Director Human Resources HF Main Hospital

PRINCIPAL DUTIES AND RESPONSIBILITIES:

• Directs and leads the activities of a team of HR Consultants and/or HR Generalists in the delivery of HR services to assigned Business Partners.  Mentors, coaches and leads staff by providing performance assessment and feedback and advising on professional development and quality performance.  Provides informal coaching, mentoring and guidance to other HR team members, as appropriate.

• Directs and manages all aspects of HR programs, services and initiatives, including collaborating with Business Unit Leaders, Senior Leaders, Executives, and HR COE Leaders to understand, analyze and develop HR plans, supporting service strategy and related action plan(s).  Collaborates with HR COEs to leverage expertise in the areas to Total Rewards to ensure consistency in utilization of standardized programs, policies and procedures.  Participates in determining and leads the development of locally-defined programs and services, as appropriate. Oversees and facilitates the implementation and administration of HR services.

• Collaborates with HR Leaders to ensure accountability of services and support from the Centers of Excellence (COEs).

• Partners with Business Unit leadership and management on developing actions plans and initiatives focused improving work relationships, building morale, and increasing associate engagement, satisfaction, productivity and retention. 

• Interfaces and communicates with CEO, Business Unit leadership and management to provide education on significant, relevant changes in HR policies and programs.

• Partners with Business Unit leaders and directs efforts to identify and determine local business needs with regard to Total Rewards.  Consults with Total Rewards COEs on determining a program strategy, including program design and development; and determines policy and effective approach to implementing, communicating and processing the Total Rewards programs.

• Partners with Business Unit Leaders and Talent Selection in efforts to design and develop programs and tools, determine resource requirements and associated sourcing approaches; analyzes, addresses and prioritizes current and future staffing and talent requirements; provides leadership support to the design, development, implementation and ongoing assessment, evaluation and enhancement of talent development and talent stewardship programs. 

• Oversees and leads and supports engagement with system-wide change leadership, cultural transformation and engagement activities to equip and enable leaders and employees to lead change and drive employee engagement and satisfaction across the HFHS. 

• Provides context/analytic support to business leaders including advising on, interpreting and ascertaining business/operational reports and performance analysis data as it pertains to Talent Selection and other HR operations.

• Contributes to and partners with Business Leaders and workforce analytics to determine appropriate workforce measures and metrics needed to assess associate performance and overall business impact.  Analyzes and presents workforce measures and other related metrics to business leaders for use in resolving issues and driving business decisions.

• Contributes to and partners with Business Unit Leaders and ensures ongoing local alignment with HFHS culture, HR programs and policies.

• Consults and partners Business Unit Leaders to understand, analyze and support employee relations needs, which include planning for and responding to employment situations and provides post critical event information and coaching support in terms of employee relations issues.

• Interfaces and consults with Business Unit Leaders to determine the need for a Reduction in Force (RIF) and works with Employee Relations on designing and developing the RIP process, and preparing severance and separation agreements.

·       Ensures compliance with all legally mandated employment regulations in areas such as Wage & Hour Law, ADA, FMLA, EEO, Fair Labor Standards Act; OSHA, etc. Similar compliance with any applicable employment related requirements of accrediting agencies (AOA, JCAHO, Department of Public Health, etc.)

EDUCATION/EXPERIENCE REQUIRED:

·       Bachelor's degree in Human Resources or Business Administration (or equivalent, substituting two (2) years of acceptable similar career experience per one (1) year of education). Master's degree, preferred.

·       Five to seven (5-7) years of human resource generalist experience. Three to five (3-5) years of significant human resources experience at a management level.