General Summary:

Responsible for the development and the execution of the human capital components of the strategy for a specific entity or for service line(s). Primary point of connection between the HR functions and business leaders, providing two-way insights in order to deliver targeted and efficient HR programs and services that drive measurable value. Act as a trusted advisor and strategic thought partner to leaders. Make or influence talent decisions including recruiting, training, development, succession, and performance management to support our human capital strategies. Will responsively translate current business trends and competitive markets into internal decisions and actions. Responsible to understand the culture, design change management initiatives to promote desired cultural assimilation,a nd drive high business performance. Promote a strong team member experience including proactive communications, engagement initiatives and workforce analytics. Coaches and develops leaders to translate strategic intent into measurable results for their teams and empower leaders to identify, develop and reward high performance. Leads HR team/individual by effectively coaching and managing performance to maximize outcomes while ensuring a collaborative and engaged work environment.

Essential Functions:

• Leads HR team/individual by effectively coaching and managing performance to maximize outcomes while ensuring a collaborative and engaged work environment.

• Actively participates in strategic business planning with the business line leaders. Co-creates the organizations’ strategic responses to business conditions and customer expectations by helping frame and make strategic and organization choices. Owns the achievement of the human capital agenda/priorities within the business unit.

• Identifies and capitalizes on organizational capabilities by aligning strategy, leadership development and coaching, culture practices and behaviors in order to drive performance, value and create a meaningful work environment. Ensures strategic alignment and compliance to core HR processes, procedures and practices.

• Collaborates with HR leadership to identify the strategic HR priorities and necessary resources. Engages centers of expertise with the business leaders for subject-matter expertise. Serves as a liaison with corporate centers of expertise to share information and collaborate on the design of programs and services needed to successfully execute business strategy.

• Maintains knowledge of external forces impacting the organization (social, technology, economic, political, environmental, demographic, customer, and competition). Analyzes trends to develop solutions, programs and policies as needed. Uses data and predictive analytics to drive proactive recommendations; establishes metrics to measure effectiveness of strategies.

• Enables leaders, based on the strategic plan and future direction, to develop and execute talent action plans as an outcome of knowing organizational capabilities, talent implications, and identified gaps or surpluses of talent. Facilitates workforce planning and performance analysis sessions with leaders.

• Acts as a change agent by partnering with leaders to create an organization that is agile, flexible, responsive, and able to make transformation happen in ways that create sustainable value. Works with leaders to initiate change that is needed, understands the impact of the change and its implications, and design the work, processes, systems and practices to sustain the change.

• Actively participates in safety initiatives and risk mitigating measures where appropriate and completes all position and unit safety related competencies and requirements on a timely basis.

• Performs other duties as assigned.

General Requirements:

Education

• Bachelor's Degree or equivalent in Business, Human Resources, or HR-related field Required

Experience

• 7 years of relevant experience Progressive HR experience and/or clinical operational leadership experience required.
• 5 years of relevant experience leading or managing people, HRBP experience and/or managing a business function is required.
• 5 years relevant experience leading system-wide and/or client group specific projects and experience partnering with those in higher level leadership positions preferred.
• 5 years of relevant experience Strategic planning, financial planning and operational business discussions preferred
• Demonstrated ability to make changes through influence without authority.
• Excellent written, verbal communication and interpersonal skills. Time management and organizational skills.
• Self-directed. Ability to make quality, independent decisions.
• Analytical and strong problem-solving skills.
• Ability to work effectively and efficiently under tight deadlines, high volumes and multiple interruptions.
• Ability to maintain the strictest levels of confidentiality.
• Ability to listen to others.
• Competency in the use of a variety of computer hardware and software systems.