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Tenet Healthcare · 1 day ago

Human Resources Director- Carondelet St. Mary's

Tucson, AZ

Full-time

Onsite

Director/Executive

10+ years exp

Tenet Healthcare is seeking a Human Resources Director for Carondelet St. Mary's Hospital in Tucson, Arizona. The role involves providing strategic HR consultancy, leading talent management strategies, and ensuring the effective execution of HR policies and processes to enhance organizational effectiveness.

BiotechnologyHealth CareHospital

Responsibilities

Collaborates with corporate, regional, and A-Team members to achieve business results (e.g., HR Leader call, monthly HR regional meetings) and shares best practices and successes with others

Viewed by and sought after by leaders as HR advisors and expert with ability to influence decision of others; trusted confidante to CEO (e.g., sought out for personal and professional advice and counsel)

Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions

Provides leadership in building loyalty, trust, and commitment throughout the organization (e.g., leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility)

Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e.g., uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner)

Demonstrates business acumen when managing competing priorities (e.g., presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders instead of changing pay practices)

Participates in workforce planning to ensure an adequate, competent, and productive workforce. Create/implement programs supporting the organization’s future workforce needs (e.g., provides factual/current market position information, outlines obstacles/challenges and proposed solutions, creates annual long-term strategic workforce plan for facility, includes diversity/inclusion strategies in all aspects of business)

Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan ensuring continuity of business operations (e.g., creates development and succession plans for all leaders)

Effectively leads the pre-boarding, onboarding, orientation, and assimilation process for new employees (e.g., ensures 30/90-day reviews are conducted)

Leads goal setting and performance review process for facility. Conducts needs assessments and develops training and development programs to ensure goals are attained (e.g., ensures all processes are timely and accurate, development plans are created and followed up on, recommends T and D classes as needed, ensures mandated education is fulfilled without T/O due to timeliness)

Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required

Attends and contributes to the facility business planning process; ensures that the business plan aligns with the “people plan” as described in the HR workforce plan

Creates, defends, and implements creative/innovative cost reduction strategies for the workforce ensuring that employee engagement and recruitment and retentions strategies are not compromised

Provides global outlook on decisions and aligns with facility business plans when managing competing priorities; delegates to others as required and holds others accountable for results as demonstrated by timely, complete, and effective outcomes

Provides timely responses to corporate and regional leadership ensuring timetables are consistently met (e.g., EAL complaints, Tenet Heroes submissions, TRIPP reports, Edu requirements, etc.)

Consistent and timely administration and communicating of policies, regulations and legal mandates as stated by effective dates on document/policies, etc. Ensure responsible parties understand changes and any related actions

Actively participates in and executes acquisitions and divestitures. HR lead for the facility in manpower planning, benefit, and compensation transitions, all on-boarding and off-boarding, as well as RIF notifications as required

Completes and communicates final investigative results of ER/Labor relations or EAL complaints, or reasons for delay in issuing results, within 48 hours of receipt

Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs (e.g., annual enrollment, new hire and termination requirements, wellness initiatives, etc.)

Collaborates with legal and ethics/compliance departments on matters related to the enforcement of policies and procedures as well as Tenet’s “Standards of Conduct;” leads HR in all internal and external audits (e.g., Joint Commission, internal audits, etc.)

Strategically develops and executes creative initiates to increase participation in the annual employee engagement survey; takes the lead in creating and driving facility action plans to completion through focus groups, training, and development, etc

Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies. Plans seamless transitions ensuring minimal disruption of workplace

Understands and articulates HR policy, procedures, and protocols and is able to defend and support organization’s position relative to same and confidently communicate changes

Works with A-Team members to collaborate and deliver cross-functional programs and processes (e.g., cost reduction strategies, quality, and volume related incentive programs, etc.)

Leads and is held accountable for the “People Pillar” initiatives for the facility; actively participates in hardwiring and delivering retention strategies for the facility (e.g., leads TRIPP programs including bi-weekly calls as required)

Qualification

Talent management strategiesOrganizational change managementEmployee engagement strategiesWorkforce planningHR policyComplianceData analyticsBudget managementCritical thinkingCoachingInfluencing skillsMentoringCollaborationCommunication skills

Required

At least 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 surgically 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 skills in the ability to make balanced, difficult, and complex decisions in the face of opposition

Bachelor's degree in human resource management or related field required