Chief Human Resources Officer

The Chief Human Resources Officer is responsible for systemwide leadership of all functions of Human Resources, Payroll, Employee Health, Child Development Center, Volunteer Services and Chaplain Services. Works alongside and collaborates with the Executive Leadership team, board of directors, and appropriate committees to influence and define organizational strategy and priorities in both short- and long-term planning. Responsible for elevating and leading all areas of organizational effectiveness and human resources. Executive Leadership Leadership Models Union Health’s values and leadership attributes in a way that is consistent with our mission and vision. Actively contributes as a senior leader and member of the Executive Leadership team. Participates in development of strategy and facilitates execution of initiatives for the organization related to all areas of responsibility. Ensures all areas of responsibility operate with high quality, financial stewardship and in compliance with all applicable laws and regulations. Along with the Executive Leadership team and direct reports, facilitates financial forecasting and planning and development of operating budgets for all assigned functions in alignment with organizational priorities. In collaboration with Executive Leadership leadership, develops clear strategies and plans for areas of responsibility that will drive Union Health toward top decile performance compared to benchmarks. Serves as a strategic business partner to Executive Leadership management on matters related to cultural transformation, human resources strategic decision-making, organizational structure, selection and development, and HR practices, structures, and programs that enable peak performance. Actively supports implementation and refinement of leadership management systems at Union Health. Provides direction and advises Executive Leadership team members, organizational leaders, and the Board of Directors on matters related to areas of responsibility as needed. In coordination with the Executive Leadership team, keeps Union Health board members appraised of operational performance and status of strategic initiatives through regular written and oral updates, as deemed appropriate. Maintains high visibility within the organization. Carefully considers and balances the needs and desires of areas or responsibilities to that of the overall system strategic direction, needs, and priorities. Works collaboratively and respectfully with peers to achieve desired outcomes. Human Resources and Talent Management Assumes overall responsibility for human resources, total rewards, talent development, child development center, employee health, volunteer services, payroll, chaplain's office, and educational services. Set a clear vision for the teams and guide, mentor and develop leaders to function at an elevated level, creating accountability for each team member. Provides guidance/direction in developing, maintaining, and implementing the assigned areas of business plans. Identifies strengths and weaknesses related to professional performance and utilizes available resources to enhance and promote growth and development of health system. Implement and strengthen talent acquisition initiatives that build a workforce for the future, investing in workforce development and talent pipeline development. Continually improve co-worker and provider engagement and satisfaction, identifying processes and programs that will support top decile levels of engagement throughout the organization. Position Union Health as Best-in-Class as measured by external parties. Assist the senior leadership team around organizational development and ensure organizational structure is designed so that staff and leadership are functioning at or above the level of expectations. Inspire the senior leadership team and the board to have a futuristic approach to organizational design and workforce planning. Continually evaluate, assess, and make recommendations regarding current HR systems and capabilities to utilize data and analytics to make human resources decisions. Ensure human resources data is transparently available and leaders and various audiences in the organization are equipped with real-time, objective data to make decisions. Fosters a culture ofco-worker safety. Promotes and maintains harmonious relationships between and among co-workers, physicians, departments, and the community. Interprets and communicates new regulations and procedures for management personnel. Develops and reviews annual budgets with leaders of designated areas of responsibility; makes recommendations which support improvement and innovation. Provide trusted data and recommendations to the leadership team and other key stakeholders to inform decisions. Operational Areas of Oversight (Employee Health, Child Development Center, Volunteer and Chaplain Services) Set a clear vision for the teams and guide, mentor and develop leaders to function at an elevated level, creating accountability for each team member for assigned areas. Assists in establishing sound and efficient principles of patient /customer experiences for assigned areas. Reviews, approves, and develops business plans for new services and programs for implementation, as well as for the purchase of capital equipment as appropriate. Accountable for creating a supportive culture for safety, quality improvement, and customer satisfaction. Identifies, recommends, and implements new processes, technologies, and systems to improve and streamline organizational processes and use of resources and materials. Represents System in dealing with outside agencies, partners, and relationships. Negotiates, executes, or advises on professional contracts in collaboration with appropriate stakeholders. Assists in directing and establishing policies and regulations. Develops and reviews annual budgets with leaders of designated areas of responsibility; makes recommendations which support improvement and innovation. Presents periodic performance reports and metrics to the chief Executive Leadership officer and other leadership and stakeholders. Other Demonstrates professional conduct and positive attitude. Demonstrates clear and concise verbal communication. Communicates relevant information clear, concise terms. Demonstrates and adheres to Union Health’s leadership standards. Organizes effectively to accomplish administrative and management goals. Demonstrates initiative, adaptability, and dependability in relationships with co-workers and providers. Follows system policies and procedures. Assumes responsibility for professional growth and development. Keeps informed of current trends by attending appropriate educational programs and reading current journals. Makes plans to meet self-learning needs through self-study, in-service education, and continuing education. Performs staff evaluations within the prescribed time outlined in performance evaluation and competency assessment policies. Meets organization policies for education and training. Utilizes new internal and external information to improve performance. Participates in Union Health’s Compliance Committee and adheres to the Union Health Compliance Program. Completes other responsibilities and duties as assigned. Master’s degrees preferably in business administration or related field. Minimum of ten (10) years progressive relevant leadership experience, with at least five (5) years occurring in a healthcare setting. Extensive knowledge and background in HR functions (colleague relations, recruitment, and retention, compensation, and benefits) and related customer service functions, preferably in the healthcare industry. Thorough understanding of federal, state, and local equal employment opportunities (EEO) laws and regulations. Proven ability to execute strategic initiatives at the Executive Leadership level. #J-18808-Ljbffr