Regional Director Human Resources - HR Business Partners

Summary Partners with regional and facility leadership to translate business needs of a market and/or region into human capital strategies. Responsible for oversight of HR activities in multiple CHRISTUS facilities, the Regional Director, HR Strategy will partner with business leaders to provide strategic direction, HR leadership and monitor operational services for the given market/region. The role is an expert in the field, with broad capability to consult on all areas of HR programs including compensation, benefits, staffing, talent acquisition, organizational development, employee relations, and performance management. Responsibilities Lead the development and execution of HR strategy, ensuring the alignment of strategies to programs and initiatives across the market/region and with CHRISTUS Health. Provide Human Resources leadership to ensure consistency and efficiency for multiple facilities in a market/region. Serve as liaison between the location and market/region to ensure that HR strategies are aligned with the business. Achieve acceptance of HR initiatives, manage change and mitigate conflict at all levels of the organization. Develop solutions to business issues/risks and support quality execution. Work with facility and market/region leaders to identify, develop, and retain high‑potential associates and take appropriate action with low performers. Coordinate with HR Shared Services to deploy HR solutions in the market/region. Support the market/region by consulting on issues such as compensation, training and development, retention, recognition, engagement and talent and performance management. Monitor and ensure the success of market/region based activities such as turnover and other HR metrics. Collaborate with the Centers of Excellence to execute and recommend innovative HR solutions and provide feedback regarding effectiveness of policies, programs, and processes. Collaborate with the HR Services Center in the delivery of services. Identify and develop improvements to HR systems, processes, and policies. Deliver HR policies and procedures training to Associates and facility leadership as needed. Track recurring issues and identify potential training needs. Manage local HR that reports indirectly to Operations. Leadership and oversight of human resources compliance and regulatory requirements to include Joint Commission, CMS, DOL and others. May supervise additional HR resources assigned to the facility(ies). Special projects for the market/region or system as assigned. HR Strategic Business Partner Competencies Action Oriented Enjoys working hard; is action oriented and full of energy for the things he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others. Dealing with Ambiguity Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty. Business Acumen Knows how businesses work; knowledgeable in current and possible future policies, practices, trends, and information affecting his/her business and organization; knows the competition; is aware of how strategies and tactics work in the marketplace. Conflict Management Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise. Customer Focus Is dedicated to meeting the expectations and requirements of internal external customers; gets first‑hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect. Functional/Technical Skills Has the functional and technical knowledge and skills to do the job at a high level of accomplishment. Hiring and Staffing Has a nose for talent; hires the best people available from inside or outside; is not afraid of selecting strong people; assembles talented staffs. Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain. Interpersonal Savvy Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high‑tension situations comfortably. Listening Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees. Managerial Courage Doesn’t hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative actions when necessary. Managing and Measuring Work Clearly assigns responsibility for tasks and decisions; sets clear objectives and measures; monitors process, progress, and results; designs feedback loops into work. Negotiating Skills Can negotiate skillfully in tough situations with both internal and external groups; can settle differences with minimum noise; can win concessions without damaging relationships; can be both direct and forceful as well as diplomatic; gains trust quickly of other parties to the negotiations; has a good sense of timing. Organizational Agility Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations. Dealing with Paradox Can act in ways that seem contradictory; is very flexible and adaptable when facing tough calls; can combine seeming opposites like being compassionately tough, stand up for self without trampling others, set strong but flexible standards; can act differently depending upon the situation; is seen as balanced despite the conflicting demands of the situation. Perseverance Pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks. Political Savvy Can maneuver through complex political situations effectively and quietly; is sensitive to how people and organization’s function; anticipates where the land mines are and plans his/her approach accordingly; views corporate policies as a necessary part of organizational life and works to adjust to that reality; is a maze‑bright person. Drive for Results Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom‑line oriented; steadfastly pushes self and others for results. Self‑Development Is personally committed to and actively works to continuously improve him/herself; understands that different situations and levels may call for different skills and approaches; works to deploy strengths; works on compensating for weakness and limits. Strategic Agility Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans. Managing Through Systems Can design practices, processes, and procedures which allow managing from a distance; is comfortable letting things manage themselves without intervening; can make things work through others without being there; can impact people and results remotely. Understanding Others Understands why groups do what they do; picks up the sense of the group in terms of positions, intentions, and needs; what they value and how to motivate them; can predict what groups will do across different situations. Requirements Education/Skills Bachelor’s degree in HR management, industrial/organizational psychology, learning and development, business administration, or a related discipline or equivalent training and experience required. An expert in the field with a broader capability set across functional areas in HR. Excellent written and oral communication skills, negotiation skills, conflict resolution skills, and presentation skills. Experience 7–10 years of experience in organizational development, performance management, HR management. Healthcare experience preferred. Licenses, Registrations, or Certifications Professional in Human Resources certification (PHR®) or other National HR related certification is preferred. Work Schedule 8:00 AM – 5:00 PM Monday–Friday Work Type Full Time #J-18808-Ljbffr