Participates as part of the operational leadership team of assigned business unit or service line. Provides HR guidance to support business planning and deliver on key goals.
Position Responsibilities
Partner: Participates as part of the operational leadership team of assigned business unit or service line.
Functions as a trusted advisor, partner and active member on the assigned area(s) leadership team(s) by providing HR guidance to support business planning and deliver on key goals.
Strategic Alignment: Works collaboratively with designated partners to support and maximize operational performance with particular attention to those activities that lead to the successful accomplishment of organizational strategic priorities and goals.
Partners to ensure strategic alignment of business unit/service line work with organizational goals, processes, policies, structure and overall strategy that Supports the business and drives organizational performance.
Business Knowledge: Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/service line being served.
Drives value by knowing the business and translating business data into actionable information that is used for effective decision making; Works with management to understand operational needs and plans, proactively identifying and developing plans for mitigating e risks to effective and efficient operational performance.
Change Management: Supports the process and use of tools/techniques to manage the people elements of change to achieve desired business outcomes.
Collaborates with key stake holders to support implementation of change management initiatives and ensures objectives are met that drive overall performance, improve business outcomes and align with strategic objectives.
Culture: Integrate culture standards consistent with the CHI Work Community Value Proposition into business unit/service line practices and processes to ensure all employees experience and engage in supporting the desired work culture.
Understands and promulgates approaches that lead to the positive, desired work culture articulated in CHI`s Work Community Value Proposition.
Applies results of culture diagnostic tools, e.g., Performance Culture Assessment (PCA) to help craft appropriate plans for addressing culture development needs identified in the business unit/service lines served.
Talent Management: Partners with leaders to identify current and anticipated talent needs
Collaborates with the operational leaders and others to develop an effective, strategic talent acquisition, retention, and succession approach.
Performance and Leadership Coaching: Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members
Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources.
Focus on development, collaboration and assessments; coaches Leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals and objectives
Identifies business unit/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance.
Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders.
Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.
People Metrics and Analysis: Provides people data, business metrics and information to enhance effective operational performance.
Provides relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities.
Employment and Labor Law: Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees
Provides effective direction, counsel and advice to management on the interpretation and application of: HR policy and practice, employment and labor laws (i.e. EEOC, ADA, FLMA, HIPAA, Joint Commission), unemployment, etc.
Qualifications
Minimum Job Qualifications
Minimum Education: Bachelors Degree
Certification through a professional Human Resources organization required within two years
Minimum years in field previous to employment:
Minimum of seven (7) years experience in the discipline
Five (5) years leadership experience
Preferred
Healthcare experience
Strong strategic thinking, project management, negotiation, organizational change management and presentation skills
Ability to work effectively in a team environment, collaborate, advice, and provide influence at all levels of an organization
Minimum Knowledge/Skills/Abilities
Demonstrated strategic thinking, negotiation, and management skills as well as an ability to work tactically in a team environment
Project management and organizational change management experience
Excellent oral, written, and presentation communication skills required
Demonstrated ability to collaborate, advice, and influence at all levels
Strong computer literacy required, including Excel spreadsheet, Power Point, and Word processing applications
St Lukes Episcopal Hospital
The Woodlands, TX
Participates as part of the operational leadership team of assigned business unit or service line. Provides HR guidance to support business planning and deliver on key goals.
Position Responsibilities
Partner: Participates as part of the operational leadership team of assigned business unit or service ...
Participates as part of the operational leadership team of assigned business unit or service line. Provides HR guidance to support business planning and deliver on key goals.
Position Responsibilities
Partner: Participates as part of the operational leadership team of assigned business unit or service line.
Functions as a trusted advisor, partner and active member on the assigned area(s) leadership team(s) by providing HR guidance to support business planning and deliver on key goals.
Strategic Alignment: Works collaboratively with designated partners to support and maximize operational performance with particular attention to those activities that lead to the successful accomplishment of organizational strategic priorities and goals.
Partners to ensure strategic alignment of business unit/service line work with organizational goals, processes, policies, structure and overall strategy that Supports the business and drives organizational performance.
Business Knowledge: Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/service line being served.
Drives value by knowing the business and translating business data into actionable information that is used for effective decision making; Works with management to understand operational needs and plans, proactively identifying and developing plans for mitigating e risks to effective and efficient operational performance.
Change Management: Supports the process and use of tools/techniques to manage the people elements of change to achieve desired business outcomes.
Collaborates with key stake holders to support implementation of change management initiatives and ensures objectives are met that drive overall performance, improve business outcomes and align with strategic objectives.
Culture: Integrate culture standards consistent with the CHI Work Community Value Proposition into business unit/service line practices and processes to ensure all employees experience and engage in supporting the desired work culture.
Understands and promulgates approaches that lead to the positive, desired work culture articulated in CHI`s Work Community Value Proposition.
Applies results of culture diagnostic tools, e.g., Performance Culture Assessment (PCA) to help craft appropriate plans for addressing culture development needs identified in the business unit/service lines served.
Talent Management: Partners with leaders to identify current and anticipated talent needs
Collaborates with the operational leaders and others to develop an effective, strategic talent acquisition, retention, and succession approach.
Performance and Leadership Coaching: Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members
Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources.
Focus on development, collaboration and assessments; coaches Leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals and objectives
Identifies business unit/service line needs to CoE partners for program and resource solutions that support effective people management and operational performance.
Assists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees and leaders.
Works with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing basis.
People Metrics and Analysis: Provides people data, business metrics and information to enhance effective operational performance.
Provides relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities.
Employment and Labor Law: Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees
Provides effective direction, counsel and advice to management on the interpretation and application of: HR policy and practice, employment and labor laws (i.e. EEOC, ADA, FLMA, HIPAA, Joint Commission), unemployment, etc.
Qualifications
Minimum Job Qualifications
Minimum Education: Bachelors Degree
Certification through a professional Human Resources organization required within two years
Minimum years in field previous to employment:
Minimum of seven (7) years experience in the discipline
Five (5) years leadership experience
Preferred
Healthcare experience
Strong strategic thinking, project management, negotiation, organizational change management and presentation skills
Ability to work effectively in a team environment, collaborate, advice, and provide influence at all levels of an organization
Minimum Knowledge/Skills/Abilities
Demonstrated strategic thinking, negotiation, and management skills as well as an ability to work tactically in a team environment
Project management and organizational change management experience
Excellent oral, written, and presentation communication skills required
Demonstrated ability to collaborate, advice, and influence at all levels
Strong computer literacy required, including Excel spreadsheet, Power Point, and Word processing applications