Chief Human Resources Officer

Singing River Health System•Ocean Springs, MS

1d•Hybrid

About The Position

The Chief Human Resources Officer, reporting to the CEO, plans, develops, coordinates and administers a comprehensive personnel program for SRHS; oversees the process of recruiting, screening, interviewing, hiring, placing, orienting and evaluating employees to meet the patient care standards of the accrediting agency, the institutional goals of SRHS and the needs of the community population. Primary functions: assisting administration and line supervision in all matters involving employee relations and the evolution of personnel policy, cultivating sources of qualified candidates, recruiting competent employees, increasing employee morale and job stability, establishing methods for the implementation and operation of changing personnel policies and activities, and supervising the staff of the Human Resources Department. The Chief Human Resources Officer participates actively as a member of the Administrative Leadership Team in setting strategic direction for Singing River Health System. The position requires expertise in understanding the relationship between department staffing needs and other factors (operational expenses, budget guidelines, System changes) plus well-honed skills in mediating disputes by equitably weighing all sides. Also essential is an ability to analyze alternative paths to specific outcomes, an ability to investigate complaints and concerns, foster staff versatility and encourage independent decision making. The CHRO must be a model of leadership to all SRHS employees and must be committed to dealing with employee relations issues in a professional, impartial manner so that the true causes of conflict may be determined, workable solutions proposed, and fair and decisive action taken.

Requirements

Undergraduate degree in human resources, business administration, healthcare administration, industrial relations, organizational behavior, or similar area of focus required.
Must have de-escalation training completed by the end of position orientation (90 days); must have appropriate level of de-escalation training.
Minimum of eight (8) years of progressive experience in human resources management is required.
At least five (5) years of upper-management level human resources experience.
Must demonstrate keen mental faculties/assessment and decision-making abilities.
Must demonstrate superior communication/speaking/enunciation skills to receive and give information in person and by telephone.
Must demonstrate strong written and verbal communication skills.
Must possess emotional stability conducive to dealing with high stress levels.
Must demonstrate ability to work under pressure and meet deadlines.
Attention to detail and the ability to multi-task in complex situations is required.
Must have the ability to maintain collaborative and respectable working relationships throughout SRHS and other organizations.
Must possess superior customer service skills and professional etiquette.
Must possess proficient knowledge and ability to use a computer (must be keyboard proficient) and other office technology (i.e., telephone, fax, etc.), MS Outlook and Word.
Must be able to demonstrate appropriate clinical judgment and apply appropriate professional skills to a patient population of all ages.

Responsibilities

Plans, develops, coordinates and administers a comprehensive personnel program for SRHS.
Oversees the process of recruiting, screening, interviewing, hiring, placing, orienting and evaluating employees.
Assists administration and line supervision in all matters involving employee relations and the evolution of personnel policy.
Cultivates sources of qualified candidates.
Recruits competent employees.
Increases employee morale and job stability.
Establishes methods for the implementation and operation of changing personnel policies and activities.
Supervises the staff of the Human Resources Department.
Participates actively as a member of the Administrative Leadership Team in setting strategic direction for Singing River Health System.
Analyzes alternative paths to specific outcomes.
Investigates complaints and concerns.
Fosters staff versatility and encourages independent decision making.
Deals with employee relations issues in a professional, impartial manner.