Market Chief Human Resources Officer, Piedmont Medical Center

Conifer Health Solutions•Rock Hill, SC

1d•Hybrid

About The Position

Tenet Healthcare Corporation is a diversified healthcare services company. Piedmont Medical Center (PMC) in Rock Hill, South Carolina, is a 282-bed full-service hospital with a Level III NICU, a heart and vascular center, and a stroke center. PMC also opened Piedmont Medical Center Fort Mill, a 100-bed community hospital in 2023. PMC offers emergency services at multiple locations and provides imaging, pain, and wound care services. The Market Chief Human Resources Officer for Piedmont Market will serve as a strategic advisor to hospital and group leadership, providing consultancy on strategic and operational HR issues. This role will represent specific hospital or market needs, ensure the implementation of HR processes and policies, lead employee relations matters, and act as the HR functional liaison accountable for attracting, developing, and retaining key talent. The position also brokers the HR service delivery model, ensuring appropriate support in areas like talent management, total rewards, talent acquisition, learning, employee relations, and organization design. Oversight and governance of group and hospital HR processes, systems, and policies are key accountabilities.

Requirements

10+ years’ experience in providing Human Resources services, solutions and leadership in roles of different levels of size, complexity, business model maturity, etc.
Partnering with business leaders to develop, design and implement relevant strategic human resources strategies.
Ability to manage and develop senior HR functional and leadership capability.
Led organization design, restructuring and strategic workforce planning initiatives.
Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc.
Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction.
Highly skilled in executing “generalist” HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development.
Diverse background in multiple industries and/or operating units within the same organization.
Skillful at influencing senior leaders and diverse perspectives towards common goals.
Able to analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive higher thinking and outcomes.
Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowledge of the business.
Developed, led and implemented organization and functional change management strategies, initiatives and process.
Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability.
Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills.
Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations.
Strong organization planning, critical thinking and prioritization skills.
Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals.
Ability to develop strategy that can be translated into clear, concise and actionable initiatives and action plans.
Demonstrates strong courageous leadership skill sin the ability to make balanced, difficult and complex decisions in the face of opposition.
A high-energy individual with a strong work ethic and high expectations for performance.
A person who leads by example and sets strong professional and personal standards for every activity.
Someone who values employees at all levels, treating all with dignity and respect.
An individual who is able to relate easily to people from all walks of life; empathetic and compassionate.
Self-confident and assured with significant presence and charisma, but with a balanced ego.
An individual of highest personal and professional integrity, principle and knowledge, earning respect and support when making difficult decisions and choices.
Able to establish immediate credibility with peers, senior leadership, and the medical staff.
An individual with a contagious passion for his/her work.
Bachelor’s degree in Human Resource Management or related field.

Nice To Haves

Master’s degree in Human Resources or related field.

Responsibilities

Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies.
Partners with Hospital Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met.
Partners with external HR groups/societies to stay abreast of key industry trends and best practices.
Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model.
Acts as a point of contact to the business for all HR related services and solutions.
Leads team of hospital HR and Employee Health professionals across markets.
Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives.
Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor.
Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing and onboarding needs are met.
Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals.
Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs.
Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements.
Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement.
Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness.
Builds capability internally and coaches senior leaders on effective talent, organizational and employee engagement strategies.
Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved.
Leverages external networks to understand market trends, shape organizational strategy and apply leading practices.
Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels.
Other duties as assigned.