Director HR Operations

CHI Saint Joseph Health is one of the largest and most comprehensive health systems in the Commonwealth of Kentucky supporting over 5,000 active team members, 8 hospitals, and a Medical Group with more than 200 locations across Central and Eastern Kentucky. 

At CHI Saint Joseph Health, we are dedicated to building healthier communities by elevating patient care through high quality healthcare professionals and Humankindness. We care about our team members well-being and offer benefits that complement work-life balance such as: 

CHI Saint Joseph Health is part of CommonSpirit Health, a nonprofit, Catholic health system dedicated to advancing health for all people. With approximately 175,000 team members and 25,000 physicians and advanced practice clinicians. 

Our commitment to serve the common good is delivered through the dedicated work of thousands of physicians, advanced practice clinicians, nurses, and staff; through clinical excellence delivered across a system of 140 hospitals and more than 2,200 care centers serving 24 states.

As a strategic leader, the Director-Human Resources aligns business objectives with employees and management in designated markets and/or divisions. The Director-Human Resources serves as an evidence based consultant to executive leadership related to organizational goals and strategy on Human Resource related issues, including but not limited to employee relations, labor relations, performance management, training, policy application, organizational development, workforce planning, ADA interactive process and compensation. The Director-Human Resources will lead the design and integration of key strategic initiatives within their respective facilities. The Director-Human Resources will proactively communicate needs to the HR department, colleagues within the Centers of Expertise (CoE) and management. The Director-Human Resources seeks to develop integrated solutions and is a change agent and champion for new HR initiatives and programs. The Director-Human Resources directs the HR team and formulates partnerships across the HR team and CoE to deliver value-added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.

• Strategic Alignment - Partner with clients to understand and assess business direction based on the local Market & CommonSpirit Health’s Strategic Plan. Create specific business plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities. Work with leadership to regularly interpret results and progress of HR related goals. Prepare presentations for respective client groups and follow up with leadership regarding the status and progress of their HR business plans.
• Employee Relations – Partner with and serve as a resource to employees, management and Human Resources team to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.
• Labor Relations - Provides direction and support to management regarding interpretation of policies and procedures and collective bargaining agreements. Partners with Employee/Labor Relations CoE in providing education and advice on proper documentation and/or legal requirements for performance improvement and termination process.
• Performance and Leadership Coaching - Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members. Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of Human Resources. Serves as a thought partner to assigned clients. Focus on development, collaboration and assessments; coaches leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and communications.
• Culture – Integrate culture standards consistent with the CommonSpirit Health’s mission, vision and values into business unit/facility/market/division practices and processes to ensure all employees experience and engage in supporting the desired work culture. Understands and promulgates approaches that lead to a positive, desired work culture. Applies results of culture diagnostic tools, e.g., My Culture to help craft appropriate plans for addressing culture development needs identified in the business unit/facilities/markets/divisions served.

• Bachelors Degree and 7-10 years experience in HR and/or leadership experience in the discipline or; Masters Degree with relevant HR experience and/or experience through certifications. 

• HR experience should encompass at least 2 or more areas of specialty, e.g., compensation, benefits, employee/labor relations, talent acquisition, etc.

• Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or SHRM Cert Professional (SHRM-CP) preferred upon hire.