Job Details

Position Summary

The Hospital Chief Human Resources Officer serves the hospital and group leadership team as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. The Hospital CHRO serves as the key liaison to “broker” the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. He/she is accountable to ensure oversight and governance of group and hospitals HR processes, systems, and policies.

Functional Expectations & Requirements

• 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.
• Partners with Hospital Operations CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met.
• Partners with external HR groups/societies to stay abreast of key industry trends and best practices.
• Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model.

Essential Functions Of The Role

• Acts as a point of contact to the business for all HR related services and solutions.
• Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives.
• Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor.
• Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing, and onboarding needs are met.
• Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals.
• Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs.
• Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements.
• Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement.
• Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness.
• Builds capability internally and coaches senior leaders on effective talent, organizational and employee engagement strategies.
• Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved.
• Leverages external networks to understand market trends, shape organizational strategy and apply leading practices.
• Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels.
• Other duties as assigned.

Candidate Experience, Attributes And Education Requirements

• At least 10 years' experience in providing Human Resources services, solutions, and leadership in roles of different levels of size, complexity, business model maturity, etc.
• Partnering with business leaders to develop, design and implement relevant strategic human resources strategies.
• Ability to manage and develop senior HR functional and leadership capability.
• Led organization design, restructuring and strategic workforce planning initiatives.
• Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc.
• Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment, and satisfaction.
• Highly skilled in executing “generalist” HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development.
• Diverse background in multiple industries and/or operating units within the same organization.

Professional And Personal Knowledge, Skills, And Ability Requirements

• Skillful at influencing senior leaders and diverse perspectives towards common goals.
• Able to surgically 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 effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowledge of the business.
• Developed, led, and implemented organization and functional change management strategies, initiatives, and process.
• Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability.
• Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills.
• Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations.
• Strong organization planning, critical thinking, and prioritization skills.
• Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals.
• Ability to develop strategy that can be translated into clear, concise, and actionable initiatives and action plans.
• Demonstrates strong courageous leadership skills in the ability to make balanced, difficult, and complex decisions in the face of opposition.

Education/Certifications

• Bachelor's degree in human resource management or related field required.
• Master's degree in human resources or related field (preferred).

Tenet Healthcare complies with federal, state, and/or local laws regarding mandatory vaccination of its workforce. If you are offered this position and must be vaccinated under any applicable law, you will be required to show proof of full vaccination or obtain an approval of a religious or medical exemption prior to your start date. If you receive an exemption from the vaccination requirement, you will be required to submit to regular testing in accordance with the law.

Organizational Leadership - Expectations & Requirements

• Use Astute Judgment
• Collaborates with corporate, regional, and A-Team members to achieve business results and shares best practices and successes with others.
• Viewed by and sought after by leaders as HR advisors and expert with ability to influence decision of others; trusted confidante to CEO
• Provides leadership in building loyalty, trust, and commitment throughout the organization
• Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions
• Demonstrates business acumen when managing competing priorities

Organizational Leadership - Develop Organizational Talent

• Participates in workforce planning to ensure an adequate, competent, and productive workforce; creates annual long-term strategic workforce plan for facility
• Leads talent management strategies including recruitment and retention; develops integrated succession plan
• Effectively leads pre-boarding, onboarding, orientation, and assimilation processes
• Leads goal setting and performance review process for facility; conducts needs assessments and develops training programs
• Acts as effective coach and mentor to HR staff and leaders

Organizational Leadership - Aligns the Organization

• Attends facility business planning; ensures the business plan aligns with the HR workforce plan
• Implements cost reduction strategies for workforce without compromising engagement
• Provides global outlook and aligns with facility plans when managing priorities
• Delivers timely responses to corporate and regional leadership

Organizational Leadership - Optimize Execution

• Ensures policy and regulatory compliance and communicates changes
• Leads HR for acquisitions/divestitures and onboarding/offboarding processes
• Completes and communicates investigative results of ER/Labor relations within 48 hours
• Collaborates on compensation and benefits policy implementation
• Leads audits and enforces Tenet's Standards of Conduct

Drive Organizational Success

• Develops and executes initiatives to increase engagement survey participation
• Improves HR program delivery and ensures smooth transitions
• Understands and communicates HR policy; collaborates on cross-functional programs
• Leads People Pillar initiatives and TRIPP programs