Executive Director Human Resources - New Haven, United States - CLevelCrossing

Description

Overview

To be part of our organization, every employee should understand and share in the YNHHS Vision, support our Mission, and live our Values.

These values - integrity, patient-centered, respect, accountability, and compassion - must guide what we do, as individuals and professionals, every day.

This individual will have responsibility for planning, organizing, developing, and administrating best practices while enhancing strategic HR relationships through partnership and collaboration with internal HR colleagues and key business stakeholders.

The client groups within the Executive Directors span of control will include Yale New Haven Hospital, flagship facility for Yale New Haven Health in addition to the health systems corporate services division, Northeast Medical Group and post-acute care facilities.

The organizational model for Human Resources at Yale New Haven Health includes system-wide Center of Expertise strategies, programs, policies and procedures that are centrally created/led and locally delivered/managed at the entity/operating level.

HR is organized with key Centers of Expertise in the functional areas of Talent Acquisition, Diversity, Equity & Inclusion, HR Business Partners/Employee Relations (Labor Relations), HRIS, Learning Development and Total Rewards programs.

This leader will have demonstrated experience effectively influencing, building diverse support for change, driving transformative, progressive programs and initiatives and doing so across organizational boundaries and cultures.

EEO/AA/Disability/Veteran.
Responsibilities

• Working in partnership with the VP HR and other health system leaders to ensure practices for HR business services are best in class and highly compliant with applicable local, state and federal laws.
• Provides the direction, guidance and support for leading the end to end HR life cycle for mergers, acquisitions, joint ventures, divestitures and other corporate transactions.
• Lead and enhance the HR business partner relationships within scope that ensure adherence to government and institutional regulations and policies as related to Family Medical Leave and the Fair Labor Standards Act.
• Responsible for facilitating high quality and consistent follow up, evaluation and resolution of issues relating to policy monitoring and non-compliance.
• Provide direction in preparing internal and external reports and presentation materials and other deliverables through gathering, analyzing and summarizing data and information from team members and internal and external business partners.
• Responsible for creating and maintaining a work environment that embodies confidentiality, collaboration and collegiality.
• Responsible for building, maintaining and managing effective relationships across the health system and with university partnerships.
• Work with VP to set annual goals, strategies and develop departmental budgets while maintaining a patient-centric organization in pursuit of operational excellence.
• Directly and indirectly lead and manage a team of Human Resources leaders and Business Partner professionals in a positive and developmental way ensuring all are challenged and engaged. Establish high standards for achievement and ensure that they are met. Ensure the professional development of the staff, including the professional growth of future leaders. Create an environment that is inclusive and encourages innovation.
• Partner with other senior HR leaders in the Yale New Haven Health system to ensure the successful and continuous evolution of the HR service delivery model.
• Consults with business leaders on critical capability and capacity gaps, short and long term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies.
• Develop and effectively implement high quality employee/labor relations strategies that drive employee engagement and retention. Fosters and nurtures positive relationships and effective communication with employees and management to promote employee engagement.
• Ensure organizational compliance with federal, state and local legal requirements (EEO, ADA, FMLA, ERISA, OSHA, etc.). Ensure team reviews employment actions ensuring compliance with EEOC regulations and implement best practices as they relate to the hiring of persons of color, women, persons of diverse backgrounds, veterans, or individuals with disabilities.
• Assume an active role in labor-management relations; provide leadership in the implementation and administration of the collective bargaining agreements. Work to assure prompt resolution of disputes in an amicable fashion. Participate in mediation and arbitration, as necessary. While it is not necessary to have 1st chair union negotiating experience although extremely helpful if experienced, it is important that the leader in this role be comfortable engaging fully with the unions.
• Oversee a system of regular staff evaluation, provide guidance and training to supervisors to enhance effectiveness of evaluation process. Advise managers and supervisors on progressive discipline and performance improvement processes as appropriate. When situation requires, conduct investigations when employee complaints or concerns are brought forth. Ensure that senior leadership and the executive team is informed of significant issues that emerge and provide recommendations for resolution.
• Partners with external HR groups/societies and affinity groups to stay abreast of key industry trends and best practices.

Qualifications

EDUCATION:
Bachelors degree required. Masters degree in related field strongly preferred. Specialized training in organizational development, employment law, compensation, employee relations and staff training PHR/SPHR preferred.

EXPERIENCE:
Must have ten (10) years of progressively responsible experience leading and managing an HR business services unit(s). Demonstrated experience in employee relations within an environment with at least 5,000 employees highly preferred.

Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction.

Demonstrated ability to lead in professional, collegial, inclusive manner, mentoring and developing staff, and cultivating effective relationships across organizational boundaries.

Demonstrated ability to read, understand, and interpret documents/legal regulations and respond to questions about policies, programs and processes. Demonstrated executive presence, including strong consulting skills, written and verbal and presentation skills. Ability to negotiate and influence others. Impeccable judgment and professionalism in handling and communicating confidential and sensitive employee data. Significant ability to analyze and constructively report data. Demonstrated ability to implement administrative improvements and bring projects to efficient, successful closure.

Ability to excel within a dynamic and highly decentralized environment, working both independently and managing others to complete their tasks in a fast-paced environment with multiple interruptions.

SPECIAL SKILLS:

Highly skilled in executing generalist HR core processes in areas such as talent management, talent acquisition , employee and labor relations, compensation, performance management, employee assessment and development, succession planning and organizational development.

A track record that indicates skill at influencing senior leaders and diverse perspectives towards common goals.

This is a role and an organization that is best suited for someone who is warm, engaging and not afraid to roll up their sleeves and make a difference.

A track record of identifying, developing and retaining top talent by balancing multiple engagement and reward levers to deliver overall individual and organization value and capability.

Strong analytical and reasoning abilities as well as superior analytical skills.

Strong leadership ability and presentation skills; must be comfortable with public speaking in front of large groups given the size of the employee complement in the organization.

At least five (5) years of experience working with an enterprise resource planning system (INFOR, SAP, PeopleSoft, Workday, Oracle, etc.) and proficiency in Microsoft Office (including Excel, Power Point, Project).

ACCOUNTABILITY:

Able to analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive higher thinking and outcomes.

Ability to develop, lead and implement organization and functional change management strategies, initiatives and process.

This role will be involved in a great deal of transformation and the organization is not only focused on policy and standardized practices.

The ability to adapt and pivot are key predictors of success in this role. Ability to develop strategy that can be translated into clear, concise and actionable initiatives and action plans.

A demonstrated track record of strong courageous leadership and the ability to make balanced, difficult and complex decisions in the face of opposition.

In personal and job-related decisions and actions, consistently demonstrates the values of integrity (doing the right thing), patient-centered (putting patients and families first), respect (valuing all people and embracing all differences), accountability (being responsible and taking action), and compassion (being empathetic).

COMPLEXITY:
Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations. Ability to develop strategy that can be translated into clear, concise and actionable initiatives and action plans. Strong organization planning, critical thinking and prioritization skills. Track record demonstrating the ability to navigate ambiguity effectively in a complex environment with a broad geographically distributed footprint.

Ability to quickly learn and adapt to the culture and unique aspects of each organization within scope and broader culture of YNHHS.

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