HR Director – Digital, Data and Analytics, Information Technology, Artificial Intelligence and Cyber Security

Cleveland Clinic

1d•Hybrid

About The Position

At Cleveland Clinic Health System, we believe in a better future for healthcare. And each of us is responsible for honoring our commitment to excellence, pushing the boundaries and transforming the patient experience, every day. We all have the power to help, heal and change lives — beginning with our own. That’s the power of the Cleveland Clinic Health System team, and The Power of Every One. Join the Cleveland Clinic team where you will work alongside passionate caregivers and make a lasting, meaningful impact on patient care. Here, you will receive endless support and appreciation while building a rewarding career with one of the most respected healthcare organizations in the world. As the HR Director – Digital, Data and Analytics, Information Technology, Artificial Intelligence and Cyber Security, partnering closely with executive technology leaders to shape workforce strategy, performance management, and talent practices across a highly distributed, technically specialized population. In this role, you will be the primary driver of culture and engagement. In addition, this role provides the Human Resource Director with an elevated level of autonomy while at the same time having a wide network of support and resources. This opportunity allows you to be valued as a team member and supported as you achieve your goals. You will work alongside highly trained caregivers while building a rewarding career. This position will be in the office, but there is occasional work from home. This department allows caregivers to flex schedules to ensure work-life balance. The work culture in this department is positive and communication is clear between all team members. A caregiver in this position works a hybrid schedule from 8:00 a.m. – 5:00 p.m.

Requirements

Bachelor’s degree in human resources, business, or related field.
8 years of progressive, related Human Resources experience inclusive of 3 years’ management experience and/or experience coaching and mentoring leaders.
In-depth knowledge of employment and labor laws (EEO, FLSA, OSHA, FMLA, ADA, NLRA, etc.).
Strong communications skills (verbal and written), group facilitation and presentation skills.
Analytical skills in talent management, workforce planning, and HR strategy, including the ability to analyze and apply data measure performance and outcomes.
Critical thinking skills, problem solving, decisive judgment and the ability to work with minimal supervision
Employee relations experience
Can build relationships at all levels of the organization.
Proficient in Microsoft Office applications (i.e. Outlook, Word, Excel, and PowerPoint)

Nice To Haves

Master's degree.
Human Resources certification (Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP)
Healthcare experience
Experience supporting IT / Digital / Technology professionals
Ability to have crucial conversations, implement strategic priorities, and think outside the box.

Responsibilities

Serve as the strategic HR partner to Digital executive leadership, balancing organizational risk with business enablement through a “get to yes” mindset
Lead and influence performance management, leader capability development, talent strategy, and workforce practices aligned to innovation and speed in competitive technical labor markets
Coach leaders on realistic performance assessment, differentiation, accountability, and the resolution of complex, high-impact employee relations matters
Provide oversight and guidance on complex investigations, compliance, risk mitigation, and creative workforce solutions, including non-traditional hiring locations
Lead, develop, and partner with the HR Generalist supporting the group
Create and ensure ongoing review of the HR strategic plan aligned to business goals and workforce planning needs of the area. Establish Objectives & Key Results (OKRs) to communicate, measure and track key outcomes of the strategic plan.
Build and maintain relationships and partners with HR COEs to drive the Institute/Division/Hospital’s HR strategic plan and other HR initiatives, which may include workforce planning, diversity & inclusion, benefits, compensation, talent acquisition, workplace wellness, learning & engagement, HRIS & analytics, and HR communications.
Direct and oversee the work of HR Services employees.
Oversee that leaders are informed and compliant with organizational initiatives (e.g., annual performance reviews, merit, engagement, compliance, flu, etc.) and regulatory compliance.
Maintains regulatory knowledge and expertise. Partners with the legal department as needed/required.