This position serves as the liaison for HR services provided under a service agreement by THR as well as a trusted advisor and business partner to the SEO as well as COMPANY CIN’s executive leadership team as a member of the Executive Council and Operations Council. As appropriate, the position makes presentations to the COMPANY CIN Board on overall organizational effectiveness and other strategic HR transformation issues of which the Board should be made aware.
As the spokesperson for the COMPANY CIN employment brand, the Chief Human Resources Officer is the steward for defining and executing the COMPANY CIN’s overall people strategy. Supporting the "conscience" and emerging culture of this new organization, this position creates an environment where personal responsibility and accountability, as well as growing a strong and positive employee culture and brand, help position COMPANY CIN as a top place to work.
Participates on the COMPANY CIN leadership team and actively contributes as an integral executive of the business serving as a driver of change and a thought leader in providing innovative approaches to improve organizational effectiveness, efficiency and operating performance results via the optimization of people, technology, analytics and systems.
Key CPO strategic initiatives will include:
- Support creation of a new organizational culture and identity
- Serve as trusted senior strategic chief people officer as part of the leadership team
- Lead the application of formal employee engagement strategies to our physician network
- Leadership of our employee virtualization initiative.
- Management of the people aspects of our corporate office move in 2021
The Chief Human Resources Officer, COMPANY has the following duties and responsibilities:
- Demonstrate effective leadership and high-quality outcomes that support COMPANY CIN’s Mission and Vision.
- Participate as an active member of the COMPANY CIN leadership team. Consult with and advise the SEO, the SEO’s direct reports and other executives regarding human resource implications of all organizational priorities.
- Partner with leaders to create and drive an innovative and effective organization model and engaged culture.
- Build strong engagement for both COMPANY employees and clinical providers in the clinically integrated network.
- Ensures an effective Talent Value Proposition exists and aligns the development and use of best practice approaches and tools to attract, develop, engage and retain the right talent.
- Prioritize workplace culture and engagement – including leadership development, learning, diversity and inclusion, health and wellness, rewards and recognition and communications.
- Fosters an inclusive workplace that maximizes the talents of each person to achieve organizational priorities.
- Manage the strategy for current and future talent needs – including the technology, compliance and predictive analytics – to plan for, attract and retain the right talent for COMPANY CIN and to create and leverage a remote workforce.
- Collaborate with all levels of executive leadership providing coaching, development, and educational programs when needed. Facilitates the development and growth of leadership throughout the system.
- Assist individual and division leadership in establishing a culture of high reliability.
- Acts as a liaison to HR services provided by THR and manages HR operations team.
- Continue to evolve and modify the services agreement between COMPANY and THR to ensure an appropriate blend of insourced and contracted services.
Individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individual with disabilities to perform the essential functions. This role requires the ability to solve problems, think outside-the-box, and be resourceful; must be result-oriented, a quick learner and self-starter. Comfortable working in complex and matrix organizations. The requirements listed below are representative of the knowledge, skill, and/or ability required to build COMPANY's culture for action.
Education and/or Experience:
- Bachelor’s degree in Business Administration, Human Resources Management or related field and/or proven 10 years demonstrating progressively responsible leadership experience in large, complex organizations known for their employee engagement culture required.
- Proven track record of leading major HR change initiatives in a fast-moving and complex organization.
- At least informal experience interacting with board members on various HR issues; ideally, s/he will have formally presented to a Board and/or sub-committee.
- Expertise across a wide variety of human resources disciplines including strategy, organizational development, business problem-solving, leadership and talent development, employee relations, succession planning, process design and HRIS, union prevention and compensation and benefits management.
- Must have excellent written and verbal communication skills, including the ability to communicate difficult messages as well as complex concepts in a clear, concise, and practical manner to many audiences including senior leadership, employees, board members and external audiences.