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Wellstar Health System · 2 months ago

Exectuive Director of Human Resources

WCO - Wellstar Corporate Office

Full-time

Hybrid

Director/Executive

10+ years exp

Wellstar Health System is a leading healthcare organization dedicated to enhancing the health and well-being of every person they serve. The Executive Director of Human Resources will lead and manage the full scope of HR functions for the Shared Services and Post Acute Divisions, focusing on developing a comprehensive HR strategy that drives organizational performance and talent development.

FitnessHealth Care

Responsibilities

Partner closely with the VP of HR, Shared Services and Post Acute Services, and Wellstar System Leadership including the Executive Vice Presidents to define and implement an HR strategy that supports the overall business goals, long-range plans, and operational excellence of the Shared Services functions (e.g., Finance, Legal, Supply Chain, IT)

Deeply understand the Shared Services/Corporate function's business priorities, financial goals, and operational challenges to proactively align the HR agenda

Lead and facilitate organizational design and change management initiatives to ensure the Shared Services and Post Acute structure is optimized for strategic agility, efficiency, and future growth

Act as a trusted advisor and coach to Wellstar executives and managers on all HR-related issues, including organizational design, change management, executive coaching, and talent strategy

Drive and support organizational design and workforce planning initiatives to ensure the Shared Services and Post Acute structures are optimized for efficiency, growth, and future needs

Partner with the HRVP on the HR due diligence and integration efforts for any System-level mergers, acquisitions, divestures, or significant structural changes

Drive the Shared Services workforce planning process, collaborating with leadership to forecast talent needs and build a strategic staffing plan

Accountability for human capital, financial, programmatic, and quality performance, regulatory oversight, standardization related to human resources. Monitors to insure variance analysis and resolution

Sets prioritization of operations to achieve system objectives while assuring continuous quality improvement and outcome excellence for the Human Resource Function

Identifies high risk areas for regulatory compliance; trains staff, monitors and ensures compliance

Monitors HR performance outcomes via benchmark analysis and facilitates accountability via defined expectations and goals

Develops departmental/Division strategic plans and works with leadership to facilitate goal achievement

Lead and align the training and development of WellStars supervisors, managers, directors, and senior leadership

Proactively analyze the root causes of issues (before they become major or spread). Build open and strong relationships with line management, performing on-going assessment plus organization diagnosis; and implement strategies, tactics appropriate to OD interventions to address and measure the effectiveness of HR work

Through careful analysis of trends, treat problem (not symptoms) and resolve issues before they negatively impact business operations (i.e., recruitment, staffing, retention, conflict resolution, labor cost escalation and productivity goals) and to improve and positively impact WellStars performance

Strategically partner with other HR & System leaders, especially in the areas of Benefits, Compensation, HRIS, Learning, Quality, Cultural Competence, Compliance and Recruitment in developing, communicating, and championing programs designed to achieve system and operational objectives

Promote integrated system focus (we/we = win/win), while balancing operating unit needs

Establish mechanism for ongoing and effective communication to leaders on key organizational or site-specific initiatives

Identify and facilitate proactive problem resolution of Employee Relations hot beds and day-to-day issues

Lead, create and sustain, through partnership with the operating units leadership, a culture that supports Wellstars Strategic Plan (i.e., its mission, values alignment, and organizational effectiveness) and by building and sustaining performance management rigor (i.e., assuring that the right people are hired, trained, developed, supported for career and performance growth)

Integrate organization development and culture development to support the Employer of Choice strategy for Wellstar Health System

Create and reassure the effectiveness of a communications infrastructure within Wellstar which would effectively achieve employee & management communication objectives

Regularly assess HR departmental operations effectiveness, including constantly surveying and improving customer satisfaction

Ensures compliance with EEOC, OSHA, Immigration Laws, FLSA, TJC and other regulatory bodies

In conjunction with above, monitor the effectiveness and impact of Human Resource policies. Provide supervision and counsel to HR Consultant staff for employee relations and policy interpretation issues

Assume line management department responsibilities for WellStar and HR operations. (budget)

Provide leadership and creativity and innovation for WellStar recognition programs and other employee functions, including measuring the effectiveness of such programs

Participate in workforce development activities, i.e., long range recruitment and retention strategies

Performs other duties as assigned

Complies with all Wellstar Health System policies, standards of work, and code of conduct

Qualification

HR strategy developmentHR technology platformsAnalytical skillsOrganizational change managementProject managementEmployee relationsStakeholder managementProcess improvementCollaborative leadershipProblem-solving skillsCommunication skills

Required

Bachelors Business Administration/Management or Bachelors Human Resources Management or Masters Business Administration/Management-Preferred

Minimum 10 years strong progressive HR experience in all functional areas of Human Resources Required

Minimum 5 years operating specially as a Senior HR Business Partner or a leadership level supporting executive level groups, preferably within Hospital Operations or Corporate functions Required

Proficiency in HR technology platforms (e.g Workday)

Strong reporting, analytical and project management skills

Exceptions communication and stakeholder management skills

Strategic mindset with the ability to influence and drive change

Strong problem-solving skills and decision-making abilities. This role can have supervisory responsibility for BHR staff and/or contractors

Expertise in operational efficiency and process improvement

Deep understanding of the HRBP operating model and its integration with COEs

Ability to navigate and lead organizational change in complex, matrixed environments

Collaborative leadership and the ability to build strong relationships across diverse teams

Preferred

Masters Business Administration/Management-Preferred

PHR - Prof in Human Resources-Preferred within 6 Months or SPHR - Sr Prof in Human Resources-Preferred within 6 Months or SHRM-CP - SHRM Certified Professional-Preferred within 6 Months or SHRM-SCP - SHRM Sr Certified Professional-Preferred within 6 Months