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Aurora Health Care · 3 months ago

VP People HR & Bus Partnerships

Milwaukee, WI

Full-time

Onsite

Director/Executive

$112/hr - $179/hr

10+ years exp

Aurora Health Care is a large health system seeking a VP People HR & Business Partnerships to provide strategic leadership in human capital management. The role involves advising executive leadership, enhancing workforce stability, and championing diversity and inclusion within the organization.

Health Care

Responsibilities

Advises the division executive leadership team(s) concerning a variety of organizational initiatives around people as a strategic and competitive resource

Provides human capital management benchmarked data, interpreting areas of strength and opportunity for improvement

Provides advice/counsel/critique to the division's executive leadership teams on several critical areas including talent identification/development/management of high potential leaders who have the capacity for growth as new projects/opportunities are identified and initiating crucial conversations at the executive team level

Partners in the ongoing development and implementation of the vision and strategy for areas of support

Participates in the core strategic and operating planning processes as a member of the division’s executive leadership teams

Serves as a key strategist in identifying creative labor expense avoidance solutions in the face of challenging cost management issues, while maintaining a highly qualified, committed workforce

Provides human resource leadership and guidance in all areas of human capital management and organizational effectiveness

Works collaboratively and builds successful relationships across a complex organization, while maintaining the ability to be decisive and forthright in a consensus- and mission-driven environment

Constantly monitors organization design, effectiveness, and capabilities, and makes recommendations to senior leadership for appropriate changes and improvements

Serves as confidant and counselor to executive management and/or other direct reports or physician leaders

Facilitates and guides division executive leadership team interaction to positively impact organizational performance and teamwork

Leads the development of work and process redesign to improve individual, team, and organizational effectiveness

Be an ambassador for Advocate Health in creating the brand as the employer of choice; in the context of the demands of the market, and the core values of the organization, be a cultural change agent to enhance the organization’s ability to achieve its mission, strategy, and core purpose

Provides strategic leadership for division people programs and planning and identifies enhancement to people practices to further optimize team member satisfaction, retention, development, and performance

Focuses on pro-active strategies to enhance workforce stability, team member engagement and continuous leadership development

Responsible for the overall planning, development, coordination, execution and evaluation of the people and organizational development services provided, including teammate, management, and executive satisfaction with those services

Champions, supports, influences, and encourages a culture of diversity, equity, and inclusion

Serves as executive sponsor of plans and initiatives to address cultural competency and ensure inclusion

Ensures that the people and business partnerships function within each division is integrated and coordinated with enterprise-wide initiatives, as well as being a service-oriented team that effectively manages and supports the organizational and people priorities and relationships within Advocate Health, given various strategic and operational priorities

Ensures effective functional management of the people departments and teammates

Provides leadership guidance and support to people and business partnerships leadership team in the achievement of organizational goals and strategies

Contributes to the development of a high-performing workforce by enhancing the people and business partnership team competencies of the organization’s leadership, through provision of educational and developmental opportunities

Delivers people services in compliance with all applicable federal and state regulations, as well as other regulatory bodies such as the Accrediting Organization, TJC, DNV, IDPH, IDHR and EEOC

Oversees the administration of the teammate satisfaction surveys, driving high-level participation, communicating survey results, and directing leadership follow-up activities in support of providing transparent feedback and actionable plans that address team member issues and concerns

In partnership with experience team, analyzes teammate experience surveys for potential areas of labor vulnerability; works with the people and culture teams to identify critical satisfaction/commitment issues and engage senior leaders in connecting with targeted teammates to address improvements/solutions

Develops and facilitates teammate forums and other venues to enhance team member interaction with leaders and provide information, and responding to questions, issues, and concerns to minimize the risk of third-party interventions

Ensures the timely review of people specific and other related metrics, employment actions, etc., for themes, frequency, and opportunities to address teammate issues efficiently and effectively

Assesses and develops plans to address the leadership needs of each respective division, to enhance internal opportunities for development and expansion of leadership talent

Develops workforce planning and strategic forecasting models and related monitoring to ensure the future staffing needs of the operating units are identified and addressed

Leads annual leadership talent assessment, assessing individuals against Advocate Health’s leadership behaviors and competencies, identifying high potentials at all levels of the division, and presenting to the Advocate Health People and Culture ELT

Responsible for implementation of development plans for targeted leaders

Partners with COE’s to develop and execute strategies to promote retention of key talent and devise means by which to mentor, train, promote and retain strong and accountable individuals to lead division within Advocate Health in the future

Conducts annual Talent Review for team members within scope of responsibility, participating in system wide discussion process and corresponding follow-up development of identified high potentials

Designs and directs the work of the assigned area(s) of responsibility

Selects, coaches, and develops teams, setting objectives that align with organizational strategy to inspire and motivate the teams

Manages organizational talent through performance management, succession planning, and development

Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved

Develops and/or recommends operating and capital budgets and controls expenditures within approved budget objectives

Responsible for understanding and adhering to the organization's Code of Ethical Conduct and for ensuring that people actions, and the actions of employees supervised, comply with the policies, regulations, and laws applicable to the organization's business

Qualification

Human capital managementLeadership developmentOrganizational effectivenessDiversityEquityInclusionWorkforce planningChange managementPerformance managementRegulatory complianceAnalytical skillsMicrosoft OfficeCommunication skillsNegotiation skillsCritical thinking

Required

Typically requires a bachelor's degree in human resources, business, or related field

Typically requires 10 years of experience in human resources in a large health system or similarly sized/structured business

Includes 7 years of management experience in directing and leading comprehensive human resources functions within a complex organization

Demonstrated advanced consulting skills and ability to effectively develop, implement and apply organizational and people strategies to address complex business challenges including change/succession management, workforce planning, leadership development and organization design

Advanced knowledge and expertise of multiple human resource disciplines and business practices including compensation practices, organizational diagnosis, labor relations, employee relations, diversity, equity and inclusion, performance management, regulatory compliance, and employment laws

Demonstrated leadership and excellent communication, presentation, and people skills

Ability to build/foster strong trusting relationships, influence leaders, use negotiation skills and develop solutions to achieve results

Ability to advise leaders on how to successfully lead people through change

Acute analytical ability and business, industry, and financial acumen; understands the role caregivers and leaders play in driving financial performance

Must be self-directed, self-motivated, and flexible

Ability to take initiative to identify and anticipate client needs and effectively manage multiple conflicting priorities and deadlines

Expert knowledge in the use of data, evidence-based research, benchmarks, people, and business metrics to make critical decisions

Strong people skills are essential as well as strong oral and written communication skills and a proven record of planning and developing positive and successful recruitment programs

Strong organizational, prioritization, and critical thinking skills

Knowledge of computers to operate effectively with Microsoft Word, PowerPoint, Excel

Ability to work within a demanding environment, fostering teamwork across people and culture functions

Proven ability to meet deadlines, prioritize demands and solve problems creatively