If working in this kind of organization inspires you, we encourage you to apply.

Dana-Farber Cancer Institute is an equal opportunity employer and affirms the right of every qualified applicant to receive consideration for employment without regard to race, color, religion, sex, gender identity or expression, national origin, sexual orientation, genetic information, disability, age, ancestry, military service, protected veteran status, or other groups as protected by law.

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