The National Association of Latino Healthcare Executives is a national organization led by Latino/Latina executive leaders of U.S. hospitals and healthcare organizations and experts in the fields of health care policy and practice. NALHE was founded in 2005 to increase senior-level Latino representation in hospitals and health systems in the United States. Our goal is to create a future workforce of highly talented Latino healthcare executives who can meet challenge of delivering and improving healthcare in our diverse communities. 

Our Mission
To promote health equity for Latino communities by increasing Latino/a representation within healthcare systems, and by supporting policy, legislation, and regulation that improve health and healthcare for diverse communities.

Our Vision
To be the professional association of choice that transforms the Latino and Latina experience in the national healthcare leadership space.

Industry: Hospitals and Health Care
Company Size: 11-50 employees

National Association of Latino Healthcare Executives

Savvy Admin PROD

**Job Summary**

In addition to the responsibilities listed below, this position is responsible for managing and directing the design and delivery of high quality programs, materials, and other learning and development tools and activities. Additionally, this position is responsible for directing learning operations including planning, budgeting, communications, and administration, ensuring adult learning techniques are applied, measuring individual success and program effectiveness, managing and developing a team or teams of learning and development professionals, building and maintaining relationships with key stakeholders, and collaborating with other Human Resource leadership teams to align programs to overall Human Resources and business strategy.

**Essential Responsibilities**

- Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; hiring, training, and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst departments; strategically evaluating talent for succession planning; setting performance management guidelines and expectations across units; and working closely with employees to set goals and provide open feedback and coaching to drive performance improvement.

- Manages designated units by translating business plans into tactical action items; communicating goals and objectives; ensuring all policies and procedures are followed; overseeing the completion of work assignments; assuming responsibility for decision making; aligning team efforts; building accountability for and measuring progress in achieving results; incorporating resources, costs, and forecasts into unit plans; removing obstacles that impact performance; guiding performance and developing contingency plans accordingly; partnering with key stakeholders and business leaders to ensure products and/or services meet requirements and expectations while aligning with departmental strategies; and influencing units to operate in alignment with business objectives.

- Drives identified strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; partnering with HR and business leadership to evaluate current and future HR and business requirements, to include business cases, to support strategic goals; aligning and integrating HR and business strategies within assigned business lines and shared services; aligning resources; overseeing the execution of strategic action plans; and monitoring performance against SLAs and other key performance indicators.

- Manages the design, development, and execution of HR practices, programs, and initiatives by overseeing the development and implementation of tools, systems, and programs; ensuring the coordinated and timely execution of activities and ensuring buy-in across HR functions, project teams, and business partners; monitoring and identifying gaps in execution or communication; creating and deploying contingency plans to resolve implementation issues as appropriate; monitoring and measuring performance against plans and business objectives; and recommending modification to design and implementation strategies as appropriate to accommodate continuously changing business demands.

Senior Manager, HR Strategy Design, Learning and Development

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