Senior Director, HRBP-Employee Relations - Greenville, NC, United States - ECU Health

Description

ECU Health
About ECU Health Medical Center

ECU Health Medical Center, one of four academic medical centers in North Carolina, is the 974-bed flagship hospital for ECU Health and serves as the primary teaching hospital for The Brody School of Medicine at East Carolina University.

ECU Health Medical Center has achieved Magnet designation twice and provides acute and intermediate care, rehabilitation and outpatient health services to a 29-county region that is home to more than 1.4 million people.

Position Summary

The Senior Director, Human Resource Business Partners reports to the CHRO, and serves as a member of the human resource leadership team.

The role is responsible for providing leadership and strategic direction for the Human Resources Business Partners, Employee Relations across the system and consultation for ECUH executives.

While supporting the mission and goals of the organization.

Scope:

ECU Health is a mission-driven, 1,512-bed health system that annually serves more than 1.4 million people in 29 eastern North Carolina counties.

The not-for-profit system is made up of more than 12,500 employees, eight hospitals, home health, hospice, wellness centers, and ECU Health Medical Group, a multi-specialty physician and provider group with more than 500 providers in more than 90 locations in eastern North Carolina.

ECU Health is affiliated with The Brody School of Medicine at East Carolina University.

As a major resource for health services and education, ECU Health has a mission to improve the health and well-being of eastern North Carolina.

Net operating revenue is $1.8B.
Responsibilities
Develops and implements strategies to embed ECU Health's mission, vision and values throughout ECU Health.

Connector to assure alignment/ business support-provides business partners and leaders on-people related strategies and influencing system wide HR functions.

Partner with key stakeholders to develop capable HR systems and processes to support organization needs and plans.
Leads trusted strategic business partners who influence, coach and advise leadership. Counseling and advising management on policy and practice issues.
Deploy and drive change management and transformation efforts, including in engagement initiatives.
Monitors the effectiveness of HR processes, driving for continuous improvement and assure effectiveness, consistency, and fairness.

Establish HR metrics and analytics for ECU Health that provide leadership with the ability to proactively manage and respond to human capital issues.

Assist as necessary with investigations and resolution of employee relations issues.
Act as coach and facilitator to assure personal development commitments of staff are met.
Attend necessary meetings to support stakeholders.
Maintains financial stewardship of budget related to human resources.

Develop and propose short and long-term goals for the department in accordance with the organization and human resource strategies.

Strategic thinking - Partner with business leaders to implement solutions that solve complex business challenges to address these issues.

Discernment of what is strategic vs operational.

Financial acumen - Understand drivers of relevant business models, and how to translate these into appropriate management and HR actions.

HR acumen - Working knowledge of people management skills. Familiar with the entire HR service delivery chain including staffing, total rewards, learning & development.
Sufficient understanding of current legal, regulatory and governmental labor environment.
Business acumen - Understand organization's business strategies and how to translate these into appropriate management and HR actions.
Partnering and influence - Present solutions in ways that are heard, understood and supported. Add insight that positively influences senior management decision-making.
Communicate with clarity, conviction and confidence across the system, including upward when necessary.
Personal credibility - Consistently offer quality advice, counsel and insight through active leadership. Maintain self-esteem and that of others while directly and constructively addressing issues. Create trust and mutual respect. Demonstrate courage, curiosity, humility and emotional agility.
Self-understanding - Advanced self-awareness and self-confidence. Recognize personal biases. Understand own strengths and liabilities. Proactively work to develop, complement or offset personal gaps or liabilities.
Agilent perspective - demonstrate the ability to understand the broader enterprise and critical interconnectivity.

Appreciation of relationships - solid understanding of the network across Agilent, working across white space, understanding when you need to know vs when you need to do.

Minimum Requirements
Bachelor degree or equivalent experience in Human Resource Management.
PHR / SPHR Certification preferred.
Must possess 5-7 years of experience in human resources with experience as a generalist and in employee relations.
At least 3-5 years of leadership experience as the HR leader; preferably in a complex health care organization.
Demonstrated experience leading organizational change involving cultural transformation.
Experience working in a matrixed organization in which influencing, collaboration and problem-solving skills are required for success.
General Statement

It is the goal of ECU Health and its entities to employ the most qualified individual who best matches the requirements for the vacant position.

Offers of employment are subject to successful completion of all pre-employment screenings, which may include an occupational health screening, criminal record check, education, reference, and licensure verification.

We value diversity and are proud to be an equal opportunity employer.

Decisions of employment are made based on business needs, job requirements and applicant's qualifications without regard to race, color, religion, gender, national origin, disability status, protected veteran status, genetic information and testing, family and medical leave, sexual orientation, gender identity or expression or any other status protected by law.

We prohibit retaliation against individuals who bring forth any complaint, orally or in writing, to the employer, or against any individuals who assist or participate in the investigation of any complaint.

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