• Lead and drive innovative human resources programs, policy and processes including but not limited to: employee relations, compensation, benefits, recruiting, performance management, reward & recognition and employee communications, basic HR law/standards, HRIS and organizational development initiatives such as: succession planning, leadership development and training. Recommends and establishes company policies and procedures related to Human Resources.
• Evaluate company culture and provide recommendations on changes to accomplish company goals and objectives. Establish and implement short- and long-range departmental goals, objectives, policies, and operating procedures based upon Corporate direction.
• Prepares budget for areas of responsibility to reflect an increase in value for the customer. Evaluates tasks and processes to identify opportunities for improvement in efficiency. Prioritized capital needs of the organization based upon goals, and technology required for patient care. Develop and manage annual budgets, assists CFO and Finance team in preparing necessary labor, benefits and other business costs related to personnel management. Manages direct expenses in assigned areas per budgeted level (relative to budget) and seeks new growth opportunities that maximize value for the organization. Updates Senior Management on variances containing qualitative and quantitative analysis with action plans for the next financial period.
• Recommend and maintain an organizational structure and staffing levels to accomplish company goals and objectives. Evaluate procedures and technology solutions to improve human resources data management.
• With recruiting staff, develops a robust recruiting strategy and a strong talent pipeline. Defines the company’s talent requirements based upon the organization’s growth model over the next five years.
• Creates company strategic training and organizational development plans to meet personal, professional, and organizational needs of employees
• Oversees the design and development of benefits and compensation strategy and programs and ensures regulatory compliance and competitive salary and benefit plans. Works with Finance to ensure compliance with ancillary compensation and benefit programs for physicians and executive staff.
• Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
• Demonstrates personal leadership by working with Senior Management/or appropriate co-workers to manage an improvement in the effectiveness of each assigned organizational committee or group meeting including leading the corporation’s Employee Engagement improvement efforts, company programs and Wellness Initiatives. Co-leads HR/Finance Meeting and Culture Action Team.
• Facilitates the individual development of assigned staff (those in a reporting relationship) through effective selection, orientation, performance evaluation, interpersonal communication, and coaching. Maintains employee satisfaction rating above peer group norms or achieves consistent improvement for areas of responsibility. Writes and reviews job descriptions on an ongoing basis for those in a reporting relationship. Conducts Department meetings when appropriate. Conducts Department rounds daily with leadership members in a reporting relationship.
• Drives customer-focused HR leadership and support across company to address all human resources and organizational development-related issues, concerns, and activities.
• Improves customer loyalty by improving services in assigned areas and, focuses on our Leadership standards/principles. Immediately investigates and resolves concerns or complaints with assigned services. Directly manages the appropriate internal follow-up regarding the concern or complaint. Acts as a change agent for patient focused care in assigned services.
• Directly influences the improvement of our collective results through a visible presence in assigned service areas, engaging with processes, monitoring performance and building relationships. Commits to a safe environment for customers & guests. Responds to service concerns in person.

• Bachelor’s degree in Human Resources; Master’s preferred
• HRCI/SHRM certification preferred
• Minimum of 10 years’ experience in a senior-level Human Resources position including 5+ years managing staff with at least 3 years in a VP or executive role demonstrating prior Strategic Human Resources leadership experience.
• Experience in management of salary administration plans and benefit programs.
• Experience in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
• Knowledge of state and federal Human Resources laws and regulations.
• Knowledge of HRIS, compensation and benefits programs and training.
• Knowledge of employee and leadership development strategies.