In partnership with the Senior Human Resources Leadership Team, influences leadership and drives results for all human resource efforts including the planning, implementation and administration of policies, practices, procedures, and programs to ensure uniformity across the organization by advising and consulting with all levels of leadership (including executives) and employees and/or a specific operation consisting of an employee population with high complexity.
Builds and Implement HR Strategy and Programs
- Engage designated leaders/executives to understand talent needs of the business and defines people strategies through frequent and consistent consultative meetings.
- Focuses on a thorough understanding of the business being served; tailors HR programs to advance business priorities. Creates retention strategies and development plans for upper-level and mid-career high potential employees. Provides HR program and process support and training for client group. Assists in high-level compensation functions. Manages job elimination and termination processes.
- Guide the assigned business group through ongoing Talent Review and Succession Planning activities designed to promote employee development, strengthen bench strength and advance organizational talent needs.
- Develops strong relationships with the business through solid business acumen; respectfully challenges the business and offers solutions in the best interests of Connecticut Children's; manages conflict effectively within a matrix organization.
- Proactively consults with management on HR topics while demonstrating a comprehensive understanding of the business; provides coaching and support to management around key people management activities (e.g., performance management, talent management, employee engagement/collaboration).
Advise Leaders on People Issues
- Partner with the executive leadership team to analyze and prioritize the critical business challenges faced by the organization, and deploy appropriate HR interventions in collaboration with appropriate COEs.
- Participate in periodic business strategic planning and review cycles; act as the human capital strategy architect to proactively work with COE teams to identify and deploy HR interventions to meet business requirements.
- Proactively obtain, interpret and present metrics and analysis to business leaders to inform decisions (performance, attrition, hiring, vacancy, employee engagement/sensing, and other data). Advise business leaders on change management, performance issues, responding to employee or community concerns, compliance or ethics investigations, etc.
- Provide HR observations related to departmental issues in meetings and one-on-one. Interpret talent management data for departments and work with VP of HR to develop appropriate initiatives.
- Coach designated leaders through change management, performance management issues, etc.
Deploy Development Programs
- Advise leaders on learning and organizational development. May include program implementation such as ensuring completion of employee development plans, updating the succession plan and implementing other programs and tools. Includes coaching leaders, participating in employee career counseling and feedback sessions, equipping managers with standard tools for coaching, feedback & planning.
Support Employee & Community Engagement
- Promote and foster a healthy work environment; raise awareness of available programs to assist employees. Implement appropriate employee engagement programs and union avoidance initiatives (as applicable)
- Interpret and drive departmental action planning as a result of employee engagement surveys; Counsel managers and employees on situational issues; resolve employee conflicts.
Implement Business and Performance Initiatives
- Partner with designated leaders to uphold all compliance standards (Joint Commission, Dept. of Labor, HR policies, etc.) and create an environment of compliance/excellence.
- Support employee relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from employees or managers.
- Implement calibration meetings and deploy performance management/appraisal program tools and processes in their assigned facility areas. Includes coaching, participating in assigning ratings, feedback sessions and developing performance improvement plans.
- Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance.
Execute HR Operational Excellence
- Work with HR Leadership and all HR Centers of Excellence to give feedback on strategies and programs to more effectively meet the needs of businesses.
- Prepare managers for the compensation planning process and provide compensation budget information.
- Work with designated department leaders on workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc. Review and localize job descriptions and compensation with Recruiting and Compensation Centers of Excellence.
- Develop and deliver local onboarding and facility orientation programs.
- Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes
- Consults with centers of excellence (e.g., Compensation, Benefits, Talent Acquisition) to influence, drive, and implement corporate HR programs and initiatives; ensures HR programs for fit with the business unit's objectives in a timely manner; shares data and makes recommendations to improve programs or implementation of plans.
- Partners with business leaders to develop new roles and competencies that support the business strategy; updates or develops new job descriptions as appropriate; seeks guidance from compensation COE on appropriate job leveling and compensation.
Coaching and Change Management
- Uses proven coaching methodology and skills to take coaching theory and put it into practice in a pragmatic and business oriented way; Serves as an advocate, coach and executes on organizational change to build Connecticut Children's capacity to manage transition while achieving desired business results.
- Leads intra-departmental or organization-wide projects to develop employee best practices and propose new/modified policies and practices in workforce planning, change management, employee relations/engagement, performance management, employee/leadership development, employee recognition, and salary administration.
Objectives tied to business results of major initiatives that may lead to:
- Improvement of engagement scores for assigned business unit
- Reduced turnover in high potential talent
- Improvement in quality or customer satisfaction outcomes
- Measureable and ongoing improvement in Connecticut Children's overall organizational effectiveness and preparedness.
- Projects delivered on time, on budget and according to established requirements with 100% accuracy and 90% customer satisfaction
Education and Experience
- BA or BS in Human Resources or related field - required
- Minimum of 5-7 years HR experience as a Human Resources Generalist preferably in a healthcare environment.
- Demonstrated experience as an internal consultant to management and staff
- Demonstrated experience in continuous process improvement
- Strong business acumen and process orientation
- Advanced degree in relevant field preferred