Vice-President, Human Resources

Responsible for the management of all Human Resources functions for the Institute including employment, compensation, benefits, employee relations, training, performance evaluation system, Affirmative Action program, merit and incentive programs, and associated employment record keeping. The VP, Human Resources acts as the internal consultant to the Leadership Team, advising them in matters related to employee performance, organizational structure, and culture. S/he is responsible for ensuring that all human resources program management is in compliance with federal, state and local laws/regulations, in addition to JCAHO and other accrediting agencies which the Institute may decide to pursue.  The VP, Human Resources also acts as a non-voting member of the Compensation Subcommittee of the Board of Directors.

 

Qualified candidate must possess:

1) Bachelor’s degree in Business Management, Organizational Development, Human Resources or other related field.  Masters degree preferred.

2) Minimum of 10 years of human resource generalist experience, with a minimum of 5 years of exempt human resources management experience. Experience in the health care industry required.  Experience in a research-based organization a plus.

3) PHR or SPHR status through the Society for Human Resource Management (SHRM) is preferred.

4) Demonstrate strong leadership skills and the ability to build alliances and influence decisions at all levels of the organization.

5) Strong communication, prioritization, and organization skills.  Demonstrated ability to work in a team environment.  Must develop credibility and trustworthiness with all levels of employees and members of management.

6) Strong analytical and conflict resolution skills.

7) Sound working knowledge of computer software (Microsoft Excel, Word, Power Point) and computer-database management skills.

8) Performs duties in a manner which promotes quality patient care and customer service/satisfaction while promoting safety, cost efficiency, and a commitment to the CQI process.

9) Must excel at producing presentations and making presentations to large or small audiences, along with facilitating groups.

10) Must be a high energy, self starter with the vision and determination to lead change constructively in a rapid growth environment.

 

Essential Responsibilities:

1) Provides appropriate insight and feedback to the management team regarding employee relations.  Acts on behalf of the organization in labor negotiations and EEOC issues, if required.

2) Pro actively monitors the morale of employees and ensures that all HR programs, policies and management actions promote the mission and core values of the Institute.

3) Ensures that all human resources policies and procedures are documented, communicated, implemented and monitored.

4) Directs the development and maintenance of comprehensive, competitive and leading edge compensation, recruitment, and benefit programs.

5) Manages staffing agency contracts to assure that contract metrics are met and employees are properly oriented to the organization.

 6)  For those jobs requiring licensure, verifies the status of an  license and keeps an ongoing status file of current nursing licenses, etc as required for accreditation.

7) Oversees the development and application of a high quality, comprehensive orientation program for all new employees, and developmental programs for current employees and managers.

8) Manages the Tuition Assistance program.

9) Identifies and implements appropriately validated screening and testing tools for job categories where testing is a screening asset.

10) Leads the development and implementation of various human resources process and program metrics. Ensures accurate reporting on a monthly and/or quarterly basis and monitors typical HR metrics such as vacancy rate, turnover rate, benefit cost per person, etc.

11) Develops and manages the Human Resources budget. Reports variances and makes recommendations for correcting variances.

12) Leads the development and maintenance of the Institute’s performance management system, including 360 degree evaluations of the executive team.

13) Ensures that all employment actions are consistent with the Institute’s policies and compliant with federal and state law.

14) Maintains an Affirmative Action plan for the organization and assists managers in locating applicants to meet goals established for identified job categories.

15) Guides competitive salary planning from market analysis and recruitment perspectives to job and position evaluation.

16) Knowledgeable about all aspects of retirement/pension plans and their regulations.  Works with Finance to be sure that plans are competitive and cost effective.