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Banner Health Assessment & Evaluation Program Manager in Des Moines, Iowa

Primary City/State:

Phoenix, Arizona

Department Name:

HR Assessment & Evaluation

Work Shift:


Job Category:

Human Resources

Primary Location Salary Range:

$30.84/hr - $51.40/hr, based on education & experience

In accordance with Colorado’s EPEWA Equal Pay Transparency Rules.

Help move health care into the future. At Banner Health we are changing health care to make the experience the best it can be. If that sounds like something you want to be part of, apply today.

Help 55,000 team members to realize their potential and reach their aspirations. Join the Customer Obsessed award winning team in Banner. Find flexibility through schedule, where you work (remote), and with the skills you get to flex through design, reporting, and implementation.

As the Assessment & Evaluation Program Manager, you’ll play a pivotal role in the ongoing growth and scalability of our talent development programs. If you enjoy managing innovative projects in a fast-paced environment and contributing to the growth and development of others then look no further. We are looking for team members who follow their passion, think critically, and want to make a difference in healthcare.

Within Banner Health Corporate, you will have the opportunity to apply your unique experience and expertise in support of a nationally-recognized healthcare leader. We offer stimulating and rewarding careers in a wide array of disciplines. Whether your background is in Human Resources, Finance, Information Technology, Legal, Managed Care Programs or Public Relations, you'll find many options for contributing to our award-winning patient care.


This position supports Talent and Organizational Effectiveness programs and the Assessment and Evaluation team through the development and implementation of program evaluations and individual assessments, data analysis, best practice research, consultation to leaders and Executives, making recommendations based on research and expertise, and general program management.


  1. Effectively establishes partnerships with various stakeholders (subject matter experts, employees, leaders, physicians, Executives, HR partners, customers, etc.) as appropriate.

  2. Remains current on best practices for HR domains of leadership development, talent management, learning, training, assessments, measurements, and other applicable areas. Effectively applies skills and knowledge in his/her practice.

  3. May conduct best practice research to ensure HR and organization are utilizing best practices within and across industries in the areas of talent management, succession planning, leadership development, employee engagement, action learning, High Potential programs, personnel assessments, training and development, education, learning, change management, coaching, organizational design among other topics. Effectively establishes and maintains partnerships with external research organizations to stay up-to-date with latest research and findings. Shares best practices proactively with others in Talent and Organizational Effectiveness and across HR and the organization.

  4. Supports the continuous improvement of Talent and Organizational Effectiveness offerings (courses, programs, etc) through a comprehensive process containing both qualitative and quantitative analysis. Leverages a strong scientific background and understanding of the rigor and value of objective metrics. Implements a thorough evaluation process measuring the effectiveness and ROI of various HR programs.

  5. Translates complex and integrated data analysis into meaningful and easy to understand summaries. Effectively able to identify key points of information within larger streams of data and distill critical issues that need to be emphasized to leadership and key stakeholders. Effectively able to identify recommendations based on expertise and data analysis as well as communicate these recommendations and findings to various levels of leadership to secure buy-in, commitment, and action. Provides support to ensure clients understand the data/findings and can integrate this information in support of meeting their goals or strategic objectives. Effectively able to conduct and lead meetings, interviews, and focus groups.

  6. Effectively manages program or service line from idea generation, research, project planning, communication, implementation, data analysis, presentation of findings, and the integration of results into continuous improvement of program.

  7. May lead or facilitate the use of individual, team or organizational assessments to include personality assessments, behavioral assessments, motivational assessments, fit assessments, work style assessments, cognitive assessments, multi-rater feedback assessments, assessments used within selection processes (e.g., background checks, reference checks), team effectiveness indices, employee engagement measurements, etc. Effectively able to interpret results, communicate appropriate information to various audiences, and lead the correct use and implementation of assessments throughout the organization. This may include supporting various individuals or teams through the facilitation of team meetings, the interpretation of their assessment results, the implications for the individual/collective leadership, creating recommendations for ongoing development, and/or other activities to help meet the clients’ goals and needs.

  8. May conduct job analyses, develop competency models, and perform gap analyses to identify underlying causes and connections between the work and aspects that lead to successful performance.

  9. Interacts with all levels of the organization. Plays a key role in evaluating programs within Talent and Organizational Effectiveness, and in designing and administering individual assessments throughout the organization to identify strengths and developmental opportunities of individual employees, physicians, leaders, and Executives.


Must possess a strong knowledge and understanding of training and development, organizational effectiveness, data analysis, and organizational psychology as normally obtained through the completion of a bachelor’s degree in organizational psychology, business administration, human resources development, organizational behavior, or related field or through advanced education and work experience in the field of training and development.

Proven experience designing, developing, implementing and delivering comprehensive programs and/or supporting organizational effectiveness efforts as typically demonstrated with five years of progressively responsible experience. Must demonstrate knowledge of evaluation or training measurement principles and concepts. Must demonstrate strong oral and written communication skills to effectively establish and maintain successful relationships with all partners/stakeholders. Must possess exceptional project management, organizational and time management skills; ability to work in a fast-paced and quickly changing environment. Ability to plan, develop and coordinate multiple projects. Ability to work independently, but also be a strong team player. Ability to communicate effectively. Adept at working effectively in a matrix environment.

Must demonstrate strong personal computer skills including extensive experience with office desktop applications.


Master’s degree preferred. Additional related education and/or experience preferred. Expertise with Microsoft Access or other database management tools preferred.

Additional related education and/or experience preferred.

EOE/Female/Minority/Disability/Veterans Banner Health supports a drug-free work environment.

Banner Health complies with applicable federal and state laws and does not discriminate based on race, color, national origin, religion, sex, sexual orientation, gender identity or expression, age, or disability