Human Resources Director- Carondelet St. Mary's

Position Summary

The Hospital Chief Human Resources Officer serves the hospital and group leadership team as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent.

The Hospital CHRO serves as the key liaison to “broker” the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. He/she is accountable to ensure oversight and governance of group and hospitals HR processes, systems, and policies.

• Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies.
• Partners with Hospital Operations CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met.
• Partners with external HR groups/societies to stay abreast of key industry trends and best practices.
• Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model.

• Acts as a point of contact to the business for all HR related services and solutions.
• Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives.
• Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor.
• Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing, and onboarding needs are met.
• Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals.
• Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs.
• Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements.
• Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement.
• Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness.
• Builds capability internally and coaches senior leaders on effective talent, organizational and employee engagement strategies.
• Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved.
• Leverages external networks to understand market trends, shape organizational strategy and apply leading practices.
• Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels.
• Other duties as assigned.