Senior Vice President of Human Resources

Community Hospital Corporation•Plano, TX

3d•Onsite

About The Position

Community Hospital Corporation (CHC) is seeking a Senior Vice President of Human Resources (SVP of HR) to be based at their home office in Plano, TX. This is an onsite role at their corporate offices. CHC offers an outstanding work environment, comprehensive health and welfare benefits, paid fitness facility membership, tuition reimbursement, a generous PTO allowance, free covered parking, and a great company culture. The SVP of HR is responsible for developing and implementing Human Resources policies and programs for the entire company, ensuring a balanced approach across all divisions. As the top HR executive, the SVP of HR reports to the CEO and President, advising senior management on all HR matters. Key responsibilities include planning, directing, and developing HR policies, procedures, programs, and systems, covering recruitment, onboarding, employee relations, recognition, retention, compensation (excluding the corporate office), employee records, communication, and regulatory compliance. The role also oversees employee health and training functions, but not employee benefits.

Requirements

Bachelor’s degree (BA/BS) in Human Resources Management, Industrial Relations, or an equivalent combination of education and professional experience.
8 to 10 years of human resources experience, gained through increasingly responsible management positions.
Proven experience managing HR functions across more than two divisions.
A broad knowledge base in employment, compensation, organizational planning, employee relations, and training and development.
Strong leadership skills with a firm grasp of both management principles and people management.
Well-developed administrative and organizational skills.
Prior management experience is preferred, demonstrating the ability to lead and develop a team.

Nice To Haves

PHR or SPHR certification is preferred.
Advanced training in organizational planning and preventive labor relations is highly desirable.

Responsibilities

Formulates and recommends Human Resources policies and objectives for the entire company.
Creates and administers budget for the entire Human Resources function, companywide.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., OSHA, EEO, ERISA, Wage & Hour).
Monitors exposure of the company.
Directs the preparation of information requested or required for compliance. Approves all information submitted.
Acts as primary contact with labor counsel and outside government agencies.
Protects interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
Approves recommendations for terminations.
Reviews employee appeals through complaint procedure.
Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company.
Makes recommendations to senior management.
Directs a process of organizational development that primarily addresses succession planning throughout the company.
Establishes wage and salary structure, pay policies, performance appraisal programs, and company safety and health programs.
Establishes standard recruiting and placement practices and procedures.
Leads executive recruitment for hospital leadership and senior corporate office roles.
Establishes in-house management training programs that address company needs across division lines (e.g., NMO, Performance Appraisal, Interviewing).
Defines all Human Resources programs, and authority/responsibility of Human Resources and line management within those programs.
Provides necessary education and materials to line management and employees-workshops, manuals, employee handbooks, standardized reports.
Oversees implementation of programs through Human Resources staff.
Conducts a continuing study of all Human Resources policies, programs, and practices to keep top management informed of new developments.
Directs the preparation and maintenance of such reports as are necessary to carry out functions of the department.
Prepares periodic reports to top management, as necessary or requested.
Advises management and employees on appropriate resolution of employee relations issues in accordance with hospital policy and all applicable laws/regulations. Coaches managers on handling behavior/performance problems. Ensures that proper and complete documentation of counselings are prepared, maintained and handled confidentially.
Approves the compensation program including developing job descriptions of new and/or revised jobs and determining FLSA classification. Manages annual performance evaluation, merit adjustment program and staff incentive compensation program in accordance with approved policies/practices.
Directs and manages ongoing development and implementation of activities to promote retention and recognition of staff. Seeks input from management and employees on effectiveness of activities. Manages annual employee satisfaction survey process. Develops and carries out action plans from survey results. Maintains turnover statistics.
Provides hands-on support for all HR related operational needs including setting up HR policies and procedures, recruiting and orienting all employees, establishing personnel files, setting up compensation programs, employee relations and recognition programs, performance management, and workers’ compensation and safety procedures, meeting compliance needs and preparing/updating employee handbooks.
Keeps current on federal and state employment regulations and labor law, JCAHO and other regulatory requirements related to Human Resources.
Supports the mission, vision and values of the Hospital.
Supervises five direct reports: VP of Recruitment, Director of HR, Director of HRIS, Manager of Compensation, and HR Manager.