Assoc Dir, HR - MN Physician Medical Groups

Klickitat Valley Health•Los Angeles, CA

4d•$65 - $113

About The Position

Job Summary: Key Job Responsibilities The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of business (LOB) and plays a critical role in providing tools, communications, and a clear path for execution of strategic functional initiatives. Provides a broad range of HR support for achieving business objectives, including talent management, organization development, change management, leader effectiveness, succession planning, and employee engagement. Additionally, the role will leverage and formulate partnerships across the HR Centers of Expertise (COE) to ensure HR deliverables are addressed in a timely and thorough matter. The Associate Director works with leaders across assigned line of business to establish and maintain an understanding of the client's organization and business practices while building trusted, effective working relationships. The Associate Director collaborates with department leaders to support organization design including staffing, talent development, career / success planning and talent movement. In addition, the Associate Director works with department leaders to drive attraction and retention including development of integrated approaches to promoting diversity & inclusion in talent attraction, development, and retention.

Requirements

Bachelor's Degree Business Administration, Human Resources or a related field
8 years Progressive experience in Human Resources
4 years Managing a team in Human Resources or a related field; or experience requiring significant human resource management or administrative oversight

Nice To Haves

Master's Degree Business Administration, Human Resources or a related field
Senior Professional in Human Resources (SPHR) SPHR or SHRM - SCP Preferred Upon Hire

Responsibilities

Manages and leads a team of HR staff by providing leadership and guidance to address complex questions and issues.
Partners and works with HR leadership in prioritizing and implementing HR LOB goals, initiatives and strategies.
Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of Business.
Serves as strategic partner to senior leadership, managers, and other personnel.
Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other business issues impacting the Line of Business, Human Resources and the organization.
Proactively and regularly evaluates the Lines of Business, such as people, processes, programs, systems and HR service delivery relative to organizational and business unit strategy and objectives in order to identify short and long-term opportunities.
Collaborates with management teams within the Line of Business and HR on the creative design and implementation of high quality, integrated, flexible and efficient business solutions and improvement initiatives.
Develops strong working relationships with internal and external stakeholders of diverse backgrounds, building reputation as a credible and trustworthy leader in order to successfully influence, facilitate change initiatives and drive buy-in at all levels of the organization.
Develops and interprets HR specific policies guidelines and processes and provides consultation to department leadership on policy application and best practices.
Recognizes potential employee relations issues in a productive manner.
Provides strategic consultation to line of business leadership regarding compensation matters in order to ensure, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as organizations compensation philosophy.
Provides education, training and development guidance to management and employees.
Collaborates with other teams within HR, in cross-functional process improvement initiatives and integration.
Serve as the strategic HR Leader for physician (and advanced practice provider) groups, including staffing, performance management, engagement, retention, compensation, and organizational development.
Provide influence and expertise in working with Boards of Directors, Medical Directors, and Medical Group Presidents to align HR initiatives with organizational goals, including partnering with physician leadership at our Affiliates (Marina Hospital, Huntington Hospital and Torrance Memorial), to translate business goals into HR strategies and initiatives
Lead and manage complex physician investigations in collaboration with the MN Chief Medical Officer, MN Chief Operating Officer, and Medical Group Directors/Presidents.
Develop and implement HR policies and practices in accordance with State and Local laws, alongside Cedars-Sinai Policies and Procedures.
Work with HR compliance to contribute to physician contracting, onboarding, credentialing, privileging, and alignment to employment agreements.
Develop and manage physician-focused HR policies, guidelines, and governance (e.g. dual employment, moonlighting, etc).
Under the direction of the Director of HR Integration and in collaboration with the COEs, participate in activities related to acquisitions and the establishment of new medical groups.
Drive the establishment, infusion, and promotion of the Medical Network Culture within the Medical Groups to foster a cohesive and unified organizational identity.
Establish metrics and best practices for utilizing data to inform and guide HR decisions within Physician Groups.
Build and maintain strong working relationships with internal and external stakeholders, ensuring effective communication and collaboration across Medical Groups.
Lead efforts to enhance physician and staff development through targeted training programs, fostering a culture of continuous improvement and professional growth.
Provide strategic HR leadership during times of organizational change, ensuring stability and continuity in HR operations.
Plans, leads, and directs work of staff to ensure goals and objectives are completed within established budget and deadlines are met.
Responsible for hiring, onboarding, managing schedules, personnel actions, performance reviews, and performance improvement plans.
Supervises the day-to-day work of employees, assigns work, ensures tasks are completed and deadlines are met.