Exectuive Director of Human Resources

How would you like to work in a place where your contributions and ideas are valued? A place where you can serve with compassion, pursue excellence and honor every voice? At Wellstar, our mission is simple, yet powerful: to enhance the health and well-being of every person we serve. We are proud to have become a shining example of what's possible when the brightest professionals dedicate themselves to making a difference in the healthcare industry, and in people's lives.

Work Shift

Day (United States of America)

Job Summary:

The Executive Director, Human Resources (HR) is a strategic leader with high experience and creditability to lead and manage the full scope of HR functions for our Shared Services and Post Acute Divisions. This pivotal role reports directly to the Vice President of HR, Shared Services and will be responsible for translating business objectives into a comprehensive HR strategy that drives organizational performance, talent development, and a thriving company culture of high trust and engagement. The ideal candidate is a proactive leader, a trusted advisor, and a hands-on operator who can navigate complex organizational dynamics and regulatory requirements. In partnership with the HRVP, this position is responsible for developing and maintaining a high-quality, comprehensive human resources program that supports the institution's mission, vision, values and strategic plan. This is a high visibility, hands-on leadership role with opportunity for significant organizational impact. Deliverables include: Assisting VP with execution of both the Entity and System HR Strategic Plan Developing a more effective human resource business partner team. Achieving HR Service Delivery & Operational Excellence Building Organizational Capability and Talent Bench Strength Workforce Planning & Management Driving an "Employer of Choice" culture by Engaging with leaders on the Trust Journey to ensure a culture of high engagement and Trust As part of the HR leadership team, the Executive Director is accountable for oversight and implementation of successful programs locally in partnership with Centers of Expertise to meet local business priorities. Brings expertise in all HR functional areas such as analytics, employee relations, change management, performance management, talent management, engagement strategies, and process improvement strategies. Responsible for strategic and tactical balance, and achievement in driving HR service delivery and operational excellence.

Core Responsibilities and Essential Functions:

Strategic HR Business Partnership and Consultation * Partner closely with the VP of HR, Shared Services and Post Acute Services, and Wellstar System Leadership including the Executive Vice Presidents to define and implement an HR strategy that supports the overall business goals, long-range plans, and operational excellence of the Shared Services functions (e.g., Finance, Legal, Supply Chain, IT). * Deeply understand the Shared Services/Corporate function's business priorities, financial goals, and operational challenges to proactively align the HR agenda. * Lead and facilitate organizational design and change management initiatives to ensure the Shared Services and Post Acute structure is optimized for strategic agility, efficiency, and future growth. * Act as a trusted advisor and coach to Wellstar executives and managers on all HR-related issues, including organizational design, change management, executive coaching, and talent strategy. * Drive and support organizational design and workforce planning initiatives to ensure the Shared Services and Post Acute structures are optimized for efficiency, growth, and future needs. * Partner with the HRVP on the HR due diligence and integration efforts for any System-level mergers, acquisitions, divestures, or significant structural changes. * Drive the Shared Services workforce planning process, collaborating with leadership to forecast talent needs and build a strategic staffing plan. * Accountability for human capital, financial, programmatic, and quality performance, regulatory oversight, standardization related to human resources. Monitors to insure variance analysis and resolution * Sets prioritization of operations to achieve system objectives while assuring continuous quality improvement and outcome excellence for the Human Resource Function * Identifies high risk areas for regulatory compliance; trains staff, monitors and ensures compliance * Monitors HR performance outcomes via benchmark analysis and facilitates accountability via defined expectations and goals. * Develops departmental/Division strategic plans and works with leadership to facilitate goal achievement. HR Consulting * Lead and align the training and development of WellStars supervisors, managers, directors, and senior leadership * Proactively analyze the root causes of issues (before they become major or spread). Build open and strong relationships with line management, performing on-going assessment plus organization diagnosis; and implement strategies, tactics appropriate to OD interventions to address and measure the effectiveness of HR work. * Through careful analysis of trends, treat problem (not symptoms) and resolve issues before they negatively impact business operations (i.e., recruitment, staffing, retention, conflict resolution, labor cost escalation and productivity goals) and to improve and positively impact WellStars performance. * Strategically partner with other HR & System leaders, especially in the areas of Benefits, Compensation, HRIS, Learning, Quality, Cultural Competence, Compliance and Recruitment in developing, communicating, and championing programs designed to achieve system and operational objectives. * Promote integrated system focus (we/we = win/win), while balancing operating unit needs. * Establish mechanism for ongoing and effective communication to leaders on key organizational or site-specific initiatives. Organization Development/Culture * Identify and facilitate proactive problem resolution of Employee Relations hot beds and day-to-day issues * Lead, create and sustain, through partnership with the operating units leadership, a culture that supports Wellstars Strategic Plan (i.e., its mission, values alignment, and organizational effectiveness) and by building and sustaining performance management rigor (i.e., assuring that the right people are hired, trained, developed, supported for career and performance growth) * Integrate organization development and culture development to support the Employer of Choice strategy for Wellstar Health System * Create and reassure the effectiveness of a communications infrastructure within Wellstar which would effectively achieve employee & management communication objectives Core HR Functions * Regularly assess HR departmental operations effectiveness, including constantly surveying and improving customer satisfaction * Ensures compliance with EEOC, OSHA, Immigration Laws, FLSA, TJC and other regulatory bodies * In conjunction with above, monitor the effectiveness and impact of Human Resource policies. Provide supervision and counsel to HR Consultant staff for employee relations and policy interpretation issues * Assume line management department responsibilities for WellStar and HR operations. (budget) * Provide leadership and creativity and innovation for WellStar recognition programs and other employee functions, including measuring the effectiveness of such programs * Participate in workforce development activities, i.e., long range recruitment and retention strategies. Performs other duties as assigned Complies with all Wellstar Health System policies, standards of work, and code of conduct.

Required Minimum Education:

• Bachelors Business Administration/Management or Bachelors Human Resources Management or Masters Business Administration/Management-Preferred

Required Minimum License(s) and Certification(s):

All certifications are required upon hire unless otherwise stated.

• PHR - Prof in Human Resources-Preferred within 6 Months or SPHR - Sr Prof in Human Resources-Preferred within 6 Months or SHRM-CP - SHRM Certified Professional-Preferred within 6 Months or SHRM-SCP - SHRM Sr Certified Professional-Preferred within 6 Months

Additional License(s) and Certification(s):

Required Minimum Experience:

Minimum 10 years strong progressive HR experience in all functional areas of Human Resources Required Minimum 5 years operating specially as a Senior HR Business Partner or a leadership level supporting executive level groups, preferably within Hospital Operations or Corporate functions Required

Required Minimum Skills:

Proficiency in HR technology platforms (e.g Workday) Strong reporting, analytical and project management skills Exceptions communication and stakeholder management skills Strategic mindset with the ability to influence and drive change Strong problem-solving skills and decision-making abilities. This role can have supervisory responsibility for BHR staff and/or contractors Expertise in operational efficiency and process improvement Deep understanding of the HRBP operating model and its integration with COEs Ability to navigate and lead organizational change in complex, matrixed environments Collaborative leadership and the ability to build strong relationships across diverse teams

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