Exectuive Director of Human Resources

divh2Executive Director, Human Resources/h2pHow would you like to work in a place where your contributions and ideas are valued? A place where you can serve with compassion, pursue excellence and honor every voice? At Wellstar, our mission is simple, yet powerful: to enhance the health and well-being of every person we serve. We are proud to have become a shining example of whats possible when the brightest professionals dedicate themselves to making a difference in the healthcare industry, and in peoples lives./ppThe Executive Director, Human Resources (HR) is a strategic leader with high experience and credibility to lead and manage the full scope of HR functions for our Shared Services and Post Acute Divisions. This pivotal role reports directly to the Vice President of HR, Shared Services and will be responsible for translating business objectives into a comprehensive HR strategy that drives organizational performance, talent development, and a thriving company culture of high trust and engagement. The ideal candidate is a proactive leader, a trusted advisor, and a hands-on operator who can navigate complex organizational dynamics and regulatory requirements. In partnership with the HRVP, this position is responsible for developing and maintaining a high-quality, comprehensive human resources program that supports the institutions mission, vision, values, and strategic plan. This is a high visibility, hands-on leadership role with opportunity for significant organizational impact./ppDeliverables include:/pulliAssisting VP with execution of both the Entity and System HR Strategic Plan/liliDeveloping a more effective human resource business partner team/liliAchieving HR Service Delivery Operational Excellence/liliBuilding Organizational Capability and Talent Bench Strength/liliWorkforce Planning Management/liliDriving an Employer of Choice culture by Engaging with leaders on the Trust Journey to ensure a culture of high engagement and Trust/li/ulh2Core Responsibilities and Essential Functions:/h2pStrategic HR Business Partnership and Consultation:/pulliPartner closely with the VP of HR, Shared Services and Post Acute Services, and Wellstar System Leadership including the Executive Vice Presidents to define and implement an HR strategy that supports the overall business goals, long-range plans, and operational excellence of the Shared Services functions (e.g., Finance, Legal, Supply Chain, IT)./liliDeeply understand the Shared Services/Corporate functions business priorities, financial goals, and operational challenges to proactively align the HR agenda./liliLead and facilitate organizational design and change management initiatives to ensure the Shared Services and Post Acute structure is optimized for strategic agility, efficiency, and future growth./liliAct as a trusted advisor and coach to Wellstar executives and managers on all HR-related issues, including organizational design, change management, executive coaching, and talent strategy./liliDrive and support organizational design and workforce planning initiatives to ensure the Shared Services and Post Acute structures are optimized for efficiency, growth, and future needs./liliPartner with the HRVP on the HR due diligence and integration efforts for any System-level mergers, acquisitions, divestures, or significant structural changes./liliDrive the Shared Services workforce planning process, collaborating with leadership to forecast talent needs and build a strategic staffing plan./liliAccountability for human capital, financial, programmatic, and quality performance, regulatory oversight, standardization related to human resources./liliMonitors to insure variance analysis and resolution./liliSets prioritization of operations to achieve system objectives while assuring continuous quality improvement and outcome excellence for the Human Resource Function./liliIdentifies high risk areas for regulatory compliance; trains staff, monitors and ensures compliance./liliMonitors HR performance outcomes via benchmark analysis and facilitates accountability via defined expectations and goals./liliDevelops departmental/division strategic plans and works with leadership to facilitate goal achievement./li/ulpHR Consulting:/pulliLead and align the training and development of WellStars supervisors, managers, directors, and senior leadership./liliProactively analyze the root causes of issues (before they become major or spread). Build open and strong relationships with line management, performing on-going assessment plus organization diagnosis; and implement strategies, tactics appropriate to OD interventions to address and measure the effectiveness of HR work./liliThrough careful analysis of trends, treat problem (not symptoms) and resolve issues before they negatively impact business operations (i.e., recruitment, staffing, retention, conflict resolution, labor cost escalation and productivity goals) and to improve and positively impact WellStars performance./liliStrategically partner with other HR System leaders, especially in the areas of Benefits, Compensation, HRIS, Learning, Quality, Cultural Competence, Compliance and Recruitment in developing, communicating, and championing programs designed to achieve system and operational objectives./liliPromote integrated system focus (we/we = win/win), while balancing operating unit needs./liliEstablish mechanism for ongoing and effective communication to leaders on key organizational or site-specific initiatives./li/ulpOrganization Development/Culture:/pulliIdentify and facilitate proactive problem resolution of Employee Relations hot beds and day-to-day issues./liliLead, create and sustain, through partnership with the operating units leadership, a culture that supports Wellstars Strategic Plan (i.e., its mission, values alignment, and organizational effectiveness) and by building and sustaining performance management rigor (i.e., assuring that the right people are hired, trained, developed, supported for career and performance growth)./liliIntegrate organization development and culture development to support the Employer of Choice strategy for Wellstar Health System./liliCreate and reassure the effectiveness of a communications infrastructure within Wellstar which would effectively achieve employee management communication objectives./li/ulpCore HR Functions:/pulliRegularly assess HR departmental operations effectiveness, including constantly surveying and improving customer satisfaction./liliEnsures compliance with EEOC, OSHA, Immigration Laws, FLSA, TJC and other regulatory bodies./liliIn conjunction with above, monitor the effectiveness and impact of Human Resource policies. Provide supervision and counsel to HR Consultant staff for employee relations and policy interpretation issues./liliAssume line management department responsibilities for WellStar and HR operations. (budget)/liliProvide leadership and creativity and innovation for WellStar recognition programs and other employee functions, including measuring the effectiveness of such programs./liliParticipate in workforce development activities, i.e., long range recruitment and retention strategies. Performs other duties as assigned/li/ulh2Required Minimum Education:/h2pBachelors Business Administration/Management or Bachelors Human Resources Management or Masters Business Administration/Management-Preferred/ph2Required Minimum License(s) and Certification(s):/h2pAll certifications are required upon hire unless otherwise stated./pulliPHR - Prof in Human Resources-Preferred within 6 Months or SPHR - Sr Prof in Human Resources-Preferred within 6 Months or SHRM-CP - SHRM Certified Professional-Preferred within 6 Months or SHRM-SCP - SHRM Sr Certified Professional-Preferred within 6 Months/li/ulh2Additional License(s) and Certification(s):/h2h2Required Minimum Experience:/h2pMinimum 10 years strong progressive HR experience in all functional areas of Human Resources Required Minimum 5 years operating specially as a Senior HR Business Partner or a leadership level supporting executive level groups, preferably within Hospital Operations or Corporate functions Required/ph2Required Minimum Skills:/h2pProficiency in HR technology platforms (e.g Workday) Strong reporting, analytical and project management skills Exceptions communication and stakeholder management skills Strategic mindset with the ability to influence and drive change Strong problem-solving skills and decision-making abilities. This role can have supervisory responsibility for BHR staff and/or contractors Expertise in operational efficiency and process improvement Deep understanding of the HRBP operating model and its integration with COEs Ability to navigate and lead organizational change in complex, matrixed environments Collaborative leadership and the ability to build strong relationships across diverse teams/ppJoin us and discover the support to do more meaningful workand enjoy a more rewarding life. Connect with the most integrated health system in Georgia, and start a future that gives you more./p/div