HR Manager - Talent Acquisition and Talent Engagement

Hillsboro Medical Center•Hillsboro, OR

10d

About The Position

This leadership position is responsible for overseeing and executing HR programs and strategies to align with organizational goals. You’ll manage key HR areas like Talent Acquisition, Talent Engagement, and Employee Relations while driving initiatives that support a positive, efficient work environment. Your ten direct reports will consist of, but are not limited to, Talent Acquisition Partners, HR Business Partners, HR Engagement Specialists, and the Employee Health Program Manager. As a strategic advisor and change agent, you will lead HR teams, communicate proactively, and ensure compliance with policies and regulations. You’ll manage department finances, track key performance metrics, and guide leaders in people management, fostering a culture of compassion, collaboration, excellence, and integrity. This role requires a blend of operational expertise, leadership, and a passion for enhancing employee experience. Essential Functions: Function Management. Manages human resources programs, policies, and procedures in a manner that effectively supports organizational needs and promotes a positive employee experience. Representative duties and responsibilities include, but are not limited to: Develops, implements, and monitors programs, policies, and procedures; identifies opportunities for improvement and initiates appropriate enhancements and/or corrections. Directly manages one or more of the following teams: Talent Acquisition: Manages the design, administration, and ongoing evaluation of talent acquisition programs to attract highly capable, culture-aligned top talent to Hillsboro Medical Center (HMC). Leads the Talent Acquisition team. Develops and promotes HMC’s employer brand and employment value proposition. Develops and maintains effective talent acquisition programs and processes, including sourcing, recruiting, selection, and onboarding. Oversees agency staffing program and processes; negotiates and manages staffing agency and vendor agreements. Guides and supports hiring managers in making timely and successful hires. Talent Engagement: Manages the design, administration and ongoing evaluation of employee engagement and talent management programs to create a compelling employee proposition that supports ongoing development and retention of top talent at HMC. Leads the HR Business Partners team. Develops and oversees employee/labor relations, performance management, and performance development activities that are in alignment with HMC’s mission, vision, and values. Assists with leadership development, problem resolution, conflict management, performance management, disciplinary issues, grievance procedures, fact-finding, and investigations, succession planning, and staffing and workforce planning.  Participates in collective bargaining. Coaches and supports leaders in navigating people-management challenges and opportunities. Provides HR expertise to support regulatory interpretation and application. Ensures HR policies, procedures and processes developed, maintained, and implemented in compliance with all legal and organizational requirements, standards, and procedures. Advises management to ensure consistent application and integration of policies, procedures, and practices. Leads and supports projects and change activities for a variety of initiatives, ranging from simple to complex. Develops and implements effective supporting materials including, but not limited to project plans, communication plans, training aids/educational content, and talking points/scripts. Manages HR contracts in accordance with organizational guidelines. Manages contractor and vendor relationships and related processes to achieve HMC objectives. Ensures compliance with collective bargaining agreements and maintains relationship with union partners. Develops and maintains metrics for key human resources indicators such as employee retention, turnover, benefits, labor costs, charges and lawsuits, unemployment costs, and employee engagement. Monitors and analyzes data and provides timely and effective reports. Researches trends and best practices. Recommends strategies to capitalize on opportunities or address areas of concern. Monitors and manages operational performance. Develops and maintains appropriate department metrics and measures, including but not limited to telephone wait and hold times, time to service appointment availability, and check-in and wait times. Monitors and manages patient/customer satisfaction. Actively engages in performance improvement and quality initiatives. Provides timely, accurate reports and communications regarding department operations and performance. Builds and maintains effective working relationships. Advises and consults with leaders, providers, and other personnel. Serves as a liaison across disciplines. Participates as an active member of various committees; leads work groups, projects and committees as assigned. Maintains professional skills, subject matter expertise, and awareness of regulatory changes, compliance issues, innovations and developments, through research and training/continuing education opportunities. Stays abreast of trends and best practices. Maintains programs and records in good order, as required for efficient and effective operations. People Management: Provides leadership oversight and direct supervision for assigned staff to ensure consistent delivery of high-quality services. Executes leadership and supervision tasks in an accurate, equitable, timely and effective manner to meet service and performance expectations. Representative duties and responsibilities include, but are not limited to: Manages and leads employees from selection and hiring through offboarding/separation. Coaches, mentors, and supports supervisors and subordinate staff in the performance of their duties. Establishes clear expectations and fosters an environment that supports effective communication through effective use of formal and informal discussion, 1:1’s, huddles, and staff meetings. Pro-actively monitors and manages employee satisfaction and engagement, turnover, training and development, and performance. Responds to union grievances. Takes appropriate action to identify and resolve concerns or issues. Acts as the first line of mediation for conflicts between staff and/or patients and staff. Develops and implements skills-training and scripting for dealing with difficult patients/customers and service recovery appropriate to the setting. Manages department staffing. Takes action to fill positions and manage schedules to meet workflow demands. Ensures timely processing of timecards and leave requests. Financial Management: Leads department financial processes and related activities. Representative duties and responsibilities include, but are not limited to: Monitors and manages department financial performance using appropriate metrics and measures. Responsible for understanding, monitoring, and managing assigned budgets. Seeks opportunities to increase volumes, enhance revenues and reduce expenses. Works closely and pro-actively with senior leader(s) to plan and develop operational and capital budgets and to address any financial challenges that may arise. Acts as the decision maker at the department level, within the scope of approved budgets and operational plans. Analyzes data and uses sound judgement in making independent decisions. Supports and represents Hillsboro Medical Center's mission, vision, and values. Compassion: Creates a welcoming environment of kindness, inclusivity, and responsiveness Collaboration: Works with others to improve the health and wellness of Hillsboro & Washington County Excellence: Provides the highest quality of care and service Integrity: Demonstrates honesty, transparency, and accountability Decision Making & Budgetary Responsibilities Acts as the decision maker at the department level, within the scope of approved budgets and operational plans. Analyzes data and uses sound judgement in making independent decisions. Responsible for understanding, monitoring, and managing assigned budgets. Works closely and pro-actively with senior leader(s) to plan and develop operational and capital budgets and to address any financial challenges that may arise. Performs other related duties and special projects, as assigned.

Requirements

Bachelor’s degree in a related field, or an equivalent combination of education and experience
Five (5) years of job-related experience
Two (2) years of experience directly supervising others
Knowledge of: Contemporary human resources program management principles, practices, methods, and procedures
Applicable Federal, State, and local laws, rules, regulations, codes, and/or statutes
Employee & labor relations principles and practices
Contemporary leadership and management practices
Skill in: Building strong Interpersonal relationships
Conflict resolution and mediation
Negotiation and settlement of workplace disputes
Data collection and analysis
Oral and written communication and active listening
Leading and motivating individuals and teams to meet performance goals
Change management
Small group facilitation and training
Conducting internal investigations, including disciplinary, grievance, and BOLI/EEOC investigations
Planning and organizing work to meet deadlines
Managing resources (people, equipment, budgets) and workflows (activities) to meet performance and financial objectives
Using contemporary tools, technology, and systems for purposes of communication, collaboration, data collection, monitoring, and reporting
Ability to: Develop and maintain a working understanding of the health care industry and the operations of Hillsboro Medical Center
Apply human resource experience and expertise to address complex problems and resolve workforce management issues
Work effectively with people from a variety of backgrounds and perspectives
Exercise persuasion and influence to lead others to achieve results
Successfully navigate complex and sensitive situations
Organize, synthesize, and analyze varied and complex data to understand issues and conceptualize and develop solutions
Communicate complex concepts effectively to a variety of audiences
Compose professional and technical documents using correct grammar and punctuation
Identify training needs and design effective content
Mentor and coach individuals and teams to achieve high levels of performance
Exercise good judgment in taking initiative and making decisions
Tolerate a high degree of ambiguity and adapt quickly to changes in the work environment
Learn and apply new methods, processes, technology and/or computer programs in a timely and effective manner
Work on site as needed, travel to different work locations, and to work occasional evenings or weekends.

Nice To Haves

Specific functional experience and expertise relevant to the assigned functions (Talent Acquisition and Talent Engagement)
Healthcare HR experience
Labor relations experience
PHR/SPHR or SHRM-CP/SCP Certification

Responsibilities

Manages human resources programs, policies, and procedures in a manner that effectively supports organizational needs and promotes a positive employee experience.
Develops, implements, and monitors programs, policies, and procedures; identifies opportunities for improvement and initiates appropriate enhancements and/or corrections.
Manages the design, administration, and ongoing evaluation of talent acquisition programs to attract highly capable, culture-aligned top talent to Hillsboro Medical Center (HMC).
Leads the Talent Acquisition team.
Develops and promotes HMC’s employer brand and employment value proposition.
Develops and maintains effective talent acquisition programs and processes, including sourcing, recruiting, selection, and onboarding.
Oversees agency staffing program and processes; negotiates and manages staffing agency and vendor agreements.
Guides and supports hiring managers in making timely and successful hires.
Manages the design, administration and ongoing evaluation of employee engagement and talent management programs to create a compelling employee proposition that supports ongoing development and retention of top talent at HMC.
Leads the HR Business Partners team.
Develops and oversees employee/labor relations, performance management, and performance development activities that are in alignment with HMC’s mission, vision, and values.
Assists with leadership development, problem resolution, conflict management, performance management, disciplinary issues, grievance procedures, fact-finding, and investigations, succession planning, and staffing and workforce planning.
Participates in collective bargaining.
Coaches and supports leaders in navigating people-management challenges and opportunities.
Provides HR expertise to support regulatory interpretation and application.
Ensures HR policies, procedures and processes developed, maintained, and implemented in compliance with all legal and organizational requirements, standards, and procedures.
Advises management to ensure consistent application and integration of policies, procedures, and practices.
Leads and supports projects and change activities for a variety of initiatives, ranging from simple to complex.
Develops and implements effective supporting materials including, but not limited to project plans, communication plans, training aids/educational content, and talking points/scripts.
Manages HR contracts in accordance with organizational guidelines.
Manages contractor and vendor relationships and related processes to achieve HMC objectives.
Ensures compliance with collective bargaining agreements and maintains relationship with union partners.
Develops and maintains metrics for key human resources indicators such as employee retention, turnover, benefits, labor costs, charges and lawsuits, unemployment costs, and employee engagement.
Monitors and analyzes data and provides timely and effective reports.
Researches trends and best practices.
Recommends strategies to capitalize on opportunities or address areas of concern.
Monitors and manages operational performance.
Develops and maintains appropriate department metrics and measures, including but not limited to telephone wait and hold times, time to service appointment availability, and check-in and wait times.
Monitors and manages patient/customer satisfaction.
Actively engages in performance improvement and quality initiatives.
Provides timely, accurate reports and communications regarding department operations and performance.
Builds and maintains effective working relationships.
Advises and consults with leaders, providers, and other personnel.
Serves as a liaison across disciplines.
Participates as an active member of various committees; leads work groups, projects and committees as assigned.
Maintains professional skills, subject matter expertise, and awareness of regulatory changes, compliance issues, innovations and developments, through research and training/continuing education opportunities.
Stays abreast of trends and best practices.
Maintains programs and records in good order, as required for efficient and effective operations.
Provides leadership oversight and direct supervision for assigned staff to ensure consistent delivery of high-quality services.
Executes leadership and supervision tasks in an accurate, equitable, timely and effective manner to meet service and performance expectations.
Manages and leads employees from selection and hiring through offboarding/separation.
Coaches, mentors, and supports supervisors and subordinate staff in the performance of their duties.
Establishes clear expectations and fosters an environment that supports effective communication through effective use of formal and informal discussion, 1:1’s, huddles, and staff meetings.
Pro-actively monitors and manages employee satisfaction and engagement, turnover, training and development, and performance.
Responds to union grievances.
Takes appropriate action to identify and resolve concerns or issues.
Acts as the first line of mediation for conflicts between staff and/or patients and staff.
Develops and implements skills-training and scripting for dealing with difficult patients/customers and service recovery appropriate to the setting.
Manages department staffing.
Takes action to fill positions and manage schedules to meet workflow demands.
Ensures timely processing of timecards and leave requests.
Leads department financial processes and related activities.
Monitors and manages department financial performance using appropriate metrics and measures.
Responsible for understanding, monitoring, and managing assigned budgets.
Seeks opportunities to increase volumes, enhance revenues and reduce expenses.
Works closely and pro-actively with senior leader(s) to plan and develop operational and capital budgets and to address any financial challenges that may arise.
Acts as the decision maker at the department level, within the scope of approved budgets and operational plans.
Analyzes data and uses sound judgement in making independent decisions.
Supports and represents Hillsboro Medical Center's mission, vision, and values.
Performs other related duties and special projects, as assigned.