Chief Human Resources Officer - West Boca Medical Center

Tenet Executive Search•Boca Raton, FL

About The Position

The Hospital Chief Human Resources Officer serves the hospital and group leadership team as a strategic advisor, providing consultancy on strategic and operational HR issues. The role represents hospital or market needs, ensures consistent implementation of HR processes, systems, policies, and programs, and leads the escalation and resolution of employee relations matters. The CHRO is accountable for attracting, developing, and retaining key talent and for brokering HR service delivery across talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design, and restructuring. The position also provides oversight and governance of group and hospital HR processes, systems, and policies. The CHRO partners with hospital and market leaders to align workforce and people strategies with business plans, improve organizational effectiveness, manage labor and productivity, and deliver HR services against service-level expectations. The role leads workforce planning, talent management, employee engagement, organizational change, and HR compliance activities, while developing HR staff and advising senior leaders.

Requirements

At least 5 years of experience providing human resources services, solutions, and leadership across roles of differing size, complexity, and business-model maturity.
Experience partnering with business leaders to develop, design, and implement strategic human resources strategies.
Ability to manage and develop senior HR functional and leadership capability.
Experience leading organization design, restructuring, and strategic workforce-planning initiatives.
Experience successfully leading complex, system-wide organizational change resulting from operating-model transformation, business startups, mergers and acquisitions, or business consolidation.
Experience creating and enhancing organizational culture through organizational effectiveness and development strategies that improve employee engagement, commitment, and satisfaction.
Strong generalist HR experience, including talent management and acquisition, employee relations, compensation, performance management, employee assessment and development, succession planning, and organizational development.
Ability to influence senior leaders and align diverse perspectives toward common goals.
Ability to analyze business and people performance, organizational climate, and culture, and use data to generate insights and improve outcomes.
Ability to balance enterprise and business-specific requirements through HR business partnering, consultative skills, and business knowledge.
Experience developing, leading, and implementing organizational and functional change-management strategies, initiatives, and processes.
Ability to identify, develop, and retain high-quality talent using engagement and reward approaches that support individual and organizational capability.
Ability to manage a budget, interpret a P&L, understand business drivers, and conduct cost-benefit analysis and planning.
Ability to manage multiple priorities and initiatives within cost, timing, and change-impact expectations.
Strong organizational planning, critical-thinking, and prioritization skills.
Ability to inspire and motivate employees throughout the HR organization, from frontline staff to senior HR professionals.
Ability to turn strategy into clear, concise, actionable initiatives and plans.
Courageous leadership and the ability to make balanced, difficult, and complex decisions in the face of opposition.
Bachelor’s degree in human resource management or a related field.

Nice To Haves

Master’s degree in human resources or a related field.
Background across multiple industries and/or operating units within the same organization.

Responsibilities

Advise business leaders on capability and capacity gaps, talent needs, compensation, organizational effectiveness, employee development, and labor management strategies.
Partner with Hospital Operations CHROs, Tenet Centers of Excellence, and other senior HR leaders to identify and implement solutions and improve the HR service delivery model.
Serve as the business point of contact for HR services and solutions, and translate business strategies into HR initiatives.
Participate in strategic and budget planning and align facility business plans with workforce and people plans.
Manage labor and productivity initiatives to improve costs associated with overtime, premium labor, headcount, and contract labor.
Lead strategies for acquiring, developing, engaging, and retaining talent, including sourcing, staffing, onboarding, workforce planning, succession planning, and performance management.
Develop the capabilities of direct reports and the broader HR team, and coach managers, senior leaders, HR staff, and other employees.
Use data analytics and internal and external insights to design HR solutions and improve organizational effectiveness.
Oversee HR service delivery in accordance with service-level agreements and improve processes, efficiency, and value.
Lead culture change and organizational change initiatives, including gap analysis, action planning, communications, and controlled implementation.
Build relationships with external HR groups and networks to monitor industry trends and apply leading practices.
Coordinate HR service intake and contracting, integrating services across HR and aligning priorities with enterprise, business-unit, and channel needs.
Collaborate with corporate, regional, and facility leaders; share best practices; and influence decisions through sound judgment, data, and effective communication.
Lead employee advocacy, engagement, recognition, and employee survey action-planning initiatives.
Lead recruitment, retention, succession, orientation, onboarding, assimilation, goal-setting, performance review, training, and development processes.
Create and implement workforce plans and cost-reduction strategies without compromising engagement, recruitment, or retention.
Administer and communicate HR policies, regulations, and legal requirements, ensuring responsible parties understand changes and required actions.
Lead facility HR activities for acquisitions and divestitures, including workforce planning, benefits and compensation transitions, onboarding, offboarding, and reduction-in-force notifications.
Complete and communicate final results of employee relations, labor relations, and EAL investigations or complaints within 48 hours of receipt, or communicate reasons for delay.
Collaborate with compensation and benefits teams on policies and programs, including enrollment, new-hire and termination requirements, and wellness initiatives.
Work with legal and ethics/compliance teams to enforce policies and standards of conduct, and lead HR participation in internal and external audits.
Improve execution of HR programs and processes, plan transitions with minimal workplace disruption, and deliver cross-functional initiatives such as cost-reduction and incentive programs.
Lead and be accountable for facility People Pillar and retention initiatives, including TRIPP programs.
Perform other duties as assigned.