Hospital Human Resources Director - Metro West
Company: Other Executive
Location: Marlborough
Posted on: November 15, 2024
Job Description:
MARKET SUMMARY:
MetroWest Medical Center has 229 beds located on two campuses in
Framingham and Natick, Massachusetts. Key Service Lines include
Cardiology, Behavioral Health, Women's Services, and Oncology.
MetroWest Medical Center has been consistently recognized for high
quality performance, thanks to the great contributions of our
physicians, employees, and volunteers. Our most recent quality
awards include:
- 2017 - 2019 Healthgrades America's 100 Best Hospital
- 2004 - 2019 Healthgrades Five-Star Recipient for Heart
Failure
- American Heart Association 2020 Mission: Lifeline Award Gold
Plus: Receiving
- American Heart Association 2020 Mission: Lifeline Award Silver:
NSTEMI
- 2019 Beacon Award bronze level for Excellence award in our
Intensive Care Unit
- Blue Cross Blue Shield Blue Distinction Center for Maternity
Care, Knee & Hip Replacements, and Bariatric Surgery
At MetroWest Medical Center, you'll find comprehensive health care
services that address the needs of your entire family. Our services
include:
- 24-hour Emergency Department
- Advanced cardiac care
- Comprehensive surgical treatments, including minimally invasive
and laparoscopic procedures
- Advanced maternity care, including our Special Care Level IIB
nursery and high-risk pregnancy care.
- A unique behavioral health specialty center at our Leonard
Morse Hospital campus in Natick, MA dedicated to the mental health
of our community for child, adolescent, adult and geriatric
psychiatric care
POSITION SUMMARY:
The Hospital Human Resources Director (HRD) is responsible for
strategic workforce plan, as well as the day-to-day HR Operations
within a hospital. He/she focuses on the acquisition, development
and culture of the best talent, which are critical drivers to
achieve Tenet's goal of becoming the best place to work in health
care. The HRD proactively works with hospital leadership to manage
the people metrics with the expected outcomes of minimal turnover,
effectively managed SWB expense, high employee engagement, high
quality patient care, and excellent experiences for all patients,
visitors, physicians and employees.
FUNCTIONAL EXPECTATIONS & REQUIREMENTS:
RESPONSIBILITY/STANDARDS OF PERFORMANCE:
- Develop and execute HR strategies, programs and initiatives
that directly align with the hospital business plans and
strategies.
- Champion the journey toward the "best place to work in health
care" by fostering a high-performance culture focus that delivers
high quality patient care and excellent patient
experience.
- Be a valuable business partner and high performing member to
the Hospital A-Team, including problem-solving, decision support
and leadership development.
- Deliver core HR services including recruiting, employee
relations, employee health/safety, employee learning/development,
and HR legal/regulatory compliance.
- Drive efficiency in overall HR operations, including
implementation of HR enterprise services, oversight of
salary/wages/benefits (e.g., labor standards/staffing, contract
labor, overtime, premium pay), and performance on HR operations
scorecard/metrics.
- Design and implement a one to three- and three-to-seven-year
workforce plan based on local and national trends and
projections.
Responsible for day-to-day operations that drive low turnover, high
retention, and efficient SWB within the hospital to include:
- Deliver sound selection, onboarding, and orientation activities
to create positive new employment experience and reduce first-year
turnover.
- Foster high employee engagement through the development of
strong HR programs and team execution of engagement action
plans.
- Establish effective employee recognition programs.
- Deliver timely and informative internal communications to
employees.
- Oversee overall pay and labor staffing seeking opportunities to
improve productivity.
- Deliver on HR KPIs and metrics.
Responsible for day-to-day operations that minimize and mitigate
employer risk to include:
- Ensure compliance with all HR regulatory requirements,
employment law, and Joint Commission HR standards.
- Respond to EEO complaints and prepare position
statements.
- Facilitate the company's defined FTP process.
- Direct overall employee health and occupational safety with
significant input from the employee Health Nurse, Nursing,
Infection Control and Infectious Disease to ensure that employees
have confidence that they are provided a safe workplace.
- Ensure proper planning, response and reporting to the following
agencies with respect to employee health and occupational safety:
Joint Commission, OSHA, CDC, other federal, state and local
agencies.
Responsible for strategic workforce planning for the hospital to
include:
- Project workforce gaps considering current staff, local labor
market, and national healthcare statistics, trends, and
projections.
- Develop workforce strategies, including full-time/part-time/per
diem mix, staffing models, and education strategies/partnerships to
prepare workforce for the future.
- Participate and execute on Tenet-wide leadership development
programs including talent mapping, succession planning, emerging
talent programs, leadership academies, and other Tenet leadership
development programs.
- Implement Tenet HR enterprise shared services.
- Deliver leadership education and development, inclusive of
transitional leadership training, general leadership effectiveness,
diversity and inclusion, and labor relations and employee
relations.
ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS:
Use Astute Judgment
- Collaborates with corporate, regional and A-Team members to
achieve business results (e.g. HR Leader call, monthly HR regional
meetings) and shares best practices and successes with
others
- Viewed by and sought after by leaders as an HR advisor and
expert with ability to influence decision of others; trusted
confidante to CEO (e.g. sought out for personal and professional
advice and counsel)
- Considers impact of HR decisions on the rest of the
organization and therefore communicates across the organization to
create awareness and gain support for HR decisions
- Provides leadership in building loyalty, trust and commitment
throughout the organization (e.g. leads and participates in
employee advocacy and engagement programs, supports EES and creates
action plans for improvement, leads recognition efforts for the
facility)
- Uses critical thinking and influencing skills to create
organizational harmony when confronting divergent positions (e.g.
uses metrics and data sources to support position and listens to
all positions and counters/agrees professionally and in a timely
manner)
- Demonstrates business acumen when managing competing priorities
(e.g. presents creative ways to address debate between budget
constraints vs. need for additional resources by creating career
ladders instead of changing pay practices)
Develop Organizational Talent
- Participates in workforce planning to ensure an adequate,
competent and productive workforce. Create/implement programs
supporting the organization's future workforce needs (e.g. provides
factual/current market position information, outlines
obstacles/challenges and proposed solutions, creates annual
long-term strategic workforce plan for facility, includes
diversity/inclusion strategies in all aspects of business)
- Leads the talent management strategies of the facility
including recruitment and retention strategies and development of
integrated succession plan ensuring continuity of business
operations (e.g. creates development and succession plans for all
leaders)
- Effectively leads the pre-boarding, onboarding, orientation and
assimilation process for new employees (e.g. ensures 30/90-day
reviews are conducted)
- Leads goal setting and performance review process for facility.
Conducts needs assessments and develops training and development
programs to ensure goals are attained (e.g. ensures all processes
are timely and accurate, development plans are created and followed
up on, recommends T and D classes as needed, ensures mandated
education is fulfilled without T/O due to timeliness)
- Acts as effective coach and mentor to HR staff and
leaders/staff outside HR as required
Aligns the Organization
- Attends and contributes to the facility business planning
process; ensures that the business plan aligns with the "people
plan" as described in the HR workforce plan
- Creates, defends and implements creative/innovative cost
reduction strategies for the workforce ensuring that employee
engagement and recruitment and retentions strategies are not
compromised
- Provides global outlook on decisions and aligns with facility
business plans when managing competing priorities; delegates to
others as required and holds others accountable for results as
demonstrated by timely, complete and effective outcomes
- Provides timely responses to corporate and regional leadership
ensuring timetables are consistently met (e.g. EAL complaints,
Tenet Heroes submissions, TRIPP reports, edu requirements,
etc.)
Optimize Execution
- Consistent and timely administration and communicating of
policies, regulations and legal mandates as stated by effective
dates on document/policies, etc. Ensure responsible parties
understand changes and any related actions
- Actively participates in and executes acquisitions and
divestitures. HR lead for the facility in manpower planning,
benefit and compensation transitions, all on-boarding and
off-boarding, as well as RIF notifications as required
- Completes and communicates final investigative results of
ER/Labor relations or EAL complaints, or reasons for delay in
issuing final results, within 48 hours of receipt
- Collaborates with compensation and benefits to implement timely
and effective compensation and benefit policies and programs (e.g.
annual enrollment, new hire and termination requirements, wellness
initiatives, etc.)
- Collaborates with legal and ethics/compliance departments on
matters related to the enforcement of policies and procedures as
well as Tenet's "Standards of Conduct"; leads HR in all internal
and external audits (e.g. Joint Commission, internal audits,
etc.)
Drive Organizational Success
- Strategically develops and executes creative initiates to
increase participation in the annual employee engagement survey;
takes the lead in creating and driving facility action plans to
completion through focus groups, training and development,
etc.
- Actively works to improve the delivery and execution of HR
programs and processes to increase operational effectiveness and
efficiencies. Plans seamless transitions ensuring minimal
disruption of workplace
- Understands and articulates HR policy, procedures, and
protocols and can defend and support organization's position
relative to same and confidently communicate changes
- Works with A-Team members to collaborate and deliver
cross-functional programs and processes (e.g. cost reduction
strategies, quality and volume related incentive programs,
etc.)
- Leads and is held accountable for the "People Pillar"
initiatives for the facility; actively participates in hardwiring
and delivering retention strategies for the facility (e.g. leads
TRIPP programs including bi-weekly calls as required)
CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS:
- Experience of at least 5 to 7 years in a top HR leadership
position.
- Hospital experience required.
- Demonstrated track record of driving high organizational
performance and high employee engagement.
Professional Attributes
- A solid strategic thinker, with strong operational focus, good
judgment and detail-oriented perspective.
- A well organized, decisive and self-directed individual with a
strong ability to develop an organizational culture that fosters
teamwork.
- Excellent work organization skills, ability to appropriately
set priorities, and manage multiple demands.
- The ability to communicate effectively with diverse groups and
to deliver high quality written and verbal presentations. Excellent
oral and written presentation skills, as well as strong PC
skills.
- Must listen actively and accurately, encourage input from
others. Must coach and correct constructively to improve the
performance of team members.
- Provide clear directions. Maintain an ongoing dialogue with
employees to ensure continual progress. Bring out the best in
employees.
- Interpersonally savvy, relating well to diverse groups of
people throughout the organization. Able to build rapport and form
constructive relationships.
- Excellent at team building and motivating people. Skilled at
accomplishing goals through others. Proficient at being a teacher,
mentor and coach.
- Ability to earn the trust of co-workers, maintain confidences,
and put the organization's interest above one's self.
Personal Attributes
- A high-energy individual with a strong work ethic and high
expectations for performance. A person who leads by example and
sets strong professional and personal standards for every
activity.
- Someone who values employees at all levels, treating all with
dignity and respect. An individual who is able to relate easily to
people from all walks of life; empathetic and
compassionate.
- Self-confident and assured with significant presence and
charisma, but with a balanced ego.
- An individual of highest personal and professional integrity,
principle and knowledge, earning respect and support when making
difficult decisions and choices. Able to establish immediate
credibility with peers, senior leadership, and the medical
staff.
- An individual with a contagious passion for his/her work.
Education/Certifications
- BS degree in Business, HR Management or related field strongly
recommended.
- Master's degree or SPHR preferred.
Travel
Limited travel.
Compensation
- Pay: $90,000-$170,000 annually. Compensation depends on
location, qualifications, and experience.
- Position may be eligible for an Annual Incentive Plan bonus of
10%-25% depending on role level.
- Management level positions may be eligible for sign-on and
relocation bonuses.
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.
#LI-RB1
2403036840Employment practices will not be influenced or affected
by an applicant's or employee's race, color, religion, sex
(including pregnancy), national origin, age, disability, genetic
information, sexual orientation, gender identity or expression,
veteran status or any other legally protected status. Tenet will
make reasonable accommodations for qualified individuals with
disabilities unless doing so would result in an undue
hardship.
Keywords: Other Executive, Peabody , Hospital Human Resources Director - Metro West, Human Resources , Marlborough, Massachusetts
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