From Kelley Stuck: Given the knowledge I have gained after a more detailed assessment of organizational requirements, and in consultation with colleagues who assisted in the search for our Senior Communications Director, I have decided to move forward with a communications consultant rather than filling the position permanently. I am pleased to announce that Ginny Clemenko will join UVA in this consulting role. Ginny and her family recently relocated to Charlottesville to be nearer to family. Before relocating to Charlottesville, Ginny was the Vice President and Group Head for Edelman Public Relations in Washington, D.C., where she provided leadership in areas such as audience research and analysis, writing and editing, social media content and strategy, program measurement and evaluation and stakeholder relations. Ginny will be joining my leadership team in May.
Likewise, I have identified a need for increased support as we transition from current state to future state. To support this important work from an operations perspective, I am posting the position of Sr. Director for HR Strategic Initiatives (position description attached). It is my intent to have all administrative and communications positions within the CHRO office report to this position. The individual in this role will also provide functional direction in partnership with Fredrick Martin in his new role. Please rest assured that I do not intend to increase the number of positions in the CHRO office. This position will be posted internally as soon as possible. I believe that an internal hire will best be able to serve both me and the organization in this role.
We continue to evaluate candidates for the AVP for IMPACT and Decision Support, a broad role that oversees several HR services that will be new to the organization. For this reason, I continue to seek an individual that I believe has the best experience and is a good fit for the organization. More recently posted is the AVP for Talent. The pool of candidates is developing nicely, and I hope to begin selecting candidates to begin the interview process in the next few weeks. Finally, the AVP for Service will post later this week. ESG will be assisting me in conducting all three of these searches.
Thanks for your patience and support during this initial hiring process. I’ve learned a lot and look forward to next steps in building our new HR organization.
From Kelley Stuck: I am pleased to announce that Fredrick Martin will join UVA as the Sr. Director for Change Management on June 19. Fredrick currently serves as the Master Change Agent for Seton Healthcare Family, which is a subsidiary of Ascension Health, the largest healthcare system in central Texas and includes 14 hospitals, 19+ clinics and more than 13,000 employees. In this role, Fredrick has developed and executed the organization’s change management vision, strategy and development. He has supported efforts to grow service lines, deliver patient centered care, and increase physician engagement. Fredrick also has significant experience with organizational development, quality assurance and operations. I thank those of you who assisted in our search process and look forward to introducing Fredrick to the UVA Community.
The Learning Lab launch is officially in progress! In early March, members from Service Delivery, Process and Talent Recruitment met with Darden’s HR team to discuss the Learning Lab implementation, process, and goals. A week later the group met again to take a deep dive into the future-state talent recruitment process map. The Darden team was excited to see the progress the project has made on the future-state talent recruitment process.
We have already built out the process map with nuanced processes from some of our biggest customers, including steps from the School of Medicine’s EIS process and the Medical Center’s Labor Management Strategies group.
In early April, Darden will start running test scenarios through the talent recruitment process with Darden HR team members and project members playing the various roles within the process. For example, HR team and project members will play the hiring manager, finance approver, recruiter, and more!
Darden will begin with ‘80%’ scenarios; this will allow us to ensure the foundation of the talent recruitment process is solid before moving on to more nuanced and complex recruitment scenarios.
Look for more Learning Labs in Q2 this year as we work to refine and validate our future-state processes.