Dir-Benefits Wellness & Employee Health

About the role

Develops, manages and leads the benefits, wellness and employee health teams including occupational health and safety programs. Develops, recommends and oversees all programs; develops and monitors budgets; negotiates contracts and monitors vendor performance; develops metrics/dashboard, and preparation of reports; monitors customer satisfaction; ensures maintenance of appropriate records, maintains current knowledge of regulatory environment; selects, trains, orients and assigns staff.

Job Responsibilities

Define and oversee the strategic planning and operational management activities including budget and resource management for own area; Leverage metrics and analyses to influence HR practices and to validate and revise strategies within own area.

Develop, recommend, and interpret organization-wide HR program goals and objectives, policies and procedures, and courses of action.

Successfully lead multiple large/critical complex projects/program(s) from end to end for own area/department; Drive project execution through teams to ensure timely and cost-effective delivery at high quality.

Be a trusted advisor in HR practices and collaborate with business leaders on critical elements of investigation outcomes.

Promote utilization of the HR offerings within own area and works with employees and managers to facilitate programs.

Strategically engage with key stakeholders (e.g., cross-functional leaders) to share expert advice and influence decision-making.

Support the people aspects of organizational change and people processes; Drive and implement change initiatives to improve efficiency and effectiveness in people management.

Evaluate performance of all direct reports, providing constructive criticism, feedback, and opportunities for professional development.

Perform other duties as assigned to meet the goals and objectives of the department and institution.

Qualifications

• Minimum Education and/or Training: Bachelor's degree required. Master's degree preferred.
• Minimum Experience: Minimum Requirement: Bachelor's degree with 10 + years of experience managing one of more areas within the HR function (e.g. Employee Relations, Compensation, Benefits, HRBP, Talent Management, HRIS), preferably in a healthcare environment.
• Experience working in one or more areas of HR (e.g. Employee Relations, Compensation, HRBP, Talent Management, HRIS etc.) through the design and implementation of organization-wide HR programs.
• Strong experience managing teams.
• Demonstrated track record of high credibility as a trusted advisor. Directing HR objectives, policies and procedures for own area, within the organization.
• Demonstrated experience working in a multi-functional environment, influencing critical cross-functional stakeholders to drive processes/systems and outcomes.
• Strong experience with operational management, budget planning, & stakeholder and resource management.
• Expertise with HR principles and practices, as well as applicable policies and federal, state, & local laws and regulations.
• Proven performance in earlier role.

Special Skills, Knowledge and Abilities

• Drives and monitors clear goal setting, accountability, and feedback for the department (and matrixed teams).
• Manages ER issues as they arise.
• Guides performance of direct reports (or indirect if managing people indirectly) through coaching and development.
• Consistently evaluates and addresses the team’s overarching development needs in line with the talent strategy.
• Proactively builds and maintains key relationships within and outside the organization.
• Guides structured evaluation of priorities with stakeholders for critical decision-making with a long term focus.
• Facilitates communication and solutioning between stakeholders to address needs and perspectives.
• Strategically understands stakeholder needs and manages expectations and relationships on a regular basis.
• Can handle highly sensitive or tough situations with social and emotional grace and maturity.
• Models resourcefulness by reaching out to people within and outside functional groups to get work done effectively.
• Keeps large teams/ departments energized and focused on high-quality results by leveraging data/ analytics-based approaches.
• Builds systems, processes, and capabilities that can set and deliver a high-performance culture.
• Shows strong skills in thinking critically with a systemic view.
• Shows expertise in taking a structured approach to analyze and resolve issues.
• Able to distinguish between different sets of issues, set priorities, and make decisions.
• Crafts the functional strategy aligned with business outcomes by understanding the needs of the business and helping them see the longer-term value from the function.
• Has a strong grasp of the budgeting process and understands where the function can make or lose money to make the right choices that drive business value.

Physical Demands and Working Conditions

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
• While performing the duties of this job, the employee is regularly required to stand; walk; sit; kneel, use hands to finger, handle, or operate; see and/or communicate.
• The employee must occasionally lift and/or move up to 25 pounds.
• This job requires specific vision abilities including close vision, depth perception and the ability to adjust focus.
• The employee must move about the workspace to access work surface and shelves, cabinets, drawers, and equipment that are at, below or above the work surface.

Benefits

St. Jude is an Equal Opportunity Employer No Search Firms St. Jude Children's Research Hospital does not accept unsolicited assistance from search firms for employment opportunities. Please do not call or email. All resumes submitted by search firms to any employee or other representative at St. Jude via email, the internet or in any form and/or method without a valid written search agreement in place and approved by HR will result in no fee being paid in the event the candidate is hired by St. Jude.