Director Human Resources

With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

You have a purpose, unique talents and now is the time to embrace it, live it and put it to work. We value incredible people with incredible skills – but your commitment to a greater cause is something we value even more. This is the heartbeat of our organization and your time will be spent in a supportive, team environment with resources to help you flourish and leaders who care about your success.

Operates under the auspice of enterprise led HR, meaning, our work will be connected and consistent across our organization with our people being at the center. Our aim is to achieve an incredible associate experience in which our associates, physicians and leaders can flourish and feel part of a connected ecosystem. This role fosters and implements our critical culture, talent and engagement initiatives. This strategic HR role proactively partners with stakeholders to anticipate HR related needs/opportunities and implement and integrate HR strategies to support and enable the business, advise leaders on people related opportunities in collaboration with HR centers of excellence as applicable, and deploying HR and business initiatives in support of the organization's strategies and operations. Using sound change management principles, this role is responsible for engaging stakeholders, facilitating talent strategies using appropriate talent related data and developing plans to address opportunities and challenges. Working collaboratively with operational leaders, key stakeholders and HR centers of excellence, will advise and deploy HR initiatives in alignment with Operational strategy locally, regionally, and enterprise wide.

Job Responsibilities (essential functions)

• Proven skills in leadership, leadership development theory, change leadership.
• Ability to positively influence outcomes to the benefit of the entity, the group and the organization as a whole.
• Possess a deep understanding of the business model, anticipate and diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of associates and leaders, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Provides appropriate HR coaching and advisement to entity Executive team in alignment with entity, group and enterprise-wide goals and objectives.
• Engage designated leaders to understand talent needs of the business and deploy actionable steps in alignment with the HR strategy that support the organization's strategic plan.
• Implement enterprise‐wide and/or location‐specific People strategies/initiatives.
• Ability to develop and lead HR business initiatives in other markets as needed.
• Provide HR observations related to departmental issues in meetings and one‐on‐one.
• Interpret talent management data for departments and works collaboratively to develop and deploy appropriate initiatives.
• Coach designated leaders through change management.
• Collaborating with various resources to address engagement, culture and talent opportunities.
• Promote and foster a healthy work environment; raise awareness of available programs to assist leaders and associates.
• Implement appropriate associate engagement programs.
• Interpret and drive departmental action planning as a result of associate engagement results; assess entity/department culture through formal and informal reviews and plan actions with department/entity leadership.
• Support effective leader and associate communications.
• Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes.

In addition to bringing humankindness to the workplace each day, qualified candidates will need the following:

• Bachelor Degree Required.

• 7 years of progressive experience in Human Resources to include strategic leadership in Human Resources and/or demonstrated ability to lead projects or initiatives using the 5 leadership behaviors.

• Strong demonstrated employee relations skills with thorough knowledge of performance improvement, corrective counseling, investigations, compensation, benefits, strategic business planning, team organization, retention, and recruitment and change management.

• Extensive knowledge and experience in state and federal employment laws.

• Ability to listen, but also to persuasively convey opinions and recommendations.

• Demonstrated attention to detail and ability to multitask. Effective written and verbal communication skills and demonstrated interpersonal skills and ability to interact at all levels.

• Ability to be viewed as approachable and objective. Strong business‐fluency skills—operational knowledge and financial acumen.

• Demonstrated ability to navigate organizational complexity and manage complex issues in a diverse

Physical Requirements
Sedentary work - prolonged periods of sitting and exert up to 10 lbs. force occasionally