This position reports to the system Chief Operating Officer and will be the chief architect of all human resource policies and practices across the Company system to foster a healthy, vibrant and equitable work environment. The position leads the HR function that services approximately 5,000 employees across the system. Specific areas of responsibility include workforce inclusion and diversity, recruitment, employee engagement, compensation, benefit administration, employee relations and counseling, labor relations, performance management, HRIS, training and professional development, staff management, organizational design, HR budgetary management, development of policies and procedures, and oversight of all technical aspects of departmental operations.
PRIMARY DUTIES AND RESPONSIBILITIES
1. Talent Management
Attracting, developing and retaining top tier talent across the organization, enhancing and further evolving a performance-based culture.
Developing systems to build a high-quality talent recruitment and development pipeline; Partnering with leaders to anticipate staffing and capability requirements, to identify strategically important hires and to develop high performing teams.
Anticipate and plan for long-term human resource needs and trends in partnership with system leadership.
Develop and implement short and long-range programs and initiatives to drive organizational effectiveness, professional development, and overall management and performance of employees.
Building and implementing training, development and mentorship programs to retain, inspire and build managers and leaders at all levels.
Developing an incentive program that supports recruitment and retention of top-tier talent and motivates and rewards performance.
Developing and implementing succession planning programs for key roles
2. System Support
Establishing him or herself as a trusted advisor to the executive team as it relates to organizational, process, people related elements of the business
Owning the role of “system thinker” and as an accessible, approachable and capable resource to employees and leaders throughout the organization; Establishing and maintaining strong relationships to identify and respond to business needs
Effectively communicating business priorities, plans and execution strategies using an analytical and data-driven approach
Advising on people strategies to support an efficient, effective and high performance organization
Being a highly visible, positive and pro-active change leader
3. Management of HR Team and Processes
Develop and lead an innovative HR function. Provide HR vision, short and long-term planning, as well as progressive human resources strategies to continue to build capacity within the HR function and the broader organization, develop a strong talent pipeline, and maximize organizational development and performance.
Building a high performing, capable and respected HR team who effectively interacts with leaders and employees and proactively brings ideas and solutions to support implementation of strategy to achieve results
Directing or overseeing all people-related and administrative policies and initiatives to support a growing, entrepreneurial and fast-paced environment, including employee relations, compensation and benefits and other traditional HR functions
Ensuring compliance with all legal requirements and applicable labor laws
Required - Master's degree or equivalent degree - Field of Study: Human Resources, Business, Organizational Development, or related field
Required - 10 years total experience required, which includes 10 years of as a Senior HR leader including expertise in strategy, operations and supervisory experience
CERTIFICATION / LICENSE / REGISTRY REQUIREMENTS
Preferred - SHRM - SCP (Certification)or Senior Professional in Human Resources (SPHR) (Certification)
Required - Business and Strategic Acumen with the following qualities/skills:Smart, direct, high-energy executive, focused on enabling strategic decision making and resource allocation that will streamline and optimize the company’s operation; Ability to “think strategically, act tactically” and operate effectively on both levels;Intellectual horsepower to work effectively with entire leadership team;A passion for, and track-record with, talent management is more important than traditional HR experience
Required - Focus on Execution and Results with the following qualities/skills:Track record of strategizing, executing and leading in a change-oriented environment and driving transformation across teams, processes and technologies;Ability to work with leaders to increase operational efficiency and service delivery, integrating recent innovations into existing systems and processes; Sense of urgency, proactive approach, ability to thrive in a fast-paced environment; Low-ego, results-oriented; Self-confidence balanced with humility; Highly effective decision-making and judgment
Required - Experience with Building and Managing High Performance Teams with the following qualities/skills:Demonstrated ability to identify and attract talent and to assess strengths, weaknesses and fit of potential new hires; An inspiring and highly credible first impression generator for new hires; Skilled in building systems to assess performance and incentivize team members, and working with leaders to develop a culture of real-time feedback; Aptitude for identifying high potential and low performing team members and working with leaders to develop opportunities and next steps for each; Willingness to objectively make difficult talent-related decisions
Required - Ability to Build Relationships, Be a Trusted Advisor, and Demonstrate Strong Interpersonal and Communication Skills: Natural ability to build a strong network of relationships across the system, quickly building credibility and gaining the trust and confidence; Ability to “get things done” through standard processes and behind-the-scenes; Employs empathy, creativity, practicality and common sense when dealing with organizational and people-related issues; Ability to listen effectively and express thoughts and opinions clearly and concisely; Commands a strong presence with a flexible, clear and compelling communication style that carries weight with diverse audiences inside and outside the organization; Ability to adapt to new technologies, manage a multi-generational workforce and work with varied cultures and business structures while identifying areas of commonality for shared processes, talent development and people-related policies .
Required - Unquestionable Integrity and Discretion with the following characteristics: A role model for ethical standards and behavior, lives culture and values; Unquestionable integrity, maturity and creativity; Demonstrates the courage of his or her convictions; Has a reputation of follow through on commitments in spite of challenges.
Preferred - CORE COMPETENCIES: Building Healthcare Talent; Agility; Setting Healthcare Business Strategy; Strategic Influence; Cultivating Network and Partnerships; Driving Innovation
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