Director-Human Resources

Responsibilities

• Administers and deploys integration strategies for overall performance improvement, quality measures/indicators, Joint Commission compliance (where appropriate), service initiatives, and standardization/consolidation of current and new services in areas of accountability.
• Serves as a key advisor and business partner to operational Leadership Teams on a wide range of strategic and tactical HR related matters to include employee relations programs and legal compliance, career development and workforce planning, salary/benefits administration, and organizational and culture alignment.
• Drives change and innovation through “best practices” for human resources program delivery and evaluates outcomes relative to service initiatives, leadership development, and operational goal alignment.
• Works closely with Corporate HRIS and Compensation team on compensation matters to ensure alignment with system policies, practices and/or processes.
• Participates in the annual salary review process to identify areas warranting evaluation due to market conditions.
• Administers employee relations programs to include, but not limited to, interpreting policies, conducting investigations as needed, making recommendations on complex employee relations matters in order to mitigate legal exposure.
• Consults regularly with Corporate CHRO on legal matters and/or regulatory issues.
• Affairs leadership development and/or training needs working with Corporate Continuing Education and Organizational Development (CEOD) team to deploy appropriate programs and/or resources to meet orientation, training and/or educational needs within clinical and/or business settings.
• Facilitates and/or conducts training efforts as needed.
• Works with Corporate CHRO and other key stakeholders to analyze a variety of HR data to include turnover, vacancy rates, recruitment/retention information, productivity metrics, performance data, patient satisfaction results, and/or other employee relations statistics.
• Utilizes data sources to identify areas of opportunities, discover trends, and drill into contributing factors to drive or validate business decisions.
• Consults with and works in collaboration with System Employee Health Services to ensure legal compliance on employee health related issues to include, but not limited to, work related illnesses/injuries, fitness for duty matters, FMLA and/or other legally mandated leaves of absences.

Qualifications

• Minimum Required: 7 years of progressive, outcome-oriented Human Resources experience with 3 years in a leadership role.
• Preferred/Desired: Working experience in both acute care and ambulatory/group practice settings.
• Education: Minimum Required - Undergraduate degree, preferably in an HR or business-related field. Preferred/Desired - Masters’ degree in business or a related HR discipline.
• Training: Demonstrated success serving as a business partner in the implementation of strategic human resources business initiatives, processes, and communication plans to include recruitment/retention, employee relations and legal compliance, team member engagement and development, and salary/benefits administration. Proven ability to facilitate and navigate change in a fast-paced health care environment. Excellent interpersonal and presentation skills to foster a collaborative team approach to HR service and program delivery.
• Licensure: Minimum Required - Professional in Human Resources (PHR) and/or SPHR certification preferred.