Talent and Learning Specialist

As a Talent and Learning Specialist at Definitive Healthcare, your main responsibilities will involve collaborating with the VP of Talent Management to execute an integrated talent strategy. This includes identifying capability gaps, implementing performance management, leading training initiatives, and enhancing the overall employee experience through effective onboarding and learning programs.

To qualify for the Talent and Learning Specialist position at Definitive Healthcare, you'll need at least 3 years of experience in learning and development or employee experience, strong communication skills, and a proven ability to facilitate engaging training sessions. Experience in project management and relationship building is also essential for this role.

At Definitive Healthcare, employee engagement and development are at the heart of what we do. As a Talent and Learning Specialist, you'll lead programs that support high-potential development, facilitate leadership workshops, and curate content for regular learning events. This ensures a continuous learning environment for all team members.

Definitive Healthcare stands out as an attractive workplace due to its commitment to a collaborative culture, employee development, and community service, highlighted by initiatives like the DefinitiveCares program. The company is also recognized for its excellence in compensation, innovation, and work-life flexibility, providing a fulfilling environment for its staff.

Talent and Learning Specialists at Definitive Healthcare have various opportunities for community involvement, primarily through the DefinitiveCares program. You can volunteer with over 40 charitable organizations that align with your passions, contributing to causes like healthcare, education, and social justice, all while building stronger connections within the team.

To answer this question effectively, think about specific examples from your past experiences that demonstrate your methodologies, successes, and the types of programs you’ve implemented, emphasizing your role in driving employee growth and engagement.

Use the STAR method to showcase your approach: define the situation, the task you undertook, the actions you implemented, and the results you achieved. Discuss how you've collaborated with HR and line managers to identify those gaps and develop tailored training initiatives.

Describe specific programs or techniques you’ve utilized in past roles to improve onboarding, including how you measured the effectiveness of those strategies. Highlight collaboration with various departments to ensure new hires feel welcomed and prepared.

Share a detailed case study of a training program you've led, focusing on the objectives, the content you created, how you delivered it, and the feedback you received. Highlight any measurable outcomes that demonstrate its success.

Discuss your methods for staying informed, such as attending industry conferences, participating in webinars, following relevant publications, and networking with other professionals. Emphasize your commitment to continuous learning and how that benefits your work.

Explain your experience with specific talent management systems, such as Betterworks, and how you’ve leveraged these tools to streamline processes, monitor employee progress, or generate useful reports to inform decision-making.

Outline the key performance indicators (KPIs) you utilize to evaluate learning programs. Discuss feedback collection, employee performance data comparisons, and any qualitative data you analyze to assess effectiveness and drive improvements.

Hands-on communication is crucial for success in this role. Illustrate how you keep stakeholders informed, how you adapt your communication style to your audience, and how effective communication contributes to the overall success of talent programs.

Highlight your organizational and planning skills by detailing how you set goals, timelines, and resources for projects. Discuss how you adapt to challenges and ensure the program stays on track, including collaborating with multi-disciplinary teams.

Talk about your approach to relationship-building, including how you negotiate contracts, collaborate on program content, and how you leverage these partnerships to provide value to internal stakeholders and improve talent outcomes.