Director of Human Resources (Talent Management)

Operations and Leadership

• Provide leadership and direction for area of responsibility delegating activities as required for safe, efficient and effective operations.
• Management and optimization of business operations, including workforce planning, resource allocation, and labor optimization.
• Ensure efficiency and scalability based on the size of departments and service lines providing effective support in clinical operations growth and/or retraction, as needed.
• Strategy & Business Development: Participates in short and long-term strategic planning. Works with strategic alliances and partnerships to collaboratively execute business strategies. Articulates strategic plan and tactics to leaders within area of responsibility to create alignment and establish priorities. Adapt operations to emerging market demands.
• Compliance and Policy Development: Ensure adherence to labor laws and hospital policies and oversee the creation and revision of Talent Management policies in line with healthcare industry best practices. Establishes performance measures and ensures that a continuous improvement approach is used to measure actual performance against established standards. Ensures areas of responsibility are performing within standards for quality. Identifies and implement interventions necessary to improve performance. Assures compliance with applicable regulations and standards of accreditation for all Talent Management areas.

Talent Engagement and Culture

• Foster a positive, inclusive workplace culture by implementing initiatives that support staff satisfaction and engagement.
• Critically assesses and identifies engagement opportunities for improvement in collaboration with staff and leadership. Continually encourages action planning and creation of retention programs at the department and organizational level with a focus on practice of Island Health’s CARES philosophy and commitment.

Talent Development

• Lead the design and facilitate the implementation of training, career development, staff core competencies, and leadership programs tailored to the needs of a healthcare and service and care-based workforce. Develop, encourage and support programs that generate and regenerate individuals externally and internally to healthcare careers based on their calling to serve the community supported by Island Health.

Performance Management

• Establish and manage performance evaluation processes, helping leaders and staff set, track and achieve performance goals. Establish disciplinary action steps supported by Just Culture philosophies and in alignment with represented staff under Collective Bargaining Agreements, as well as, non-represented staff.

Total Rewards Strategy

• Oversee compensation and benefits programs to remain competitive within the healthcare industry and support Island Health’s needs. Ensure that Island Health attains and then remains an organization considered to be an anchor institution and employer in the community and the region.

Fiscal Management and Operating Budget

• Operationally responsible for the financial performance including operating and capital budgeting for assigned area of responsibility. Optimizes the utilization and availability of resources. Provides input to staffing and resource planning within areas of responsibility ensuring staffing levels are within established targets. Measures actual budgetary performance against standards and ensures variances are within established targets. Implement written action plans to address variances adjusting strategies as necessary to meet budgetary targets. Promote activities to achieve operational efficiency.

Talent Management

• Recruit and retain diverse talent with a variety of backgrounds, skills, experiences, and viewpoints that reflect the communities we serve. Promote and support a culturally welcoming, inclusive, collaborative, and highly engaged work environment where everyone feels empowered to bring their full, authentic selves to work. Accountable for orientation, ongoing education and training, and competency verification for all employees. Ensure Talent Management metrics (i.e., retention, vacancy, engagement) meet established targets. Utilize workforce metrics to monitor, identify, and respond to workforce trends. Timely completion of employee performance appraisals. Conduct regular meetings, inform team of changes in policy or procedure, and provide information regarding overall strategy and direction of the health plan. Mentor, coach, and support direct reports with building teamwork, professional development, and education to achieve optimal performance and develop talent. Ensure employee engagement survey participation rates and results meet established targets. Mandatory requirements are completed timely by employees. Required licensure, certification, and/or registry are current and in good standing for all employees. Employee performance is monitored and managed. Consult with Talent Management as appropriate regarding employee performance concerns and disciplinary action.

Professional Accountability

• Acts with the highest integrity and ethical standards while adhering to Island Health’s Mission, Vision and Values. Adheres to organizational policies, procedures, and guidelines. Completes assigned training, self-appraisal, and annual health requirements timely. Recognizes and communicate ethical and legal concerns through the established channels of communication. Demonstrates accountability and responsibility by independently completing work, including projects and assignments on time, and providing timely responses to requests for information. Maintains confidentiality at all times. Performs other work as requested that is reasonably related to the employee’s position, qualifications, and competencies.

Collaboration

• Working closely with the Senior Leadership Team and other leadership to align operations with organizational goals. Collaborating with departments like finance, marketing, and information technology to support clinical initiatives. Building strong relationships with key stakeholders including staff, leaders, physicians and community partners. Strategizes and drives process improvements focused on innovative operational models designed to improve operations services. Collaborates with other disciplines for the implementation of programs, policies, and procedures that address how patient care needs of the patient population served are assessed, met, and evaluated. Assists in establishing standards for nursing practices and maintain authority, accountability and responsibility for nursing services. In collaboration with the CNO, supports organizational patient care programs, policies and procedures that describe how nursing care is assessed, delivered and evaluated. Directs and guides directors, managers and supervisors in the selection, hiring, training and development of staff as well as performance appraisal, documentation of deficiencies, performance recognition and disciplinary action; works with Talent Management to plan and implement disciplinary actions as needed; makes recommendations to the CEO regarding the evaluation, promotion, transfer or discipline of nursing and other clinical personnel. Maintains professional affiliations and enhances professional growth and development to keep up with the latest trends in healthcare. Participates in the development of purchase, service and labor contracts, serving as the primary negotiator in some instances. Signs contracts for areas of responsibility. Maintains excellent and close relations with the community to serve the best interest of the facility and community. Maintains an excellent working relationship with the medical professionals and other health-related facilities, professions and organizations. Assisting in planning new services that generate additional sources of profitable revenue.