Chief Human Resources Officer - West Boca Medical Center

Conifer Health Solutions•Boca Raton, FL

About The Position

The Chief Human Resources Officer (CHRO) serves as a strategic HR advisor to West Boca Medical Center and group leadership, providing consultation on strategic and operational human resources matters. The role represents the hospital’s needs and ensures agreed-upon HR processes, systems, policies, and programs are implemented and applied. The CHRO leads escalation and resolution of employee relations matters and is accountable for attracting, developing, and retaining talent. As the hospital’s key liaison for Tenet’s HR service delivery model, the CHRO brokers support and solutions across talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design, and restructuring. The role oversees governance of HR processes, systems, and policies and partners with hospital operations and HR Centers of Excellence to develop and implement solutions that meet service-level and performance targets. The CHRO translates business strategy into HR initiatives, advises leaders on workforce and organizational needs, and leads workforce planning, talent and succession strategies, culture change, employee engagement, and organizational effectiveness. The position also oversees HR program delivery, labor and productivity initiatives, compliance and audits, and the development of the HR team. The role supports facility business planning and is accountable for facility People Pillar initiatives and retention strategies.

Requirements

At least 5 years of experience providing human resources services, solutions, and leadership across roles with varying size, complexity, and business-model maturity.
Experience partnering with business leaders to develop, design, and implement strategic HR strategies.
Ability to manage and develop senior HR functional and leadership capability.
Experience leading organization design, restructuring, and strategic workforce planning initiatives.
Experience leading complex, system-wide organizational change resulting from operating-model transformation, business startup, 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 in talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, succession planning, and organizational development.
Experience across multiple industries or operating units within the same organization.
Skill in influencing senior leaders and bringing 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 effective HR business partnering, consultation, and business knowledge.
Experience developing, leading, and implementing organizational and functional change-management strategies, initiatives, and processes.
Ability to identify, develop, and retain talent while balancing engagement and reward approaches to deliver individual and organizational value and capability.
Ability to manage a budget, interpret a P&L, understand business drivers, and conduct cost-benefit analysis and planning.
Ability to manage competing priorities and initiatives while meeting cost, timing, and change-impact expectations.
Strong organizational planning, critical-thinking, and prioritization skills.
Ability to inspire and motivate employees across HR, from frontline staff to senior HR professionals.
Ability to develop strategies and translate them into clear, actionable initiatives and plans.
Demonstrated courageous leadership and ability to make balanced, difficult, and complex decisions in the face of opposition.
Bachelor’s degree in human resource management or a related field required.

Nice To Haves

Master’s degree in human resources or a related field preferred.

Responsibilities

Serve as the business point of contact for HR services and solutions and participate in strategic meetings, including budgeting and strategic planning.
Translate business strategies into relevant HR initiatives and advise leaders on workforce capabilities, talent needs, compensation, organizational effectiveness, employee development, and labor strategies.
Partner with hospital operations, HR Centers of Excellence, and other senior HR leaders to develop and implement HR solutions and evolve the HR service delivery model.
Manage labor and productivity initiatives to improve costs related to overtime, premium labor, headcount efficiency, and contract labor.
Lead talent acquisition, staffing, onboarding, talent management, retention, and succession planning in partnership with HR service delivery teams and facility leaders.
Build the capability of direct reports and the broader HR team, and coach and mentor HR staff, leaders, and employees as appropriate.
Use analytics and internal and external insights to design HR solutions that meet short- and long-term business needs.
Oversee HR service delivery and ensure solutions meet applicable service-level agreements and expectations for time, cost, value, quality, direction, and strategy.
Coach managers and senior leaders on talent, organizational capability, employee engagement, and organizational effectiveness.
Identify and eliminate non-value-added work, simplify processes, and improve organizational efficiency and effectiveness.
Lead culture-change efforts, including assessing culture gaps, developing action plans, and using communications and other expertise to manage change toward business objectives.
Identify HR service needs, broker support across HR, and improve work intake and contracting processes to establish priorities and deliverables.
Collaborate with corporate, regional, and A-Team members; share best practices and influence organizational decisions through trusted HR advice.
Lead facility workforce planning and develop programs to support future workforce needs, including diversity and inclusion strategies.
Lead recruitment, retention, and integrated succession strategies, including development and succession plans for leaders.
Oversee pre-boarding, onboarding, orientation, assimilation, and applicable new-employee reviews.
Lead facility goal-setting and performance-review processes and assess training and development needs; ensure required education and development activities are completed.
Align the facility business plan with its HR workforce plan and develop and implement workforce cost-reduction strategies without compromising engagement, recruitment, or retention.
Administer and communicate HR policies, regulations, and legal mandates in a timely manner, ensuring responsible parties understand required changes and actions.
Lead HR activities for acquisitions and divestitures, including workforce planning, benefit and compensation transitions, onboarding, offboarding, and reduction-in-force notifications as required.
Complete and communicate final investigative results for employee relations, labor relations, or EAL complaints—or explain delays—within 48 hours of receipt.
Partner with compensation and benefits on compensation and benefit programs and processes, including enrollment, new-hire and termination requirements, and wellness initiatives.
Collaborate with legal and ethics and compliance teams on policy enforcement and Standards of Conduct matters, and lead HR participation in internal and external audits.
Increase participation in employee engagement surveys and lead facility action plans through activities such as focus groups, training, and development.
Improve the delivery and execution of HR programs and processes, plan transitions to minimize workplace disruption, and communicate and support HR policies and changes.
Lead and be accountable for facility People Pillar initiatives and retention strategies, including TRIPP programs as required.
Perform other duties as assigned.