Career Development Liaison

Current Employees:

If you are a current Monument Health employee, please apply via the internal career site by logging into your Workday Account and clicking the "Career" icon on your homepage.

Primary Location

Rapid City, SD USA

Department

CS HR Development Programs

Scheduled Weekly Hours

40

Starting Pay Rate Range

$60,403.20 - $75,504.00

(Determined by the knowledge, skills, and experience of the applicant.)

Job Summary

The Career Development Liaison plays a critical frontline role in supporting candidates and caregivers as they pursue career advancement, particularly into licensed and certified clinical roles. This position serves as a connector between individuals at varying career stages, internal and external resources, career pathway opportunities, and operational leadership across the health system.

Working in close partnership with the Manager, Director, clinical leaders, and other cross functional stakeholders, the Career Development Liaison helps design, operationalize, and manage career pathway strategies that support long-term workforce growth. This role focuses on removing barriers to advancement, coaching individuals through key transition points, and building sustainable structures that strengthen the clinical talent pipeline.

This role requires regular in-person presence to support frontline teams, engage stakeholders, and ensure effective execution of career advancement initiatives across operational settings.

Monument Health offers competitive wages and benefits on qualifying positions. Some of those benefits can include:

*Supportive work culture

*Medical, Vision and Dental Coverage

*Retirement Plans, Health Savings Account, and Flexible Spending Account

*Instant pay is available for qualifying positions

*Paid Time Off Accrual Bank

*Opportunities for growth and advancement

*Tuition assistance/reimbursement

*Excellent pay differentials on qualifying positions

*Flexible scheduling

Job Description

Essential Functions:

Career Coaching & Individual Support

• Provide individual and group career coaching, both in-person and virtually, to candidates and caregivers pursuing licensed or certified clinical roles.
• Guide individuals in understanding licensure, certification, education, and clinical experience requirements.
• Develop clear, actionable career roadmaps aligned with individual aspirations and organizational workforce needs.
• Support individuals through key transition points such as securing resources, flexible employment arrangements, pre‑licensure preparation, certification completion, and role advancement.
• Facilitate on campus and remote workshops and group sessions focused on resume development, interview preparation, and foundational professional skills.
• Serve as a consistent point of contact and advocate throughout each individual’s career advancement journey.

Talent Pipeline Support

• Engage, track, and support early stage and advancing clinical talent within designated pipelines.
• Partner with hospital and ambulatory leadership in person and remotely to execute pipeline strategies for high need or hard-to-fill roles.
• Monitor participant progress, milestones, and readiness indicators to ensure pipeline health.
• Identify delays, challenges, or barriers within pipelines and elevate insights and recommendations to leadership.

Workforce Pipeline Development

• Design, implement, and manage talent pipelines across clinical and select nonclinical healthcare roles, from entry level through mid‑career stages.
• Collaborate on campus and virtually with community colleges, vocational programs, workforce agencies, and educational partners to identify and recruit pipeline participants.
• Develop and facilitate structured career pathway programs, including apprenticeships, internships, and earn while you learn models.
• Contribute to the development and maintenance of career pathway resources, guides, and supporting materials.
• Ensure both individuals and leaders understand available advancement opportunities and support structures.
• Gather feedback and recommend enhancements to improve pathway design and overall caregiver experience.
• Build and sustain a network of external partners and community organizations to support ongoing talent sourcing and development. This will include networking events throughout our community and via virtual opportunities.

Collaboration & Leader Partnership

• Partner with hiring managers, clinical educators, and HR stakeholders in the hospital and ambulatory settings to align coaching efforts with operational and workforce demands.
• Influence consistent, equitable advancement practices through education, collaboration, and shared understanding.
• Serve as a liaison between HR, department leaders, and external workforce partners to ensure alignment on hiring and development priorities.
• Contribute to the advancement of flexible and creative workforce strategies that support diverse career pathways.

Data, Insights & Continuous Improvement

• Maintain accurate documentation of coaching interactions, participant progress, and career outcomes.
• Provide regular updates and insights, via in-person and virtual presentations, to the Manager, Director, and other key stakeholders regarding trends, risks, successes, and opportunities.
• Support reporting related to career advancement outcomes, pipeline growth, and readiness metrics.
• Share frontline insights to inform program improvements, change initiatives, and system‑wide workforce strategies.

Additional Requirements

Required:

Education - High School Diploma/GED Equivalent in General Studies

Experience - 1-2+ years Human Resources, Workforce Development, or related experience

Preferred:

Education - Bachelor’s or Master’s degree in Healthcare, Human Resources, Education, Workforce Development, a Clinical or related field

Physical Requirements:
Light work - Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects.

Travel:
Travel is primarily local during the business day, although some out-of-the-area and overnight travel may be expected. <25% overnight travel: Regional and National

Job Category

Job Family

Human Resources

Shift

Requires the ability to work assigned schedules and hours as determined by the department

Employee Type

Regular

15 Corporate Services Division

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Monument Health is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or protected Veteran status.