Detroit Medical Center · 10 hours ago
Human Resources Director - DMC Huron Valley-Sinai
Commerce, MI
Full-time
Onsite
Lead/Staff, Director/Executive
5+ years expDetroit Medical Center is a full-service community teaching hospital located in Commerce, Michigan. The Hospital Human Resources Director is responsible for strategic workforce planning and day-to-day HR operations, focusing on talent acquisition, employee engagement, and compliance with HR regulations.
Health CareHospitalMedical
Responsibilities
Develop and execute HR strategies, programs and initiatives that directly align with the hospital business plans and strategies
Champion the journey toward the 'best place to work in health care' by fostering a high-performance culture focus that delivers high quality patient care and excellent patient experience
Be a valuable business partner and high performing member to the Hospital A-Team, including problem-solving, decision support and leadership development
Deliver core HR services including recruiting, employee relations, employee health/safety, employee learning/development, and HR legal/regulatory compliance
Drive efficiency in overall HR operations, including implementation of HR enterprise services, oversight of salary/wages/benefits (e.g., labor standards/staffing, contract labor, overtime, premium pay), and performance on HR operations scorecard/metrics
Design and implement a one to three- and three-to-seven-year workforce plan based on local and national trends and projections
Deliver sound selection, onboarding, and orientation activities to create positive new employment experience and reduce first-year turnover
Foster high employee engagement through the development of strong HR programs and team execution of engagement action plans
Establish effective employee recognition programs
Deliver timely and informative internal communications to employees
Oversee overall pay and labor staffing seeking opportunities to improve productivity
Deliver on HR KPIs and metrics
Ensure compliance with all HR regulatory requirements, employment law, and Joint Commission HR standards
Respond to EEO complaints and prepare position statements
Facilitate the company’s defined FTP process
Direct overall employee health and occupational safety with significant input from the employee Health Nurse, Nursing, Infection Control, and Infectious Disease to ensure that employees have confidence that they are provided a safe workplace
Ensure proper planning, response, and reporting to the following agencies with respect to employee health and occupational safety: Joint Commission, OSHA, CDC, other federal, state, and local agencies
Project workforce gaps considering current staff, local labor market, and national healthcare statistics, trends, and projections
Develop workforce strategies, including full-time/part-time/per diem mix, staffing models, and education strategies/partnerships to prepare workforce for the future
Participate and execute on Tenet-wide leadership development programs including talent mapping, succession planning, emerging talent programs, leadership academies, and other Tenet leadership development programs
Implement Tenet HR enterprise shared services
Deliver leadership education and development, inclusive of transitional leadership training, general leadership effectiveness, diversity and inclusion, and labor relations and employee relations
Collaborates with corporate, regional, and A-Team members to achieve business results (e.g., HR Leader call, monthly HR regional meetings) and shares best practices and successes with others
Viewed by and sought after by leaders as HR advisors and expert with ability to influence decision of others; trusted confidante to CEO (e.g., sought out for personal and professional advice and counsel)
Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions
Provides leadership in building loyalty, trust, and commitment throughout the organization (e.g., leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility)
Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e.g., uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner)
Demonstrates business acumen when managing competing priorities (e.g., presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders instead of changing pay practices)
Participates in workforce planning to ensure an adequate, competent and productive workforce. Create/implement programs supporting the organization’s future workforce needs (e.g., provides factual/current market position information, outlines obstacles/challenges and proposed solutions, creates annual long-term strategic workforce plan for facility, includes diversity/inclusion strategies in all aspects of business)
Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan ensuring continuity of business operations (e.g., creates development and succession plans for all leaders)
Effectively leads the pre-boarding, onboarding, orientation, and assimilation process for new employees (e.g., ensures 30/90 day reviews are conducted)
Leads goal setting and performance review process for facility. Conducts needs assessments and develops training and development programs to ensure goals are attained (e.g., ensures all processes are timely and accurate, development plans are created and followed up on, recommends T and D classes as needed, ensures mandated education is fulfilled without T/O due to timeliness)
Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required
Attends and contributes to the facility business planning process; ensures that the business plan aligns with the 'people plan' as described in the HR workforce plan
Creates, defends, and implements creative/innovative cost reduction strategies for the workforce ensuring that employee engagement and recruitment and retentions strategies are not compromised
Provides global outlook on decisions and aligns with facility business plans when managing competing priorities; delegates to others as required and holds others accountable for results as demonstrated by timely, complete, and effective outcomes
Provides timely responses to corporate and regional leadership ensuring timetables are consistently met (e.g., EAL complaints, Tenet Heroes submissions, TRIPP reports, .edu requirements, etc.)
Consistent and timely administration and communicating of policies, regulations and legal mandates as stated by effective dates on document/policies, etc. Ensure responsible parties understand changes and any related actions
Actively participates in and executes acquisitions and divestitures. HR lead for the facility in manpower planning, benefit, and compensation transitions, all on-boarding and off-boarding, as well as RIF notifications as required
Completes and communicates final investigative results of ER/Labor relations or EAL complaints, or reasons for delay in issuing final results, within 48 hours of receipt
Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs (e.g., annual enrollment, new hire and termination requirements, wellness initiatives, etc.)
Collaborates with legal and ethics/compliance departments on matters related to the enforcement of policies and procedures as well as Tenet’s 'Standards of Conduct;' leads HR in all internal and external audits (e.g. Joint Commission, internal audits, etc.)
Strategically develops and executes creative initiates to increase participation in the annual employee engagement survey; takes the lead in creating and driving facility action plans to completion through focus groups, training, and development, etc
Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies. Plans seamless transitions ensuring minimal disruption of workplace
Understands and articulates HR policy, procedures, and protocols and is able to defend and support organization’s position relative to same and confidently communicate changes
Works with A-Team members to collaborate and deliver cross-functional programs and processes (e.g., cost reduction strategies, quality, and volume-related incentive programs, etc.)
Leads and is held accountable for the 'People Pillar' initiatives for the facility; actively participates in hardwiring and delivering retention strategies for the facility (e.g., leads TRIPP programs including bi-weekly calls as required)
Qualification
Required
BS degree in Business, HR Management or related field strongly recommended
Experience of at least 5 to 7 years in a top HR leadership position
Demonstrated track record of driving high organizational performance and high employee engagement
Preferred
Master's degree or SPHR preferred
Company
Detroit Medical Center
Detroit Medical Center is a hospital.
10001+ employees
Funding
Current Stage
Late StageLeadership Team
Brittany Lavis
Group Chief Executive Officer
Recent News
DBusiness Magazine
2025-09-12
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