The Division Director of Employee Relations and Compliance will serve as an integral partner to the Senior Vice President – Chief Human Resources Officer, the Legal Services Group, the CHI and Texas Division Human Resources team, and the Divisions leaders and employees. The Director will provide strategic and tactical leadership for the Division’s Employee Relations and HR Compliance programs.
* Bachelor's Degree in Human Resources Management or Business Administration or a related field
* Juris Doctorate
Minimum years in field previous to employment:
* Minimum seven (7) years of progressive experience related to the position and five (5) years leadership experience
*Employee Relations and Compliance Program Leadership: Lead and manage the System’s Employee Relations team to work successfully on a broad spectrum of employee relations issues and projects; ensure the System’s treatment of employees is fair, respectful, and consistent with the System’s core values and objectives; drive proactive programs that improve the System’s employee relations program and practices; partner with senior managers and Human Resources team to create and sustain positive employee relations programs and best practices; design and conduct multiple positive employee and labor relations trainings and communications; design, collect, and analyze multiple levels of employee and leader feedback to ensure continuous quality improvement in the employee relations program and practices; design, collect, and analyze employee relations metrics; conduct and oversee employee relations and vulnerability assessment programs; engage in continuous improvement in employee relations and compliance programs and communication vehicles and practices; manage the risk assessment, identification and risk prevention activities related to Human Resources compliance issues.
*Manage Outside Employment Counsel: Partner with the CHI Legal Service Group to manage outside counsel to represent the System in employment litigation and administrative claims; partner with outside counsel to develop litigation strategy and settlement options; review pleadings and motions filed on behalf of the System; coordinate and provide outside counsel with guidance on where to find important documents or which employees need to be contacted regarding a particular issue in a case; in some matters, participate in and attend mediations, settlement conferences, depositions of important parties or witnesses, keep the System’s executives and Human Resources Directors informed on the status of pending litigation and administrative claims.
*Training and Development: Develop, facilitate and deliver training on issues relating to Human Resources and employment related issues, including positive employee relations, FML, harassment, discrimination, retaliation, and disability.
*Project Management: Lead and facilitate complex HR business projects involving systems and/or business processes to obtain business goals and operational objectives. For assigned projects, assess overall project and operational risks and develop mitigation plans; organize and facilitate working teams guiding them in the development and delivery of work product; establish and monitor project deadlines to ensure that the work is completed and all dependencies are considered; ensure communications between all the appropriate parties are effective and efficient; report to the project owners and/or champions the status of the project; and exercise sound judgment to independently manage and resolve problems and issues that may arise.
*Talent/People Management: Develop and monitor an team staffing and retention strategy, including hiring and terminating employees, workforce planning, succession planning; attracting and retaining top performers, partnering with Compensation and the Vice President of Human Resources to develop effective and appropriate recruitment packages, and effective on-boarding programs for staff; effective performance management of team members; coach, mentor and provide learning and development opportunities for team members; support the System’s programs and initiatives that impact employees and ensure effective communication, comprehension, and adherence to all Human Resources policies and related legal and/or compliance requirements; create and model and culture of team work and openness for diverse and divergent thoughts; serve as a resource for team members; and operate as a servant-leader to the team.