Job Summary:
The Director, Human Resources is a credible leader and an engaged partner with leadership teams of Wellstar Health System. In partnership with AVP/VP, responsible for developing and maintaining a high-quality, comprehensive human resources program that supports the institution's mission, values and strategic plan. This is a high visibility, hands-on leadership role with opportunity for significant organizational impact.
Deliverables include:
- Assisting AVP / VP with execution of both the Entity and System HR Strategic Plan
- Creating a more effective human resource organization
- Achieving HR Service Delivery & Operational Excellence
- Building Organizational Capability and Talent Bench Strength
- Workforce Planning & Management
- Driving an "Employer of Choice" initiative
- Guiding Leaders on the Trust Journey to ensure a culture of high engagement and Trust as part of the HR leadership team, is accountable for oversight and implementation of successful programs locally in partnership with Centers of Expertise to meet local business priorities. Brings expertise in all HR functional areas such as analytics, employee relations, change management, performance management, talent management, engagement strategies, and process improvement strategies. Responsible for strategic and tactical balance, and achievement in driving HR service delivery and operational excellence.
- Leads Human Resources function at operational level for areas of responsibility. Implements, educates and communicates HR Policies, Procedures and Programs. Contributes to the achievement of results through outstanding HR leadership, effective relationships and creative problem solving. Builds and sustains through example, a supportive, open and empowered culture that supports the assigned client groups' success and alignment to WellStar's strategic priorities.
Core Responsibilities and Essential Functions:
1. Strategic Planning and comprehensive leadership of key HR Functions
- a. Accountability for human capital, financial, programmatic, and quality performance,
- regulatory oversight, standardization related to human resources
- b. Sets prioritization of operations to achieve system objectives while assuring continuous
- quality improvement and outcome excellence for the Human Resource Function
- c. Monitors to insure variance analysis and resolution
- d. Identifies high risk areas for regulatory compliance; trains staff, monitors and ensures
- compliance
- e. Monitors HR performance outcomes via benchmark analysis and facilitates accountability
- via defined expectations and goals
- f. Develops departmental/Division strategic plans and works with leadership to facilitate goal
- achievement
2. Organization Development/Culture
- a. Identify and facilitate proactive problem resolution of Employee Relations hot beds and
- day-to-day issues
- b. Lead, create and sustain, through partnership with the operating units leadership, a
- culture that supports WellStar's Strategic Plan (i.e., its mission, values alignment, and
- organizational effectiveness) and by building and sustaining performance management rigor
- (i.e., assuring that the right people are hired, trained, developed, supported for career and
- performance growth)
- c. Integrate organization development and culture development to support the Employer of
- Choice strategy for WellStar Health System
- d. Create and reassure the effectiveness of a communications infrastructure within WellStar
- which would effectively achieve employee & management communication objectives
3. HR Consulting
- a. Lead and align the training and development of Wellstar's supervisors, managers,
- directors, and senior leadership
- b. Proactively analyze the root causes of issues (before they become major or spread). Build
- open and strong relationships with line management, performing on-going assessment plus
- organization diagnosis; and implement strategies, tactics appropriate to OD interventions to
- address and measure the effectiveness of HR work. Through careful analysis of trends, treat
- problem (not symptoms) and resolve issues before they negatively impact business
- operations (i.e., recruitment, staffing, retention, conflict resolution, labor cost escalation and
- productivity goals) and to improve and positively impact Wellstar's performance
- c. Strategically partner with other HR & System leaders, especially in the areas of Benefits,
- Compensation, HRIS, Learning, Quality, Cultural Competence, Compliance and Recruitment in
- developing, communicating, and championing programs designed to achieve system and
- operational objectives
- d. Promote integrated system focus (we/we = win/win), while balancing operating unit needs.
- e. Establish mechanism for ongoing and effective communication to leaders on key
- organizational or site-specific initiatives
4. Core HR Functions
- a. Regularly assess HR departmental operations effectiveness, including constantly surveying
- and improving customer satisfaction
- b. Ensures compliance with EEOC, OSHA, Immigration Laws, FLSA, TJC and other regulatory
- bodies
- c. In conjunction with above, monitor the effectiveness and impact of Human Resource
- policies. Provide supervision and counsel to HR Consultant staff for employee relations and
- policy interpretation issues
- d. Assume line management department responsibilities for WellStar and HR operations.
- (budget)
- e. Provide leadership and creativity and innovation for WellStar recognition programs and
- other employee functions, including measuring the effectiveness of such programs
- f. Participate in workforce development activities, i.e., long range recruitment and retention
- strategies.
Performs other duties as assigned
Complies with all Wellstar Health System policies, standards of work, and code of conduct.
Required Minimum Education:- Bachelors required.
- Masters preferred.
License(s) and Certification(s):
PHR - Prof in Human Resources, SPHR - Sr Prof in Human Resources, SHRM-CP - SHRM Certified Professional, or SHRM-SCP - SHRM Sr Certified Professional is preferred.
Required Minimum Experience:
Minimum 7 years strong human resources experience in all functional areas of Human Resources, preferably in a healthcare setting, is required.
Required Minimum Skills:
- Proficiency in HR technology platforms (e.g Workday)
- Strong reporting, analytical and project management skills
- Exceptions communication and stakeholder management skills
- Strategic mindset with the ability to influence and drive change
- Strong problem-solving skills and decision-making abilities. This role can have supervisory responsibility for BHR staff and/or contractors
- Expertise in operational efficiency and process improvement
- Deep understanding of the HRBP operating model and its integration with COEs
- Ability to navigate and lead organizational change in complex, matrixed environments
- Collaborative leadership and the ability to build strong relationships across diverse teams
