Director HR Operations
Director HR Operations
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1 Vacancy
Job Description
Overview
CHI Saint Joseph Health is one of the largest and most comprehensive health systems in the Commonwealth of Kentucky supporting over 5000 active team members 8 hospitals and a Medical Group with more than 200 locations across Central and Eastern Kentucky.
At CHI Saint Joseph Health we are dedicated to building healthier communities by elevating patient care through high quality healthcare professionals and Humankindness. We care about our team members well-being and offer benefits that complement work-life balance such as:
CHI Saint Joseph Health is part of CommonSpirit Health a nonprofit Catholic health system dedicated to advancing health for all people. With approximately 175000 team members and 25000 physicians and advanced practice clinicians.
Our commitment to serve the common good is delivered through the dedicated work of thousands of physicians advanced practice clinicians nurses and staff; through clinical excellence delivered across a system of 140 hospitals and more than 2200 care centers serving 24 states.
Responsibilities
Job Summary / Purpose
The Director of HR Operations is a strategic leadership role responsible for optimizing and standardizing HR processes systems and programs to drive efficiency compliance and an exceptional employee experience. This individual will oversee the operational execution of HR functions ensuring scalability data integrity and the effective utilization of HR technology to support the organizations growth and strategic objectives. This role requires a strong blend of operational excellence technological acumen project management skills and leadership capabilities to guide and develop a high-performing HR operations team.
Essential Functions
- Partner: Participates as part of the operational leadership team of assigned business unit or service line.
- Functions as a trusted advisor partner and active member on the assigned area(s) leadership team(s) by providing HR guidance to support business planning and deliver on key goals.
- Strategic Alignment: Works collaboratively with designated partners to support and maximize operational performance with particular attention to those activities that lead to the successful accomplishment of organizational strategic priorities and goals.
- Partners to ensure strategic alignment of business unit/service line work with organizational goals processes policies structure and overall strategy that supports the business and drives organizational performance.
- Business Knowledge: Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/service line being served.
- Drives value by knowing the business and translating business data into actionable information that is used for effective decision making; works with management to understand operational needs and plans proactively identifying and developing plans for mitigating risks to effective and efficient operational performance.
- Change Management: Supports the process and use of tools/techniques to manage the people elements of change to achieve desired business outcomes.
- Collaborates with key stake holders to support implementation of change management initiatives and ensures objectives are met that drive overall performance improve business outcomes and align with strategic objectives. Being resilient in times of change.
- Culture: Integrate culture standards consistent with the CHI Work Community Value Proposition into business unit/service line practices and processes to ensure all employees experience and engage in supporting the desired work culture.
- Understands and promulgates approaches that lead to the positive desired work culture articulated in CHIs Work Community Value Proposition.
- Applies results of culture diagnostic tools e.g. Performance Culture Assessment (PCA) to help craft appropriate plans for addressing culture development needs identified in the business unit/service lines served.
- Talent Management: Partners with leaders to identify current and anticipated talent needs
- Collaborates with the operational leaders and others to develop an effective strategic talent acquisition retention and succession approach.
- Performance and Leadership Coaching: Provides appropriate advice feedback and development to improve the effectiveness of individual leaders and their team members
- Provides guidance and advice addressing issues that pertain to engagement performance management employee relations training and other areas of Human Resources.
- Focus on development collaboration and assessments; coaches Leaders and employees at all levels on a variety of topics such as management skills conflict resolution and communications.
- Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals and objectives
- Identifies business unit/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance.
- Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders.
- Works with CoE partners to develop implement and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.
- People Metrics and Analysis: Provides people data business metrics and information to enhance effective operational performance.
- Provides relevant data on people metrics analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities.
- Employment and Labor Law: Applies an understanding of legal precedents policies and practices to protect the interest of the organization leaders and individual employees
- Provides effective direction counsel and advice to management on the interpretation and application of: HR policy and practice employment and labor laws (i.e. EEOC ADA FMLA HIPAA) Joint Commission unemployment etc.
The job summary and responsibilities listed above are designed to indicate the general nature of the work performed within this job. They are not designed to contain or be interpreted as a comprehensive inventory of all job responsibilities required of employees assigned to this job. Employees may be required to perform other duties as assigned.
Qualifications
Education and Experience
- Bachelors Degree required.
- 7-9 years of HR experiencerequired.
Demonstrated strategic thinking negotiation and management skills as well as an ability to work tactically in a team environment required.
Project management and organizational change management experience required.
Strong Business Acumen and Strategic planning required.
Process improvement/management (i.e. Six Sigma) experience and/or certification preferred.
- Health experiencepreferred.
Licensure and Certifications
Senior Professional in Human Resources (SPHR) preferred.
SHRM Cert Professional (SHRM-CP) preferred.
Required Experience:
Director
Employment Type
Unclear
