Vice President and Chief Human Resources Officer

San Ysidro Health•San Diego, CA

2d•Onsite

About The Position

The Vice President and Chief Human Resource Officer is responsible for leading SYHealth’s Human Capital strategy through the optimization of people, processes, and programs. As a member of the Executive Team, the VP/CHRO participates in informing and shaping corporate strategy to serve the organization’s strategic goals and programs. The CHRO is responsible for developing the company’s long-term strategic Human Resource plan and driving its implementation using leadership, influence, and hands-on engagement.

Requirements

A Bachelor’s Degree in Human Resources, Organizational Development or related area from an accredited institution is required.
Minimum of seven (7) years of progressive experience in Human Resources management.
Minimum of seven (7) years of director level or above broad-based human resource experience to include oversight of all HR functional areas.
Demonstrated experience with management at a senior level with a sequence of increasing responsibilities in large and diverse business settings; familiarity with health care or health care related organizations; understanding of strategic and business planning methods, tools, and processes; experience in working through major organizational change and a track record of working in a geographically diverse complex organization and successful large project implementations; and demonstrated business savvy to work effectively with other Executives to achieve key business and technology goals and project management skills.
Excellent verbal and written communication skills.
Superb organizational ability and exceptionally analytical.
Excellent oral and written communication.
Personal Computer

Nice To Haves

A Master’s Degree is preferred.
SPHR, SPHR-CA, or SHRM-SCP certification preferred.

Responsibilities

Partners with executive leadership and key stakeholders to ensure HR is leveraged to support the direction and growth of the organization.
Aligns the HR investment with the needs of the organization; leads the HR planning, prioritization and budgeting process, ensuring sound business programs and policies.
Serves as a strategic business partner in order to identify best practices and anticipate emerging trends and innovations.
Ensures that HR delivers high service levels of customer service to the business through the appropriate use of people, process, technology, and metrics.
Develops organizational strategies that make sense in light of local and national labor trends and the organization’s existing talent base.
Ensures that a highly talented HR team is assembled and aligned with the present and future needs of the organization through adept hiring, mentoring, and development.
Develops workforce plans and programs that align with the organization’s overall strategic objectives.
Assesses the workforce’s current capabilities and examines future labor trends and vacancies.
Develops and orchestrates skills and development training programs across the organization using key metrics to include: (1) bench strength analysis; (2) High potential turnover rates; (3) succession planning.
Directs HR functions including staffing, employee relations, training and development, Diversity, compensation and benefits, worker compensation and safety, and performance management.
Confers with organization officials to plan objectives, to develop policies, and to coordinate specific functions.
Ensures regulatory compliance with local, state, and national labor laws and wage and benefit laws.
Oversees all key HR processes.
Serves as primary company spokesperson for Human Resources.
Interfaces with community leaders and outside organizations.
Ensures adherence to internal corporate policies and procedures, as well external guidelines such as HIPAA compliance and other external regulatory requirements.
Communicates a vision that gives direct reports direction and focuses their efforts; delegates significant responsibilities to team members and holds them accountable.
Demonstrates leadership competencies and behaviors and models the organization’s cultural values and attributes.
Acts as a strong change management leader; identifies and develops talented individual to drive innovation and transformation change for the organization.
Performs other related duties as assigned or requested.
Provides hands-on leadership in the daily activities of the HR Department.
Attends community and industry meetings and conferences; network with like organizations and individuals, gaining and maintaining industry relationships.