Job Description:
• Leads the teams and all operations of Human Resources functions providing divisional leadership, diagnosing, translating and defining current and future business needs into an overall integrated strategic HR plan for the division aligned with long-term strategic initiatives of AdventHealth.
• Manages Compliance and Regulatory Services across the EFD ensuring compliance measures are maintained for all regulatory and legal requirements.
• Oversees HR compensation managing Leadership and Staff level Accountability bonus, overseeing annual market analysis process partnering with COE regarding organization compensation strategies and leads divisional compensation strategies as appropriate, facilitates annual divisional compensation decisions.
• Supervises Talent Acquisition functions for the EFD. Managing the relationship between Shared Services and Division to ensure a comprehensive strategy that engages, motivates, and retain employees across the division.
• Manages the Performance Management process including successful implementation and ongoing administration of new initiatives throughout the division. Partnering with corporate to influence decisions enterprise wide.
• Responsible for workforce planning, organizational design, and strategic planning from a divisional perspective and in alignment with organization. Sets priorities for facility workforce planning within division. Oversees divisional and executive reorganization efforts, including partnering with corporate HR and divisional leadership as necessary.
• Provides divisional leadership on organizational development strategies, including the assessment of divisional capabilities by identifying competency and talent gaps, ensuring development of human capital resources, and performing talent assessments and succession planning aligned with current and future performance standards and organizational goals. Serves as a strategic partner concerning escalated employee relations issues.
• Maintains knowledge of progressive HR practices and key trends in talent.
• Monitors divisional metrics, external market developments, and HR analytics to diagnose needs throughout division. Utilizes workforce data analytics and business metrics to identify and analyze talent implications, trends, formulates insights, and makes recommendations on key business solutions and opportunities to influence and drive employee engagement, performance, retention, and influence leadership decision making.
• Leads financial budgeting process for divisional HR functions and facility-specific HR budget strategy and serves as a contributing member of financial management for division.
Knowledge, Skills, and Abilities:
• Serves as a strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization [Required]
• Highly proficient in Microsoft Word, Outlook, Excel, Access, and PowerPoint [Required]
• Experience with project management methodologies [Required]
• Possesses strong skills in the area of organization, prioritization, and managing multiple priorities within tight deadlines; Ability to complete large amounts of work effectively and efficiently [Required]
• Demonstrated superior matrix management and partnering skills; Ability to thrive in a dynamic hands-on environment that requires a consultative approach and solutions that span multiple business units [Required]
• Understanding of how IT affects an organization and ability to link it to redesigned business processes; Ability to understand, explain, and suggest interrelationships between business and technology strategies; Ability to learn and use strong business acumen to support strategic alignment of initiatives [Required]
• Ability to establish and maintain strong relationships; Ability to quickly build relationships and diplomatically negotiate common approach; Ability to interact with all levels of management; Ability to work collaboratively and individually to achieve stated goals [Required]
• Excellent oral and written communication skills [Required]
• Proficiency with Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) [Preferred]
• Working knowledge of a variety of human resources disciplines, including employee relations, compensation, performance management, HR analytics and employee engagement [Preferred]
• Effective communicator, with strong professional and interpersonal skills [Preferred]
• Ability to serve as a consultant on strategic and operational matters [Preferred]
• Ability to handle confidential matters with maximum discretion [Preferred]
Education:
• Master’s degree in HR, business, or related field [Required]
• Advanced degree in Human Resources, Organizational Leadership, or related field [Preferred]
Work Experience:
• Minimum of 10 years of progressive Human Resources Management experience [Required]
OR
• Graduate of the AHS Leadership Residency program; AND 6 years of progressive human resource management experience [Required]
• 8-10 years HR business partner experience working in with senior leadership in a healthcare provider setting [Preferred]
• Management experience within a healthcare organization [Preferred]
• Project management and consulting experience [Preferred]
Licenses and Certifications:
• Society for Human Resource Management Senior Certified Professional (SHRM-SCP), or Senior Professional in Human Resources (SPHR) [Required]
• Certified Human Resources Business Partner (HRBP) [Preferred]
The expertise and experiences you’ll need to succeed:
QUALIFICATION REQUIREMENTS:
Master's (Required)SHRM Senior Certified Professional (SHRM-SCP) - EV Accredited Issuing Body
This facility is an equal opportunity employer and complies with federal, state and local anti-discrimination laws, regulations and ordinances.
