Human Resources - Project Manager - Hybrid

Surgery Partners Careers•Nashville, TN

22h•Hybrid

About The Position

This is a hybrid position based at our beautiful corporate office located in Brentwood, TN, with on-site work required Monday through Wednesday. The role involves developing and managing a comprehensive project portfolio and roadmap, leading the planning, execution, and delivery of strategic HR projects, and establishing detailed project plans with defined scopes, goals, deliverables, timelines, milestones, and budgets. The Project Manager will also develop and execute change management plans, establish key performance indicators (KPIs), and partner with HR leadership and functional teams on various initiatives. Collaboration with third-party vendors and reporting to senior leadership are key aspects of this role.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field required.
Minimum of 5-7 years of experience in project management.
At least 2 years of experience leading change management initiatives that include communication, training, and ongoing sustainment.
Experience working across distributed teams on enterprise-wide, high-impact initiatives.
Experience working with external vendors, consultants, and partners to deliver HR solutions.
2 or more years of Human Resources experience.
Proven ability to manage complex, multi-stakeholder projects and initiatives across cross-functional teams.
Excellent communication, interpersonal, and leadership skills with the ability to build relationships, influence, and drive change across diverse teams.
Strong problem-solving and decision-making abilities, with a focus on results and continuous improvement.
High level of attention to detail and strong organizational skills.
Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities simultaneously.
Intellectual Curiosity and Empathy: Must have the desire to learn all aspects of the business and understand its goals. Should view the attainment of these goals as a critical measure of performance with deep care for the business workforce and be a proactive force behind workforce strategy.
Problem-Solving: Must be comfortable working with business leaders and managers to address workforce challenges or issues. Rather than viewing problems as "yours," HR should view them as "ours" and be an active part of the solution.
Risk-Taking and Courage: Comfortable saying "no" and offering alternative opinions or actions to business leaders.
Digital Acumen: Ability to analyze and interpret people-related data and use it to help business leaders better understand workforce needs and incorporate results into workforce strategy and planning.
Business-Language Knowledge: Ability to speak "in business" and possess strong business acumen. This includes understanding the details of the business being served, along with its jargon and acronyms.
Networking Skills: Ability to develop relationships with individuals who possess knowledge and decision-making responsibilities, both within and outside the organization.
Change-Management Skills: Ability to facilitate discussions around change and transformation. Ability to identify where and when change management will be needed and proactively participate in developing plans.
Discretion: Ability to handle sensitive and confidential information with professionalism and integrity.
Agility Resourcefulness: Adapts quickly to changing circumstances; cleverly navigates obstacles and constraints.
Manages Uncertainty: Comfortable when things are in flux; readily shifts approach or behavior to fit changing circumstances.
Bias to Action Action Oriented: Propensity to act or decide and move forward with a logical approach; can decide and act without having the total picture.
Delivering Results: Strives for high levels of achievement; maintains a clear and steady focus on meeting goals despite obstacles; is resilient when encountering setbacks.
Customer Focus Identifying with Customers: Understanding who the external and internal customers are and what they value.
Managing Complexity Essence: Extracts the core meaning out of complex situations; can separate the important from the noise when problem solving; hunts for the root cause of successes and failures.

Nice To Haves

Master’s degree preferred.
Project Management Professional (PMP) or other project management certification highly preferred.
Prosci Change Practitioner or other change management certification highly preferred.

Responsibilities

Develop and manage a comprehensive project portfolio and roadmap working closely with senior HR leadership and other key stakeholders.
Lead and manage the planning, execution, and delivery of strategic HR projects, ensuring alignment with the company's objectives and HR strategy.
Establish detailed project plans with defined scopes, goals, deliverables, timelines, milestones, and budgets.
Track project progress and adjust plans as needed to ensure successful, timely delivery and project success.
Develop and execute change management plans to support successful integration and adoption of new processes, programs, and systems.
Establish key performance indicators (KPIs) to measure success and track progress.
Partner with HR leadership, functional teams, and internal stakeholders to drive initiatives that impact multiple areas of the organization, including Workforce Management and labor analytics, talent acquisition, learning and development, employee engagement, performance management, compensation and benefits, and HR technology.
Engage with third-party vendors, consultants, and external partners to ensure successful delivery of HR-related projects and solutions.
Serve as the primary point of contact for various project teams, providing leadership, guidance, and support across all phases of the project lifecycle.
Facilitate communication and collaboration among cross-functional teams to ensure alignment, drive decision-making, and resolve conflicts.
Regularly report project status, key milestones, risks, and recommendations to the HR Senior Leadership Team.
Prepare and present executive-level reports, dashboards, and presentations, ensuring clear and concise communication of progress and outcomes.
Ensure executive stakeholders are informed and engaged throughout the project lifecycle.
Proactively identify and mitigate potential risks, issues, and obstacles, ensuring timely resolution and minimal disruption to project timelines.
Implement change management strategies to ensure smooth adoption of new HR programs and initiatives across the organization.
Monitor and evaluate the effectiveness of completed projects and initiatives, identifying areas for continuous improvement and efficiency gains.
Share insights, lessons learned, and best practices with the HR team and the broader organization to drive ongoing improvements in HR project management.