Principal, Talent & Performance Management

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This is a Stanford Health Care job.

A Brief Overview
As the Principal Talent and Performance Management you will lead the design implementation and continuous evolution of the integrated Performance Management Talent Review and Succession Planning strategies and processes. You will play a significant role in enabling our more than 20000 employees to collectively serve our more than one million patients each year. Your role is critical to maximizing employee and organizational development and performance by driving the multi-year vision and roadmap for these systems. You will partner across the organization acting as a senior advisor and coach to leaders ensuring accountability and championing a feedback-rich culture where performance thrives. You will utilize a data-driven mindset and Digital & AI Fluency to implement technology solutions ensuring high quality measurable objectives and continuous improvement across all talent processes.

Locations
Stanford Health Care

What you will do

• Talent and Performance Management Strategy & System Ownership
  Strategy and System Architecture: Own the multi-year vision strategy and roadmap for the integrated performance management talent review and succession planning systems. Lead the continuous evolution of these processes to maximize employee and business performance.
  Performance Management Leadership: Lead the design and implementation of a comprehensive Performance Management system balancing clarity development and accountability.
  Goal Setting & Standardization: Create and implement an organization-wide approach to goal setting (including training and resources) to ensure employees have clear high-quality measurable goals.
  Talent Review & Succession: Drive the redesign co-facilitation and continuous improvement of the Talent Review and Succession Planning processes partnering with HRBPs and senior leaders to identify assess and develop successors for critical roles.
  Talent Acceleration & Retention: Design and implement programs to retain and accelerate top talent and ensure development plans for executive successors are fully operationalized.
  Senior Advisor: Advise and coach leaders on implementing the tools and frameworks needed to champion a feedback-rich culture where performance and growth thrive

• Data & Innovation
  Data-Driven Innovation: Utilize data employee voice and design feedback loops to drive ongoing innovation and continuous improvement across all talent processes.
  AI Integration: Define business requirements for and facilitate the integration of AI/LLM-powered workflows agents or decision support tools into talent systems to enhance process efficiency and decision-making.

Education Qualifications

• Bachelors degree in a relevant discipline from an accredited college or university. Preferred Education/Certification: Masters degree in a related field (e.g. Organizational Development Industrial/Organizational Psychology Human Resources or Business Administration/MBA) strongly preferred. Specialized certifications in leadership and/or organizational development are a plus.

Experience Qualifications

• 10 years of progressive experience in talent and performance management and/or related fields.

Required Knowledge Skills and Abilities

• Technical Expertise & System Acumen
  Extensive experience: Proven track record of designing launching and scaling high-impact performance management talent reviews succession planning and promotions processes.
  Product/Systems Mindset: Demonstrated success in building owning or significantly overhauling an enterprise talent/performance system with a strong product approach (i.e. successfully shipped measurable releases).
  Behavioral Expertise: Expertise in behavior change adult learning and systems design with a demonstrated ability to embed these principles into organizational culture.
  Digital & AI Fluency: Strong knowledge of emerging AI technologies in talent and performance management with the ability to evaluate design tools that enhance process efficiency and program scalability.

• Leadership & Influence
  Enterprise Leadership: Strong enterprise leadership skills including the ability to influence senior executives guide large-scale change and build momentum around bold ideas.
  Strategic Communication: Excellent communication skills (written verbal presentation and facilitation) with the ability to translate strategy into enterprise-wide practices and consistent rituals.
  Partnership & Collaboration: Demonstrated ability to establish strong collaborative partnerships with HR partners and leaders across the organization.
  Flexibility & Adaptability: Demonstrated ability to navigate organizational ambiguity and pivot strategic priorities in response to evolving business needs and/or internal data insights.

• Execution & Process
  Data-Driven Innovation: Ability to use data employee voice and design feedback loops to drive ongoing innovation and continuous improvement.
  Process Orientation: Highly organized and process-oriented with the ability to manage complexity adhere to strict timelines and maintain the highest quality standards.
  Autonomy: Ability to drive work independently take initiative and operate effectively within a fast-paced environment.

Preferred Knowledge Skills and Abilities

• AI/Agentic Fluency: Experience defining business requirements for deploying LLM-powered workflows agents/copilots or decision support in HR/talent contexts.

• Prior experience within the healthcare industry

Licenses and Certifications

• Gallup-Certified Strengths Coach preferred

These principles apply to ALL employees:

SHC Commitment to Providing an Exceptional Patient & Family Experience

Stanford Health Care sets a high standard for delivering value and an exceptional experience for our patients and families. Candidates for employment and existing employees must adopt and execute C-I-CARE standards for all of patients families and towards each other. C-I-CARE is the foundation of Stanfords patient-experience and represents a framework for patient-centered interactions. Simply put we do what it takes to enable and empower patients and families to focus on health healing and recovery.

You will do this by executing against our three experience pillars from the patient and familys perspective:

• Know Me: Anticipate my needs and status to deliver effective care

• Show Me the Way: Guide and prompt my actions to arrive at better outcomes and better health

• Coordinate for Me: Own the complexity of my care through coordination

Equal Opportunity Employer Stanford Health Care (SHC) strongly values diversity and is committed to equal opportunity and non-discrimination inall ofits policies and practices including the area of employment. Accordingly SHC does not discriminate against any person on the basis of race color sex sexual orientation or gender identity and/or expression religion age national or ethnic origin political beliefs marital status medical condition genetic information veteran status or disability or the perception of any of the above. People of all genders members of all racial and ethnic groups people with disabilities and veterans are encouraged to apply. Qualified applicants with criminal convictions will be considered after an individualized assessment of the conviction and the job requirements.

The salary of the finalist selected for this role will be set based on a variety of factors including but not limited to internal equity experience education specialty and training. This pay scale is not a promise of a particular wage.