VP HR Talent Strategy
: Job Details :

The Vice President of HR Talent Strategy is responsible for leading the HR business partner function, focusing on engagement, retention, caregiver experience, labor cost management, and HR policy creation and implementation. This role involves developing and implementing strategies to support the organization's strategic goals and enhance the overall caregiver, leader, physician and advanced practice provider experience. The VP of HR Talent Strategy will collaborate with the CHRO and HR executives to ensure seamless and efficient HR service delivery.* Leadership and Strategy: Provide strategic direction and leadership for the HR business partner function, in support and alignment with hospital, ambulatory and physician enterprises. Partner with the Chief Human Resources Officer to build a highly reliable continuous improvement culture and work systems in HR. Develops a deep understanding of the operational and talent needs of the organization by partnering with all stakeholders.* Engagement and Retention: Develop and implement strategies to enhance caregiver, physician and advanced practice provider engagement and retention. Monitor and analyze engagement and retention metrics and partners with key stakeholders to implement initiatives to improve these areas.* Experience: Play a pivotal role in enhancing the caregiver and physician/APP experience throughout the various stages of the caregiver life cycle, from recruitment and onboarding to development, retention, and separation. Implement programs and initiatives that cater to the evolving needs of caregivers, physicians and APPs at each stage, ensuring seamless transitions and fostering a supportive and engaging work environment. Regularly assess and refine these programs to align with organizational goals and employee expectations, ensuring a holistic and enriching experience for all employees.* Employee Relations: Oversees management of employee relations issues, including supporting leaders and caregivers with conflict resolution, addressing performance issues, conducting investigations, in alignment with the INTEGRIS Health Values, just culture principles and in compliance with policies and applicable labor laws and regulations.* Labor Relations: Develop and implement proactive strategies to engage with caregivers, ensuring their voices are heard and their issues are resolved promptly. This approach fosters trust and transparency, creating a work environment where caregivers, physicians and APPs feel valued and empowered and prevents the need for third-party representation. Understands proactive measures and interventions required in response to unionization campaigns.* Labor Cost Management: Partners with CHRO, operations, and finance to develop and implement strategies to manage labor costs effectively. Monitor and analyze labor cost metrics and implement initiatives to optimize labor costs while maintaining a high level of caregiver engagement.* HR Policy Creation and Implementation: Collaborates with CHRO and other leaders to create, revise, and implement HR policies to ensure they are aligned with the organization's strategic goals and compliant with relevant laws and regulations. Ensure that HR practices and policies support a positive and inclusive work environment and assisting INTEGRIS Health is an employer of choice. Collaborate with various departments to ensure policies are effectively communicated and adhered to.* Collaboration and Communication: Foster a culture of collaboration and open communication within the organization. Encourage team members to actively participate in meetings, share ideas, and contribute to discussions and planning. Develop and implement communication strategies to ensure that information is effectively disseminated across the organization. This includes utilizing various communication channels such as company-wide announcements, direct messaging, group chats, and email communications to keep employees informed and engaged. Additionally, create opportunities for teams to connect and collaborate, such as team-building activities, cross-functional projects, and regular check-ins.* Compliance and Risk Management: Ensure compliance with all relevant laws, regulations, and company policies. Identify and mitigate risks related to HR operations and employee relations.* Performance Management: Collaborates with CHRO and CLO to develop a comprehensive performance management system that aligns with the organization's strategic goals and values. Includes performance evaluations, goal setting, and feedback mechanisms to ensure continuous improvement and achievement of goals. Partners with the CLO to deploy training and resources to leaders and caregivers on effective performance management practices. Monitor and analyze performance data to identify trends and areas for improvement. Implement initiatives to address performance gaps and enhance overall organizational performance.* Bachelor's degree in human resources, business administration, or a related field. A Master's degree is preferred.* Minimum of 10 years of experience in HR, with at least 5 years in an HR leadership role, preferably at an executive level. Experience in health system or acute care setting is strongly preferred.* Strong knowledge of HR practices and policies, including employee relations, labor relations, labor cost management, and HR policy creation and implementation.* Excellent leadership, communication, and interpersonal skills.* Proven ability to develop and implement HR strategies that align with business objectives.* Strong analytical and problem-solving skills, including experience in using data to solve problems and drive decision-making.* Ability to manage multiple priorities and work effectively in a fast-paced environment.Leadership Competencies:* Drive for Results: Consistently exceed goals and push self and others for results.* Drives Engagement: Inspire and motivate others to participate fully and willingly, fostering a commitment to the organization's vision and values.* Balances Stakeholders: Skillfully manage the needs and interests of diverse groups, ensuring that all voices are heard and considered in the decision-making process.* Managing and Measuring Work: Clearly assign responsibility for tasks and decisions, set clear objectives, and monitor progress.* Collaboration: Work effectively with others to achieve common goals.* Customer Focus: Ensure that customer needs are met and provide exceptional service.* Innovation: Encourage and implement innovative solutions to improve HR operations.* Communication: Communicate clearly and effectively with stakeholders at all levels of the organization.