The Director Human Resources serves as the primary contact coordinating, facilitating and being responsible for the delivery of the full range of operational Human Resources activities within the facility and provides operational and strategic leadership to human resources and executive leaders at the facility. The incumbent is responsible for ensuring the efficient implementation of a single Dignity Health Human Resources service delivery model which aligns the facility HR structure, processes and systems with Service Area HR strategies. The incumbent serves as the HR leader for the facility, developing and ensuring all HR functions and activities enable business success. The incumbent continually refines the role of Human Resources within the facility as a dynamic and fully integrated operational and strategic leader.
The incumbent provides HR support to leaders on issues such as presentation and review of measures and metrics, employee on-boarding and separation, acquisition and retention of key talent, organizational designs, workforce planning, diversity, salary administration, performance management, reasonable accommodation, leaves of absence, and investigation and resolution of employee complaints. Additionally, the incumbent will provide advice, recommendations and coaching to leaders on these issues. The incumbent will also lead employee engagement activities, advise leaders on and ensure compliance with HR policies, procedures and practices, and manage day to day employee and labor relations.
The incumbent will align and partner with and fully utilize the resources of all the COE`s embedded in the service area or at the corporate level to ensure that together they provide and develop unique insights and great depth of expertise in the area of focus in order to partner with leaders to develop values based strategic solutions.
Experience:
Five years of direct staff/supervisory experience
Seven years of progressive management experience in Human Resources is required
Previous Healthcare experience is strongly preferred
Education:
Bachelor`s degree
A Bachelor Degree in Human Resources, Organizational Development or a related field, or a comparable combination of education and experience is required A graduate degree in a related field is strongly preferred.
PHR preferred.
Training:
Crucial Conversations Certified Facilitator
Working knowledge of federal and state labor and employment laws, FMLA, HIPAA, ADA, COBRA and Affirmative Action Programs required.
Special Skills:
Basic computer skills required.
Strong interpersonal and influencing skills, including excellent verbal and written communication skills required.
Working knowledge of Microsoft Office Suite with a strong emphasis on Excel required Effective training, education, and human resources development principles and techniques preferred
Essential Functions:
1.Partnering with the Vice President Human Resources for the Service Area and other Service Area Human Resources Department leads to develop and recommend facility and service area human resources procedures, strategic and annual plans that support the overall strategic initiatives of the facility, service area and Dignity Health
2.Organizes and aligns the facility`s human resources to best support the business strategy and imperatives and deliver optimized services through the effective utilization of service area and system HR resources
3.Consistently evaluates and works to strengthen leadership`s competencies and facilitates use of tools to effectively achieve strategic objectives. Partner with leadership to ensure leaders understand their role and have the tools and resources to effectively drive change and the desired culture and outcomes. Coaches and counsels facility management staff to achieve the desired change and outcomes
4.Direct the development of the department operating budget and maintain necessary controls to assure compliance with budgeted expenses, resources and staff projections. Collaborate with facility Financial and Operational leaders to drive effective management of human capital costs resulting in a positive ROI
5.Provides direction and support to management with interpretation of policies and procedures and collective bargaining agreements. Provides education and advice on proper documentation and/or legal requirements for performance improvement and termination process
6.Serves as an advocate for the employee, management and the facility and encourages problem resolution through the chain of command. Diagnose and determine the scope of organizational issues, leveraging service area and system HR resources to deliver the most effective- solutions to drive necessary cultural change and outcomes
7.Establish and maintain a Human Resources structure and staff that are agile, respectful, efficient and effective in achieving alignment with facility, service area and Dignity Health`s operational priorities and fully supportive of and integrated with the business objectives of the facility and Service Area
8.Advise management and ensure compliance with laws and regulations pertaining to human resources. Delivers processes and programs that ensure readiness and compliance in a highly regulated healthcare environment
9.Partnering with the Vice President Service Area Human Resources and facility leadership, regularly evaluate and define required culture, talent, structures, and processes that deliver effective strategic outcomes and address operational and regulatory requirements. Initiate and implement processes and deliver tools, programs and solutions through leveraging the expertise and resources. Pays particular attention to management and leadership development opportunities, succession planning and legal or regulatory required training
10.Anticipate and articulate the needs of the workforce in their understanding and development around evolving business goals and strategies. Partnering with the Vice President Service Area Human Resources and facility leadership, delivers solutions that build required workforce awareness and competencies that prepare them for changes and engages them in effectively adapting to new ways of doing business
11.Forecasts and analyzes anticipated workforce staffing needs and articulates talent gaps and its impact to the business strategy to local leadership teams. Leveraging partnerships with external institutions and internal/external talent pipeline development process, collaborate to effectively plan and deliver the right talent to effectively deliver on key business outcomes for the facility with minimal disruption
12.Identies organizations, educational institutions and individuals we should build or maintain long-term relationships with so that we can collectively deliver external pipelines of qualified healthcare and leadership professionals for pivotal and critical positions
13.Ensures department is in compliance with Federal and State laws and regulations pertaining to human resources
14.Select, train and evaluate subordinates and initiate personnel actions in accordance with Human Resources policy and organizational philosophy
15.Performs other related duties as assigned or requested in a professional manner.
Dignity Health
Woodland, CA
The Director Human Resources serves as the primary contact coordinating, facilitating and being responsible for the delivery of the full range of operational Human Resources activities within the facility and provides operational and strategic leadership to human resources and executive leaders at the facility. The incumbent is responsible for ...
The Director Human Resources serves as the primary contact coordinating, facilitating and being responsible for the delivery of the full range of operational Human Resources activities within the facility and provides operational and strategic leadership to human resources and executive leaders at the facility. The incumbent is responsible for ensuring the efficient implementation of a single Dignity Health Human Resources service delivery model which aligns the facility HR structure, processes and systems with Service Area HR strategies. The incumbent serves as the HR leader for the facility, developing and ensuring all HR functions and activities enable business success. The incumbent continually refines the role of Human Resources within the facility as a dynamic and fully integrated operational and strategic leader.
The incumbent provides HR support to leaders on issues such as presentation and review of measures and metrics, employee on-boarding and separation, acquisition and retention of key talent, organizational designs, workforce planning, diversity, salary administration, performance management, reasonable accommodation, leaves of absence, and investigation and resolution of employee complaints. Additionally, the incumbent will provide advice, recommendations and coaching to leaders on these issues. The incumbent will also lead employee engagement activities, advise leaders on and ensure compliance with HR policies, procedures and practices, and manage day to day employee and labor relations.
The incumbent will align and partner with and fully utilize the resources of all the COE`s embedded in the service area or at the corporate level to ensure that together they provide and develop unique insights and great depth of expertise in the area of focus in order to partner with leaders to develop values based strategic solutions.
Experience:
Five years of direct staff/supervisory experience
Seven years of progressive management experience in Human Resources is required
Previous Healthcare experience is strongly preferred
Education:
Bachelor`s degree
A Bachelor Degree in Human Resources, Organizational Development or a related field, or a comparable combination of education and experience is required A graduate degree in a related field is strongly preferred.
PHR preferred.
Training:
Crucial Conversations Certified Facilitator
Working knowledge of federal and state labor and employment laws, FMLA, HIPAA, ADA, COBRA and Affirmative Action Programs required.
Special Skills:
Basic computer skills required.
Strong interpersonal and influencing skills, including excellent verbal and written communication skills required.
Working knowledge of Microsoft Office Suite with a strong emphasis on Excel required Effective training, education, and human resources development principles and techniques preferred
Essential Functions:
1.Partnering with the Vice President Human Resources for the Service Area and other Service Area Human Resources Department leads to develop and recommend facility and service area human resources procedures, strategic and annual plans that support the overall strategic initiatives of the facility, service area and Dignity Health
2.Organizes and aligns the facility`s human resources to best support the business strategy and imperatives and deliver optimized services through the effective utilization of service area and system HR resources
3.Consistently evaluates and works to strengthen leadership`s competencies and facilitates use of tools to effectively achieve strategic objectives. Partner with leadership to ensure leaders understand their role and have the tools and resources to effectively drive change and the desired culture and outcomes. Coaches and counsels facility management staff to achieve the desired change and outcomes
4.Direct the development of the department operating budget and maintain necessary controls to assure compliance with budgeted expenses, resources and staff projections. Collaborate with facility Financial and Operational leaders to drive effective management of human capital costs resulting in a positive ROI
5.Provides direction and support to management with interpretation of policies and procedures and collective bargaining agreements. Provides education and advice on proper documentation and/or legal requirements for performance improvement and termination process
6.Serves as an advocate for the employee, management and the facility and encourages problem resolution through the chain of command. Diagnose and determine the scope of organizational issues, leveraging service area and system HR resources to deliver the most effective- solutions to drive necessary cultural change and outcomes
7.Establish and maintain a Human Resources structure and staff that are agile, respectful, efficient and effective in achieving alignment with facility, service area and Dignity Health`s operational priorities and fully supportive of and integrated with the business objectives of the facility and Service Area
8.Advise management and ensure compliance with laws and regulations pertaining to human resources. Delivers processes and programs that ensure readiness and compliance in a highly regulated healthcare environment
9.Partnering with the Vice President Service Area Human Resources and facility leadership, regularly evaluate and define required culture, talent, structures, and processes that deliver effective strategic outcomes and address operational and regulatory requirements. Initiate and implement processes and deliver tools, programs and solutions through leveraging the expertise and resources. Pays particular attention to management and leadership development opportunities, succession planning and legal or regulatory required training
10.Anticipate and articulate the needs of the workforce in their understanding and development around evolving business goals and strategies. Partnering with the Vice President Service Area Human Resources and facility leadership, delivers solutions that build required workforce awareness and competencies that prepare them for changes and engages them in effectively adapting to new ways of doing business
11.Forecasts and analyzes anticipated workforce staffing needs and articulates talent gaps and its impact to the business strategy to local leadership teams. Leveraging partnerships with external institutions and internal/external talent pipeline development process, collaborate to effectively plan and deliver the right talent to effectively deliver on key business outcomes for the facility with minimal disruption
12.Identies organizations, educational institutions and individuals we should build or maintain long-term relationships with so that we can collectively deliver external pipelines of qualified healthcare and leadership professionals for pivotal and critical positions
13.Ensures department is in compliance with Federal and State laws and regulations pertaining to human resources
14.Select, train and evaluate subordinates and initiate personnel actions in accordance with Human Resources policy and organizational philosophy
15.Performs other related duties as assigned or requested in a professional manner.