Description
Responsible for the overall planning, organizing, implementing, and controlling of human resources and safety functions to promote the effective, efficient, fair, safe, and consistent treatment of employees. Ensure consistent departmental compliance with organizational policies and procedures. Plans, coordinates, and administers employment policies, procedures, and programs, including employee relations, compensation, benefits, training, development, recruitment, safety, and employment.
Qualifications
Bachelor`s degree with a minimum of three to five years progressive human resources experience.
Experience in healthcare industry preferred.
PHR certification required, SPHR certification desired.
Supervisory experience required.
Supervisory safety experience preferred.
Executive Status of Position
The Chief Human Resources Officer (CHRO) is part of the BBAHC Executive Management Team which directly reports to the President/Chief Executive Officer (President/CEO). As part of the Executive Management Team, the CHRO has special responsibilities to the President/CEO, the duty to report certain employment information to the Board of Directors and its committees, and the obligation to effectively communicate, furnish information and maintain a positive working relationship with the Board of Directors, its committees, the BBAHC Staff, the other members of BBAHC`s Executive Management Team, the General Counsel, the Compliance Officer and third parties as further delineated in this job description.
Special Responsibilities
The CHRO is Responsible For:
Providing the President/CEO with focused materials in approved format for the President/CEO`s use when presenting matters to the Board of Directors or any committee. Such presentation materials should be accurate, complete, balanced and comprehensive so as to provide all information necessary for the Board of Directors and any committee to make decisions in compliance with the business judgment rule. The CHRO is responsible for ensuring the input of various departments under the supervision of the CHRO and all appropriate members of the BBAHC Executive Management Team before submission to the President/CEO.
Developing business plans for all areas supervised. The CHRO shall work cooperatively with other members of the Executive Management Team in developing a company-wide integrated business plan. The CHRO shall manage his/her area of responsibility in accord with the integrated and approved business plan.
Ensuring communications within areas of responsibility flow in both directions with subordinate employees receiving relevant information and providing relevant feedback so the President/CEO receives current, complete and accurate information on human resource aspects of BBAHC`s operations and employee morale from the CHRO.
Furnishing the President/CEO with relevant summary information on employee performance, development, capabilities, and morale. The CHRO is the internal expert on human resource matters and his/her viewpoints and analysis cover all divisions and departments even though the CHRO does not have direct supervisory responsibility over affected employees.
Apprising the President/CEO of timely information on any known human relations aspects of compliance problems, the potential impact of such compliance problems on staffing, disciplinary actions taken, associated costs, and status of the problems.
Alerting the President/CEO regarding any and all employment matters which may reasonably be expected to arise at meetings of the Board of Directors, or any committee. This specifically includes employee disputes and other related matters, even though the report of problems may come from other members of the Executive Management Team. While the CHRO is encouraged to coordinate with other members of management, the CHRO needs to report to the President/CEO from a human resources department perspective.
Informing the President/CEO about any human resource problems including but not limited to issues with compensation, retirement, leave, performance appraisals, licensure and other policies affecting the workforce. It is the CHRO`s duty to report on and offer advice on employment trends nationally and within BBAHC.
All of the above responsibilities require scheduling reasonable times for briefing and review with the President/CEO. The CHRO shall work cooperatively with the President/CEO`s Executive Assistant and others to timely schedule meetings so that revisions and changes may be made to materials prior to any presentation to the Board of Directors, any of its committees, and any other organizations. Last minute presentations are reserved for emergencies only.
Duty to Report
As a member of BBAHC`s Executive Management Team, the CHRO has an independent duty to report relevant human resource information through monthly reports to the Board of Directors and to other designated committees as directed by the President/CEO. This includes but is not limited to Alaska Native hire, employee termination and retention, exit interviews, training, succession planning, overtime, employee morale and other information designated by the President/CEO.
Relationships and Communications
In addition to duties owed to the President/CEO as a member of the Executive Management Team, the CHRO has a responsibility to maintain positive working relationships with the Board of Directors and its committees, his/her supervised staff, other BBAHC employees, contractors, consultants, General Counsel, and other individuals working for or with BBAHC. Those responsibilities are more specifically described as follows:
The Board of Directors, the Executive Committee and Other Committees of the Board of Directors. While the CHRO does not report to the Board of Directors, the Executive Committee or committees of the Board of Directors, the position will have frequent contact with and work cooperatively with the Board of Directors, Executive Committee, and other committees of the Board of Directors. In performing these duties, the CHRO shall provide information, facilitate and otherwise aid the Board of Directors, Executive Committee or other committees in completing tasks. The CHRO shall coordinate with and keep the President/CEO informed of any information provided or actions taken in response to requests from directors.
The Executive Management Team. The CHRO has an obligation to ensure that other members of the Executive Management Team are fully briefed on matters involving human relations issues, regardless of whether the issue is specifically limited to a single division or department. The CHRO should foster close, positive working relationships with other members of the Executive Management Team in order to fulfill the role as advisor on all employment related issues at BBAHC. The CHRO is the primary point of contact for employees with problems or complaints. The CHRO must exercise his/her authority over human resource decisions in a prudent, balanced and fair manner.
Supervised Employees. The CHRO is responsible for supervising and managing staff in the Human Resource Department and any other areas shown on BBAHC`s organizational chart. Such management and supervision includes use of best management practices of positive encouragement and coaching. The CHRO is responsible for his/her own succession planning as well as working with other managers in fulfilling this requirement.
Employees in Departments other than HR. In accord with BBAHC policies, the CHRO is responsible for ensuring that all employees are aware of their rights and responsibilities. The CHRO is further responsible to ensure that all employees receive timely and accurate performance evaluations and coaching on career paths. Ensuring other divisions and departments comply with this and other company-wide human resource requirements is a key obligation of this position. Non-compliance must be reported to the President/CEO.
General Counsel. This position should maintain a positive working relationship with the General Counsel. This positive working relationship includes the following duties:
Provide timely and complete information to the General Counsel for the following:
Matters involving the operational or financial stability of BBAHC, All information related to litigation, threatened litigation, or other claims or actions taken against BBAHC, whether arising within the court system, state or federal agencies, or licensing boards;
Serious issues of non-compliance. Non-compliance is considered serious if there is a requirement to provide notice to the public or a state or federal agency;
Matters for which the General Counsel has an obligation to investigate; and
Matters in which the General Counsel has been assigned responsibility by the President/CEO or Board of Directors.
Solicit the input of General Counsel on human resource matters involving significant legal issues or other contract or policy issues designated for legal review by law or policy.
Solicit input from General Council on matters of non-compliance involving employees including appropriate disciplinary actions.
Chief Compliance Officer. This position shall work closely with the Chief Compliance Officer to identify and implement appropriate disciplinary action related to compliance violations. The working relationship and responsibilities arising from service on the Management Compliance Committee are more fully described in the Compliance Plan.
State and Federal Agencies. This position has a key role in representing BBAHC before state and federal agencies (typically with regard to employment matters) as delegated by the President/CEO.
Joint Commission. A few issues with the Joint Commission involve human resources. Accordingly, the CHRO may be required to address human resource issues with representatives of the Joint Commission aided by the Compliance Officer, General Counsel and other BBAHC subordinate managers.
General Public. The CHRO may be designated the spokesman for BBAHC in dealings with the public as directed by the President/CEO. The CHRO has an obligation to seek direction from the President/CEO and others in determining the tone and scope of public disclosures, working with the General Counsel and the Chairman of the Board of Directors as appropriate.
Essential Functions
Advises the Executive Committee, administration, division and departmental managers regarding Human Resources administration issues and the effective, efficient use of human resources.
Initiates, develops, and recommends personnel and managerial policies, procedures, and programs to administration, the Board of Directors and its committees.
Informs employees of personnel policies, procedures, and programs through employee handbooks, memos, various meetings, the intranet, and employee bulletin boards.
Advises administration, supervisory staff, and employees on the proper interpretation of federal and state labor laws, personnel and managerial policies, procedures, and regulations. Coordinates with General Counsel and any outside retained legal counsel as required.
Plans, coordinates, and administers the compensation program to include performance evaluation.
Maintains compensation systems through performance of job audits, internal comparisons of positions, external salary surveys, and monitoring of classification structure for all jobs, position description content, title usage, salary grades, and individual rates of pay. Coordinates with outside agencies for wage comparisons.
Monitors the performance evaluation system to ensure fair, equitable performance-based treatment of employees.
Responds to authorized requests for review of existing or newly created positions by researching and writing job specifications and hiring requirements. Administers the various benefit programs and monitors their cost effectiveness; proposes policy and benefit changes to administration and the Executive Committee.
Assesses benefit programs and recommends changes as required.
Directs the day-to-day operation of all employee benefit programs, including initial enrollments, processing of withholding through payroll, claims documentation, and the processing and termination of coverage at the time of separation from workforce.
Monitors the recruitment, selection and retention process.
Recommends courses of action in handling employee problems and concerns to division and department managers, and supervisors.
Counsels employees on employment-related matters.
Investigates causes of disputes and employee disciplinary problems; recommends follow-up action to management, including written warning, suspension, and discharge action in accordance with BBAHC policy.
Plans and conducts New Employee Orientation, oversees Annual Training. Oversees Incident Command System course accomplishment.
Administers compliance with various governmental regulations affecting labor and employment.
Monitors the Human Resources management information systems.
Completes required federal, state and other regulatory reports.
Develops divisional budget submissions to align with the BBAHC strategy map.
Mentors, coaches, and counsels staff to develop excellent contribution to the BBAHC mission and assist in understanding the individual`s role in the strategic plan. Fully documents staff issues. Resolves staff issues at the lowest level possible. Keeps supervisors aware of staff issues. Develops and timely submits annual staff performance evaluations aligned to the BBAHC strategy map.
Responsible for aligning own and staff responsibilities and performance with the BBAHC Strategic Plan. Establishes group direction and individual goals, contributions, and outcome measurements in support of the direction.
Maintains full compliance with the laws, regulations, grant terms, and BBAHC policies pertinent to the division.
Directs divisional Performance Improvement initiatives. Tracks and reports accomplishments. Develops and oversees divisional Quality Calendar activities.
Provides Human Resource perspective on all Customer Comments and/or RMEs presented in a complete and timely manner.
Ensures department procedures align with and support organizational policies.
This position will support our research arm of the organization. The Director, Human Resources/HR Business Partner provides collaboration/leadership to employees at all levels across assigned client group(s). The HR Business Partner will drive HR activities that align the business strategy with the human capital strategy in order to positively impact business performance. The Business Partner will consult on a wide range of HR generalist, operational and analytical activities including, but not limited to, employee relations, compensation, workforce planning/talent acquisition, employee development and engagement, organizational design and culture. The individual in this role will be a key contributor to strategic initiatives that facilities HR effectiveness, and will be responsible for developing and deploying HR best practices to key stakeholders.
Key Responsibilities include:
Develop a working knowledge of client group and enterprise-wide business processes and goals.
Lead, facilitate and/or participate in key meetings with stakeholders.
Align internal HR activities with client group/COH strategic goals.
Apply knowledge of client group to advance HR effectiveness and organizational development activities (i.e. identify opportunities for advancing talent management strategies and approaches)
Consult on and drive talent and culture activities, including recruitment, performance management, compensation, organizational effectiveness, succession planning, diversity and inclusion, career development, and leadership engagement – provide innovative solutions to human capital challenges.
Partner with key stakeholders across client group/COH to ensure the timely coordination and execution of plans and activities.
Assist business unit leadership with data analysis and reporting of organizational design, structure, compensation and other factors to help incorporate and drive industry best practices within the operational unit.
Manage the day-to-day aspects of one or more complex projects.
Establish strong relationships with all internal HR specialists (COE`s) that support the enterprise.
Collaborate with the HR COE`s to identify opportunities for process improvement and consistency of key HR processes that improve operating performance and facilitate the achievement of the business goals.
Minimum Education and Skills Required for Consideration:
Bachelor`s degree or equivalent work experience required.
15+ years relevant work experience.
2+ years Experience working in an Academic Medical, Pharmaceutical or Research organization.
Experience working in Healthcare, Pharmaceutical Research or an Academic setting highly preferred.
Demonstrated proficiency in multiple HR functional areas including compensation, organizational development, staffing, leadership development, talent and culture.
Proven leadership experience in setting and driving an HR agenda.
Demonstrated experience partnering with employees at all levels.
Proven track record of assessing capability needs, identifying talent gaps and establishing cultures that drive business results.
Able to provide thought leadership on the implementation of HR strategies to address organizational, talent development and other key factors impacting a business.
Ability to successfully navigate the operational and strategic dimensions of the role.
Able to quickly gain credibility with client team and internal HR community.
Able to identify the HR implications of business issues and strategy.
Able to leverage resources in support of client group/COH business objectives.
Knowledge of strategy planning, change management and organization development methodologies.
Demonstrated ability to bring innovated solutions to complex issues.
Able to work across highly matrixed organization
About City of Hope
City of Hope, an innovative biomedical research, treatment and educational institution with over 4000 employees, is dedicated to the prevention and cure of cancer and other life-threatening diseases and guided by a compassionate, patient-centered philosophy.
Founded in 1913 and headquartered in Duarte, California, City of Hope is a remarkable non-profit institution, where compassion and advanced care go hand-in-hand with excellence in clinical and scientific research. City of Hope is a National Cancer Institute designated Comprehensive Cancer Center and a founding member of the National Comprehensive Cancer Network, an alliance of the nation`s 20 leading cancer centers that develops and institutes standards of care for cancer treatment.
City of Hope strongly supports and values the uniqueness of all individuals and promotes a work environment where diversity is embraced. City of Hope is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, sexual orientation, gender identity, age, status as a protected veteran, or status as a qualified individual with disability.
City of Hope
Irwindale, CA
Description
Responsible for the overall planning, organizing, implementing, and controlling of human resources and safety functions to promote the effective, efficient, fair, safe, and consistent treatment of employees. Ensure consistent departmental compliance with organizational policies and procedures. Plans, coordinates, and administers employment policies, procedures, and programs, including employee relations, ...
Description
Responsible for the overall planning, organizing, implementing, and controlling of human resources and safety functions to promote the effective, efficient, fair, safe, and consistent treatment of employees. Ensure consistent departmental compliance with organizational policies and procedures. Plans, coordinates, and administers employment policies, procedures, and programs, including employee relations, compensation, benefits, training, development, recruitment, safety, and employment.
Qualifications
Bachelor`s degree with a minimum of three to five years progressive human resources experience.
Experience in healthcare industry preferred.
PHR certification required, SPHR certification desired.
Supervisory experience required.
Supervisory safety experience preferred.
Executive Status of Position
The Chief Human Resources Officer (CHRO) is part of the BBAHC Executive Management Team which directly reports to the President/Chief Executive Officer (President/CEO). As part of the Executive Management Team, the CHRO has special responsibilities to the President/CEO, the duty to report certain employment information to the Board of Directors and its committees, and the obligation to effectively communicate, furnish information and maintain a positive working relationship with the Board of Directors, its committees, the BBAHC Staff, the other members of BBAHC`s Executive Management Team, the General Counsel, the Compliance Officer and third parties as further delineated in this job description.
Special Responsibilities
The CHRO is Responsible For:
Providing the President/CEO with focused materials in approved format for the President/CEO`s use when presenting matters to the Board of Directors or any committee. Such presentation materials should be accurate, complete, balanced and comprehensive so as to provide all information necessary for the Board of Directors and any committee to make decisions in compliance with the business judgment rule. The CHRO is responsible for ensuring the input of various departments under the supervision of the CHRO and all appropriate members of the BBAHC Executive Management Team before submission to the President/CEO.
Developing business plans for all areas supervised. The CHRO shall work cooperatively with other members of the Executive Management Team in developing a company-wide integrated business plan. The CHRO shall manage his/her area of responsibility in accord with the integrated and approved business plan.
Ensuring communications within areas of responsibility flow in both directions with subordinate employees receiving relevant information and providing relevant feedback so the President/CEO receives current, complete and accurate information on human resource aspects of BBAHC`s operations and employee morale from the CHRO.
Furnishing the President/CEO with relevant summary information on employee performance, development, capabilities, and morale. The CHRO is the internal expert on human resource matters and his/her viewpoints and analysis cover all divisions and departments even though the CHRO does not have direct supervisory responsibility over affected employees.
Apprising the President/CEO of timely information on any known human relations aspects of compliance problems, the potential impact of such compliance problems on staffing, disciplinary actions taken, associated costs, and status of the problems.
Alerting the President/CEO regarding any and all employment matters which may reasonably be expected to arise at meetings of the Board of Directors, or any committee. This specifically includes employee disputes and other related matters, even though the report of problems may come from other members of the Executive Management Team. While the CHRO is encouraged to coordinate with other members of management, the CHRO needs to report to the President/CEO from a human resources department perspective.
Informing the President/CEO about any human resource problems including but not limited to issues with compensation, retirement, leave, performance appraisals, licensure and other policies affecting the workforce. It is the CHRO`s duty to report on and offer advice on employment trends nationally and within BBAHC.
All of the above responsibilities require scheduling reasonable times for briefing and review with the President/CEO. The CHRO shall work cooperatively with the President/CEO`s Executive Assistant and others to timely schedule meetings so that revisions and changes may be made to materials prior to any presentation to the Board of Directors, any of its committees, and any other organizations. Last minute presentations are reserved for emergencies only.
Duty to Report
As a member of BBAHC`s Executive Management Team, the CHRO has an independent duty to report relevant human resource information through monthly reports to the Board of Directors and to other designated committees as directed by the President/CEO. This includes but is not limited to Alaska Native hire, employee termination and retention, exit interviews, training, succession planning, overtime, employee morale and other information designated by the President/CEO.
Relationships and Communications
In addition to duties owed to the President/CEO as a member of the Executive Management Team, the CHRO has a responsibility to maintain positive working relationships with the Board of Directors and its committees, his/her supervised staff, other BBAHC employees, contractors, consultants, General Counsel, and other individuals working for or with BBAHC. Those responsibilities are more specifically described as follows:
The Board of Directors, the Executive Committee and Other Committees of the Board of Directors. While the CHRO does not report to the Board of Directors, the Executive Committee or committees of the Board of Directors, the position will have frequent contact with and work cooperatively with the Board of Directors, Executive Committee, and other committees of the Board of Directors. In performing these duties, the CHRO shall provide information, facilitate and otherwise aid the Board of Directors, Executive Committee or other committees in completing tasks. The CHRO shall coordinate with and keep the President/CEO informed of any information provided or actions taken in response to requests from directors.
The Executive Management Team. The CHRO has an obligation to ensure that other members of the Executive Management Team are fully briefed on matters involving human relations issues, regardless of whether the issue is specifically limited to a single division or department. The CHRO should foster close, positive working relationships with other members of the Executive Management Team in order to fulfill the role as advisor on all employment related issues at BBAHC. The CHRO is the primary point of contact for employees with problems or complaints. The CHRO must exercise his/her authority over human resource decisions in a prudent, balanced and fair manner.
Supervised Employees. The CHRO is responsible for supervising and managing staff in the Human Resource Department and any other areas shown on BBAHC`s organizational chart. Such management and supervision includes use of best management practices of positive encouragement and coaching. The CHRO is responsible for his/her own succession planning as well as working with other managers in fulfilling this requirement.
Employees in Departments other than HR. In accord with BBAHC policies, the CHRO is responsible for ensuring that all employees are aware of their rights and responsibilities. The CHRO is further responsible to ensure that all employees receive timely and accurate performance evaluations and coaching on career paths. Ensuring other divisions and departments comply with this and other company-wide human resource requirements is a key obligation of this position. Non-compliance must be reported to the President/CEO.
General Counsel. This position should maintain a positive working relationship with the General Counsel. This positive working relationship includes the following duties:
Provide timely and complete information to the General Counsel for the following:
Matters involving the operational or financial stability of BBAHC, All information related to litigation, threatened litigation, or other claims or actions taken against BBAHC, whether arising within the court system, state or federal agencies, or licensing boards;
Serious issues of non-compliance. Non-compliance is considered serious if there is a requirement to provide notice to the public or a state or federal agency;
Matters for which the General Counsel has an obligation to investigate; and
Matters in which the General Counsel has been assigned responsibility by the President/CEO or Board of Directors.
Solicit the input of General Counsel on human resource matters involving significant legal issues or other contract or policy issues designated for legal review by law or policy.
Solicit input from General Council on matters of non-compliance involving employees including appropriate disciplinary actions.
Chief Compliance Officer. This position shall work closely with the Chief Compliance Officer to identify and implement appropriate disciplinary action related to compliance violations. The working relationship and responsibilities arising from service on the Management Compliance Committee are more fully described in the Compliance Plan.
State and Federal Agencies. This position has a key role in representing BBAHC before state and federal agencies (typically with regard to employment matters) as delegated by the President/CEO.
Joint Commission. A few issues with the Joint Commission involve human resources. Accordingly, the CHRO may be required to address human resource issues with representatives of the Joint Commission aided by the Compliance Officer, General Counsel and other BBAHC subordinate managers.
General Public. The CHRO may be designated the spokesman for BBAHC in dealings with the public as directed by the President/CEO. The CHRO has an obligation to seek direction from the President/CEO and others in determining the tone and scope of public disclosures, working with the General Counsel and the Chairman of the Board of Directors as appropriate.
Essential Functions
Advises the Executive Committee, administration, division and departmental managers regarding Human Resources administration issues and the effective, efficient use of human resources.
Initiates, develops, and recommends personnel and managerial policies, procedures, and programs to administration, the Board of Directors and its committees.
Informs employees of personnel policies, procedures, and programs through employee handbooks, memos, various meetings, the intranet, and employee bulletin boards.
Advises administration, supervisory staff, and employees on the proper interpretation of federal and state labor laws, personnel and managerial policies, procedures, and regulations. Coordinates with General Counsel and any outside retained legal counsel as required.
Plans, coordinates, and administers the compensation program to include performance evaluation.
Maintains compensation systems through performance of job audits, internal comparisons of positions, external salary surveys, and monitoring of classification structure for all jobs, position description content, title usage, salary grades, and individual rates of pay. Coordinates with outside agencies for wage comparisons.
Monitors the performance evaluation system to ensure fair, equitable performance-based treatment of employees.
Responds to authorized requests for review of existing or newly created positions by researching and writing job specifications and hiring requirements. Administers the various benefit programs and monitors their cost effectiveness; proposes policy and benefit changes to administration and the Executive Committee.
Assesses benefit programs and recommends changes as required.
Directs the day-to-day operation of all employee benefit programs, including initial enrollments, processing of withholding through payroll, claims documentation, and the processing and termination of coverage at the time of separation from workforce.
Monitors the recruitment, selection and retention process.
Recommends courses of action in handling employee problems and concerns to division and department managers, and supervisors.
Counsels employees on employment-related matters.
Investigates causes of disputes and employee disciplinary problems; recommends follow-up action to management, including written warning, suspension, and discharge action in accordance with BBAHC policy.
Plans and conducts New Employee Orientation, oversees Annual Training. Oversees Incident Command System course accomplishment.
Administers compliance with various governmental regulations affecting labor and employment.
Monitors the Human Resources management information systems.
Completes required federal, state and other regulatory reports.
Develops divisional budget submissions to align with the BBAHC strategy map.
Mentors, coaches, and counsels staff to develop excellent contribution to the BBAHC mission and assist in understanding the individual`s role in the strategic plan. Fully documents staff issues. Resolves staff issues at the lowest level possible. Keeps supervisors aware of staff issues. Develops and timely submits annual staff performance evaluations aligned to the BBAHC strategy map.
Responsible for aligning own and staff responsibilities and performance with the BBAHC Strategic Plan. Establishes group direction and individual goals, contributions, and outcome measurements in support of the direction.
Maintains full compliance with the laws, regulations, grant terms, and BBAHC policies pertinent to the division.
Directs divisional Performance Improvement initiatives. Tracks and reports accomplishments. Develops and oversees divisional Quality Calendar activities.
Provides Human Resource perspective on all Customer Comments and/or RMEs presented in a complete and timely manner.
Ensures department procedures align with and support organizational policies.
This position will support our research arm of the organization. The Director, Human Resources/HR Business Partner provides collaboration/leadership to employees at all levels across assigned client group(s). The HR Business Partner will drive HR activities that align the business strategy with the human capital strategy in order to positively impact business performance. The Business Partner will consult on a wide range of HR generalist, operational and analytical activities including, but not limited to, employee relations, compensation, workforce planning/talent acquisition, employee development and engagement, organizational design and culture. The individual in this role will be a key contributor to strategic initiatives that facilities HR effectiveness, and will be responsible for developing and deploying HR best practices to key stakeholders.
Key Responsibilities include:
Develop a working knowledge of client group and enterprise-wide business processes and goals.
Lead, facilitate and/or participate in key meetings with stakeholders.
Align internal HR activities with client group/COH strategic goals.
Apply knowledge of client group to advance HR effectiveness and organizational development activities (i.e. identify opportunities for advancing talent management strategies and approaches)
Consult on and drive talent and culture activities, including recruitment, performance management, compensation, organizational effectiveness, succession planning, diversity and inclusion, career development, and leadership engagement – provide innovative solutions to human capital challenges.
Partner with key stakeholders across client group/COH to ensure the timely coordination and execution of plans and activities.
Assist business unit leadership with data analysis and reporting of organizational design, structure, compensation and other factors to help incorporate and drive industry best practices within the operational unit.
Manage the day-to-day aspects of one or more complex projects.
Establish strong relationships with all internal HR specialists (COE`s) that support the enterprise.
Collaborate with the HR COE`s to identify opportunities for process improvement and consistency of key HR processes that improve operating performance and facilitate the achievement of the business goals.
Minimum Education and Skills Required for Consideration:
Bachelor`s degree or equivalent work experience required.
15+ years relevant work experience.
2+ years Experience working in an Academic Medical, Pharmaceutical or Research organization.
Experience working in Healthcare, Pharmaceutical Research or an Academic setting highly preferred.
Demonstrated proficiency in multiple HR functional areas including compensation, organizational development, staffing, leadership development, talent and culture.
Proven leadership experience in setting and driving an HR agenda.
Demonstrated experience partnering with employees at all levels.
Proven track record of assessing capability needs, identifying talent gaps and establishing cultures that drive business results.
Able to provide thought leadership on the implementation of HR strategies to address organizational, talent development and other key factors impacting a business.
Ability to successfully navigate the operational and strategic dimensions of the role.
Able to quickly gain credibility with client team and internal HR community.
Able to identify the HR implications of business issues and strategy.
Able to leverage resources in support of client group/COH business objectives.
Knowledge of strategy planning, change management and organization development methodologies.
Demonstrated ability to bring innovated solutions to complex issues.
Able to work across highly matrixed organization
About City of Hope
City of Hope, an innovative biomedical research, treatment and educational institution with over 4000 employees, is dedicated to the prevention and cure of cancer and other life-threatening diseases and guided by a compassionate, patient-centered philosophy.
Founded in 1913 and headquartered in Duarte, California, City of Hope is a remarkable non-profit institution, where compassion and advanced care go hand-in-hand with excellence in clinical and scientific research. City of Hope is a National Cancer Institute designated Comprehensive Cancer Center and a founding member of the National Comprehensive Cancer Network, an alliance of the nation`s 20 leading cancer centers that develops and institutes standards of care for cancer treatment.
City of Hope strongly supports and values the uniqueness of all individuals and promotes a work environment where diversity is embraced. City of Hope is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, sexual orientation, gender identity, age, status as a protected veteran, or status as a qualified individual with disability.