The Regional HR Manager position is responsible for aligning business objectives with HR strategy, helping employees and management deliver results in regional teams and hospitals. This key leadership position partners across the business and the HR function to deliver value-added services. The HRBP maintains an effective level of business literacy about the region’s financial position, its midrange plans, its culture and its competition.

*This is a Field HR role responsible for Northern California and the Pacific Northwest*

Responsibilities 

• Leads the HR partnership and delivery for a region, partnering the RVP and their team
• Responsible for all aspects of HR support from leadership development, to talent management to culture initiatives.
• Lead “people planning” to provide guidance and input to field leadership about hospital organizational charts/structure, restructures, workforce planning and succession planning.
• Sets clear performance goals (OKRs) in conjunction with the RVP
• Participates in the interviewing, hiring and promotion process of field and hospital leadership. Focus is on HM and RM.
• Uses data to analyze trends and metrics in partnership with corporate and field leadership to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to field leadership (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with field/hospital leadership and employees to improve local culture, including working relationships, building morale, and increasing productivity and reducing retention, both on the regional team and the hospital.
• Lead contact for all reward and compensation changes. Reviews and provides guidance/feedback on promotional rate and off cycle compensation changes.
• Identifies training needs and solutions for field leadership and individual executive coaching needs.
• Participates in developing, monitoring and coaching performance throughout the year and during our year end performance review cycle.
• Conducts and participates in weekly meetings with respective field leadership.
• Performs other related duties as assigned.

Qualifications 

• 10 years experience in HR – ideally working across multi-site locations
• Strong understanding of Labor law and Industrial relations
• Experience with people and succession planning
• PHR/SPHR preferred
• Excellent verbal and written communication skills.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.

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