Human Resources Business Partner jobs at Cedars-Sinai - 285 jobs

Assoc Dir, HR - MN Physician Medical Groups
Cedars-Sinai Medical Center 4.8
Human resources business partner job at Cedars-Sinai
Job Summary: Key Job Responsibilities The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of business (LOB) and plays a critical role in providing tools, communications, and a clear path for execution of strategic functional initiatives. Provides a broad range of HR support for achieving business objectives, including talent management, organization development, change management, leader effectiveness, succession planning, and employee engagement. Additionally, the role will leverage and formulate partnerships across the HR Centers of Expertise (COE) to ensure HR deliverables are addressed in a timely and thorough matter. The Associate Director works with leaders across assigned line of business to establish and maintain an understanding of the client's organization and business practices while building trusted, effective working relationships. The Associate Director collaborates with department leaders to support organization design including staffing, talent development, career / success planning and talent movement. In addition, the Associate Director works with department leaders to drive attraction and retention including development of integrated approaches to promoting diversity & inclusion in talent attraction, development, and retention. Primary Duties & Responsibilities • Manages and leads a team of HR staff by providing leadership and guidance to address complex questions and issues. Guides staff and ensures HR services and team members meet customers' needs consistent with Cedars-Sinai philosophy, mission, vision, and strategic plan. May oversee other HR leaders. • Partners and works with HR leadership in prioritizing and implementing HR LOB goals, initiatives and strategies. • Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of Business. Manages, motivates and mentors a team of HR professionals. Promotes the development, engagement and productivity of each employee by encouraging a healthy team environment. • Serves as strategic partner to senior leadership, managers, and other personnel. • Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other business issues impacting the Line of Business, Human Resources and the organization. • Proactively and regularly evaluates the Lines of Business, such as people, processes, programs, systems and HR service delivery relative to organizational and business unit strategy and objectives in order to identify short and long-term opportunities. • Collaborates with management teams within the Line of Business and HR on the creative design and implementation of high quality, integrated, flexible and efficient business solutions and improvement initiatives. • Develops strong working relationships with internal and external stakeholders of diverse backgrounds, building reputation as a credible and trustworthy leader in order to successfully influence, facilitate change initiatives and drive buy-in at all levels of the organization. • Develops and interprets HR specific policies guidelines and processes and provides consultation to department leadership on policy application and best practices. Recommends policy and process changes to support business needs and organizational success. • Recognizes potential employee relations issues in a productive manner. Manages and resolves complex and sensitive cases through objective and thorough fact-finding investigations, mediation of difficult interactions, political navigation. • Provides strategic consultation to line of business leadership regarding compensation matters in order to ensure, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as organizations compensation philosophy. • Provides education, training and development guidance to management and employees. This includes analysis of employee engagement surveys and other measurement tools, coaching line of business management on leadership performance and practices, facilitating discussions and action planning for learning, organizational development and talent management as well as career development, and succession planning. • Collaborates with other teams within HR, in cross-functional process improvement initiatives and integration. Department-Specific Duties and Responsibilities The HR Associate Director will play a pivotal role in leading HR functions across multiple Medical Groups & Surgery Centers, encompassing diverse entities with distinct governing practices. Key responsibilities include: Leadership and Governance: Serve as the strategic HR Leader for physician (and advanced practice provider) groups, including staffing, performance management, engagement, retention, compensation, and organizational development. Influence: Provide influence and expertise in working with Boards of Directors, Medical Directors, and Medical Group Presidents to align HR initiatives with organizational goals, including partnering with physician leadership at our Affiliates (Marina Hospital, Huntington Hospital and Torrance Memorial), to translate business goals into HR strategies and initiatives Complex Physician Investigations: Lead and manage complex physician investigations in collaboration with the MN Chief Medical Officer, MN Chief Operating Officer, and Medical Group Directors/Presidents. Address a wide range of issues from Physician Relations to Medical Board Investigations, ensuring thorough and consistent handling across all medical groups. Navigate complex organizational dynamics and influence key stakeholders to maintain consistency and fairness in investigative processes. Develop strategies to manage and resolve investigations, ensuring alignment with best practices and organizational standards. Policy Development and Compliance: Develop and implement HR policies and practices in accordance with State and Local laws, alongside Cedars-Sinai Policies and Procedures. Collaborate closely with MN Leadership, Line of Business (LOB), and Centers of Expertise (COE) stakeholders identifying issues and aligning policies with organization where needed. Work with HR compliance to contribute to physician contracting, onboarding, credentialing, privileging, and alignment to employment agreements. Develop and manage physician-focused HR policies, guidelines, and governance (e.g. dual employment, moonlighting, etc). Help ensure compliance with applicable laws, accreditation, medical staff bylaws, and regulatory requirements Acquisitions and Start-Ups: Under the direction of the Director of HR Integration and in collaboration with the COEs, participate in activities related to acquisitions and the establishment of new medical groups. Responsible for supporting the HR initiatives to ensure a smooth transition and integration. Cultural Integration: Drive the establishment, infusion, and promotion of the Medical Network Culture within the Medical Groups to foster a cohesive and unified organizational identity. Data-Driven Decision Making: Establish metrics and best practices for utilizing data to inform and guide HR decisions within Physician Groups. Develop reporting mechanisms to track HR effectiveness and outcomes. Monitor and report on physician HR metrics (turnover, retention, satisfaction, compensation variance, benchmarking). Stakeholder Engagement: Build and maintain strong working relationships with internal and external stakeholders, ensuring effective communication and collaboration across Medical Groups. Lead or participate in physician committees (quality committees, physician engagement councils). Represent the organization in external benchmarking, physician relations, and industry best practice forums Training and Development: Lead efforts to enhance physician and staff development through targeted training programs, fostering a culture of continuous improvement and professional growth. Provide coaching, guidance, and consultation to physicians and clinical leaders on career progression, feedback, performance, development, and behavior· Change Management: Provide strategic HR leadership during times of organizational change, ensuring stability and continuity in HR operations. If assigned, serves as HR leader on affiliate projects, including collaborating with affiliate and Cedars-Sinai leadership to develop and implement integration plans, workflows, personnel, and other items. Teamwork/Customer Relation Responsibilities Collaborates to problem solve and make decisions to achieve desired outcomes Cultivates and maintains strong customer relationships and rapport with stakeholders and/or client groups Establishes effective working relationships with cross-functional team(s) Ensures practices and procedures are inclusive of interpersonal and cultural diversity Responds timely, effectively and appropriately to deliverables Shares knowledge, time and expertise to assist other members of the team Team Lead/Supervisory/Management Responsibilities Plans, leads, and directs work of staff to ensure goals and objectives are completed within established budget and deadlines are met. Responsible for hiring, onboarding, managing schedules, personnel actions, performance reviews, and performance improvement plans. Supervises the day-to-day work of employees, assigns work, ensures tasks are completed and deadlines are met. These statements describe the primary duties and responsibilities of the job and are not intended to be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without notice. JOB QUALIFICATIONS Minimum - Bachelor's Degree Business Administration, Human Resources or a related field Preferred - Master's Degree Business Administration, Human Resources or a related field Work Experience 8 years Progressive experience in Human Resources 4 years Managing a team in Human Resources or a related field; or experience requiring significant human resource management or administrative oversight Licenses and Certifications: Senior Professional in Human Resources (SPHR) SPHR or SHRM - SCP Preferred Upon Hire Travel Requirements Est. Amount - 5% Qualifications Job Summary: Key Job Responsibilities The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of business (LOB) and plays a critical role in providing tools, communications, and a clear path for execution of strategic functional initiatives. Provides a broad range of HR support for achieving business objectives, including talent management, organization development, change management, leader effectiveness, succession planning, and employee engagement. Additionally, the role will leverage and formulate partnerships across the HR Centers of Expertise (COE) to ensure HR deliverables are addressed in a timely and thorough matter. The Associate Director works with leaders across assigned line of business to establish and maintain an understanding of the client's organization and business practices while building trusted, effective working relationships. The Associate Director collaborates with department leaders to support organization design including staffing, talent development, career / success planning and talent movement. In addition, the Associate Director works with department leaders to drive attraction and retention including development of integrated approaches to promoting diversity & inclusion in talent attraction, development, and retention. Primary Duties & Responsibilities • Manages and leads a team of HR staff by providing leadership and guidance to address complex questions and issues. Guides staff and ensures HR services and team members meet customers' needs consistent with Cedars-Sinai philosophy, mission, vision, and strategic plan. May oversee other HR leaders. • Partners and works with HR leadership in prioritizing and implementing HR LOB goals, initiatives and strategies. • Responsible for planning, organizing, managing, and controlling the daily operations of the HR Line of Business. Manages, motivates and mentors a team of HR professionals. Promotes the development, engagement and productivity of each employee by encouraging a healthy team environment. • Serves as strategic partner to senior leadership, managers, and other personnel. • Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other business issues impacting the Line of Business, Human Resources and the organization. • Proactively and regularly evaluates the Lines of Business, such as people, processes, programs, systems and HR service delivery relative to organizational and business unit strategy and objectives in order to identify short and long-term opportunities. • Collaborates with management teams within the Line of Business and HR on the creative design and implementation of high quality, integrated, flexible and efficient business solutions and improvement initiatives. • Develops strong working relationships with internal and external stakeholders of diverse backgrounds, building reputation as a credible and trustworthy leader in order to successfully influence, facilitate change initiatives and drive buy-in at all levels of the organization. • Develops and interprets HR specific policies guidelines and processes and provides consultation to department leadership on policy application and best practices. Recommends policy and process changes to support business needs and organizational success. • Recognizes potential employee relations issues in a productive manner. Manages and resolves complex and sensitive cases through objective and thorough fact-finding investigations, mediation of difficult interactions, political navigation. • Provides strategic consultation to line of business leadership regarding compensation matters in order to ensure, equity, consistency in pay practices, adherence with local/federal wage and hour regulations as well as organizations compensation philosophy. • Provides education, training and development guidance to management and employees. This includes analysis of employee engagement surveys and other measurement tools, coaching line of business management on leadership performance and practices, facilitating discussions and action planning for learning, organizational development and talent management as well as career development, and succession planning. • Collaborates with other teams within HR, in cross-functional process improvement initiatives and integration. Department-Specific Duties and Responsibilities The HR Associate Director will play a pivotal role in leading HR functions across multiple Medical Groups & Surgery Centers, encompassing diverse entities with distinct governing practices. Key responsibilities include: Leadership and Governance: Serve as the strategic HR Leader for physician (and advanced practice provider) groups, including staffing, performance management, engagement, retention, compensation, and organizational development. Influence: Provide influence and expertise in working with Boards of Directors, Medical Directors, and Medical Group Presidents to align HR initiatives with organizational goals, including partnering with physician leadership at our Affiliates (Marina Hospital, Huntington Hospital and Torrance Memorial), to translate business goals into HR strategies and initiatives Complex Physician Investigations: Lead and manage complex physician investigations in collaboration with the MN Chief Medical Officer, MN Chief Operating Officer, and Medical Group Directors/Presidents. Address a wide range of issues from Physician Relations to Medical Board Investigations, ensuring thorough and consistent handling across all medical groups. Navigate complex organizational dynamics and influence key stakeholders to maintain consistency and fairness in investigative processes. Develop strategies to manage and resolve investigations, ensuring alignment with best practices and organizational standards. Policy Development and Compliance: Develop and implement HR policies and practices in accordance with State and Local laws, alongside Cedars-Sinai Policies and Procedures. Collaborate closely with MN Leadership, Line of Business (LOB), and Centers of Expertise (COE) stakeholders identifying issues and aligning policies with organization where needed. Work with HR compliance to contribute to physician contracting, onboarding, credentialing, privileging, and alignment to employment agreements. Develop and manage physician-focused HR policies, guidelines, and governance (e.g. dual employment, moonlighting, etc). Help ensure compliance with applicable laws, accreditation, medical staff bylaws, and regulatory requirements Acquisitions and Start-Ups: Under the direction of the Director of HR Integration and in collaboration with the COEs, participate in activities related to acquisitions and the establishment of new medical groups. Responsible for supporting the HR initiatives to ensure a smooth transition and integration. Cultural Integration: Drive the establishment, infusion, and promotion of the Medical Network Culture within the Medical Groups to foster a cohesive and unified organizational identity. Data-Driven Decision Making: Establish metrics and best practices for utilizing data to inform and guide HR decisions within Physician Groups. Develop reporting mechanisms to track HR effectiveness and outcomes. Monitor and report on physician HR metrics (turnover, retention, satisfaction, compensation variance, benchmarking). Stakeholder Engagement: Build and maintain strong working relationships with internal and external stakeholders, ensuring effective communication and collaboration across Medical Groups. Lead or participate in physician committees (quality committees, physician engagement councils). Represent the organization in external benchmarking, physician relations, and industry best practice forums Training and Development: Lead efforts to enhance physician and staff development through targeted training programs, fostering a culture of continuous improvement and professional growth. Provide coaching, guidance, and consultation to physicians and clinical leaders on career progression, feedback, performance, development, and behavior· Change Management: Provide strategic HR leadership during times of organizational change, ensuring stability and continuity in HR operations. If assigned, serves as HR leader on affiliate projects, including collaborating with affiliate and Cedars-Sinai leadership to develop and implement integration plans, workflows, personnel, and other items. Teamwork/Customer Relation Responsibilities Collaborates to problem solve and make decisions to achieve desired outcomes Cultivates and maintains strong customer relationships and rapport with stakeholders and/or client groups Establishes effective working relationships with cross-functional team(s) Ensures practices and procedures are inclusive of interpersonal and cultural diversity Responds timely, effectively and appropriately to deliverables Shares knowledge, time and expertise to assist other members of the team Team Lead/Supervisory/Management Responsibilities Plans, leads, and directs work of staff to ensure goals and objectives are completed within established budget and deadlines are met. Responsible for hiring, onboarding, managing schedules, personnel actions, performance reviews, and performance improvement plans. Supervises the day-to-day work of employees, assigns work, ensures tasks are completed and deadlines are met. These statements describe the primary duties and responsibilities of the job and are not intended to be an exhaustive list of all tasks. Other work duties may be assigned at any time with or without notice. JOB QUALIFICATIONS Minimum - Bachelor's Degree Business Administration, Human Resources or a related field Preferred - Master's Degree Business Administration, Human Resources or a related field Work Experience 8 years Progressive experience in Human Resources 4 years Managing a team in Human Resources or a related field; or experience requiring significant human resource management or administrative oversight Licenses and Certifications: Senior Professional in Human Resources (SPHR) SPHR or SHRM - SCP Upon Hire Travel Requirements Est. Amount - 5%
$144k-200k yearly est. Auto-Apply 60d+ ago

Looking for a job?

Let Zippia find it for you.

Director, HR Business Partner - Commercial (Hybrid)
Gilead Sciences, Inc. 4.5
Foster City, CA jobs
A global healthcare company located in Foster City, California, is looking for a Director, HR Business Partner. This role involves partnering with the U.S. Commercial organization, providing strategic HR support, and participating in leadership teams while promoting an inclusive culture. Candidates should have extensive experience in HR, strong communication skills, and the ability to manage complex organizational dynamics. The position offers a hybrid work model, a competitive salary range, and comprehensive benefits. #J-18808-Ljbffr
$117k-148k yearly est. 4d ago
Chief Human Resources Officer
Stryker Corporation 4.7
Whittier, CA jobs
mTrade is a financial technology company focused on debt capital markets. Our clients include many of the major financial institutions. Please visit: ************** for additional information. Performance Management: Proficient in helping executives create Key Performance Indicators (KPI's) and other performance management processes for their departments as well as for the overall organization. Regulatory and Compliance Knowledge: The financial services industry operates under intense regulatory scrutiny. This candidate must have a strong ability to keep the organization running with the highest levels of compliance with all regulatory requirements, mitigating risks. Financial Expertise: Understanding the financial mechanics of the business is crucial. The ability to read and interpret P&L statements, manage complex compensation and equity plans, and connect HR initiatives directly to profitability and ROI. Company Benefits Expertise: Understanding of company Benefits working with 3rd party providers to ensure timely decisions and dissemination of information to employees on plan updates. Exceptional Communication: The CHRO serves as a liaison between the CEO, President, executives, and employees. It is imperative that they be an exceptional communicator capable of articulating complex strategies clearly and building trust with diverse stakeholders. Business Acumen: Understands financial/ business facets to deliver talent strategies that serve business goals. Culture Focus: Helps build resilience and cohesion among team members as well as fostering innovation/learning. Change Agent: Manages organizational change for our rapidly scaling company. 10+ years in all areas of Human Resources. Bachelor's degree required in a Human Resources Related field. Master's Degree preferred. #J-18808-Ljbffr
$119k-155k yearly est. 3d ago
Director, Human Resources
Gilead Sciences, Inc. 4.5
Foster City, CA jobs
At Gilead, we're creating a healthier world for all people. For more than 35 years, we've tackled diseases such as HIV, viral hepatitis, COVID-19 and cancer - working relentlessly to develop therapies that help improve lives and to ensure access to these therapies across the globe. We continue to fight against the world's biggest health challenges, and our mission requires collaboration, determination and a relentless drive to make a difference. Every member of Gilead's team plays a critical role in the discovery and development of life-changing scientific innovations. Our employees are our greatest asset as we work to achieve our bold ambitions, and we're looking for the next wave of passionate and ambitious people ready to make a direct impact. We believe every employee deserves a great leader. People Leaders are the cornerstone to the employee experience at Gilead and Kite. As a people leader now or in the future, you are the key driver in evolving our culture and creating an environment where every employee feels included, developed and empowered to fulfil their aspirations. Join Gilead and help create possible, together. At Gilead our pursuit of a healthier world for all people has yielded a cure for hepatitis C, revolutionary improvements in HIV treatment and prevention as well as advancements in therapies for viral and inflammatory diseases and certain cancers. We set and achieve bold ambitions in our fight against the world's most devastating diseases, united in our commitment to confronting the largest public health challenges of our day and improving the lives of patients for generations to come. We are seeking a Director, HR Business Partner to partner with the U.S. Commercial organization. The Director will act as a strategic HRBP to Senior Business Leaders and Commercial Vice Presidents adopting a business-focused approach to translate objectives into actionable people plans, emphasizing organizational design, talent management, and capability building. The Director will be a member of the respective business leadership teams and the Global Commercial HRBP team to drive and implement workforce strategies that facilitate business success, promote an inclusive and high-performing culture, and embody Gilead's core behaviors and leadership accountabilities. This role reports to the Executive Director of Human Resources for Gilead U.S. Commercial. This is a hybrid/office based role located in Foster City, California. Specific job responsibilities Directs the planning, development, implementation, administration and budgeting for a portion of a large client group, or a specific geographic area. Challenges are unique and solutions may serve as a precedent for future decisions. Provides support directly to senior management and defines the HR strategy for the client group or groups supported. Advises company management on HR policy and program matters, making or recommending appropriate decisions, which may be significantly complex. Initiates discussions regarding organizational changes and presents each of the HR specialty functional areas (training, compensation, benefits, etc.) when working with management. Within client group, facilitates the management and development of the corporate culture and values, and leads employee and manager engagement initiatives to foster teamwork and enhance employee engagement. Viewed as subject matter expert and maintains contacts with external sources to stay apprised of current trends and new legislative changes. Accomplishes results as an individual contributor or through HR subordinates or specialist employees/CoE. May select, develop and evaluate HR staff to ensure the efficient operation of the function. Develops concepts, techniques, and standards for flawless execution on the delivery of HR services including talent acquisition, performance management, talent reviews, compensation planning, and project management. Develops new applications based on professional principles and theories. Provides analysis and recommendations about the reengineering and optimization of the organizational structure, roles, process and resource allocation, and facilitates change management. Designs, develops and implements communication strategy using various media. Ensures effective communication strategies are in place within the organization and builds two-way communication channels. Proactively questions the decisions of management that impact the long-term direction of the client group. Provides coaching support for site or client group leadership, building skills, knowledge, and competencies to achieve results and make employee-related decisions in a fast changing environment. May be responsible for representing client group or site with labor unions and/or works councils to ensure compliance with relevant labor laws and a favorable climate with employee representative groups. May require strong business knowledge as well as a sophisticated understanding of labor relations and union negotiation rules. Knowledge 12+ years of relevant experience in the HR field and a BA or BS degree, preferably with an emphasis in HR or Business or 10+ years of relevant experience in HR with a master's degree. Works under consultative direction toward long-range goals and objectives. Assignments are self-initiated with very little direct supervision. Excellent verbal, written, and interpersonal communication skills are required. Must possess excellent influencing skills. Requires a thorough knowledge and understanding of Human Resources legislation/employment law, principles, policies, and procedures. Must be able to develop solutions to a wide range of highly complex problems, which require an in depth degree of ingenuity, creativity, and innovativeness. May require experience and ability to manage staff. Must be able to exercise judgment and independently determine and take appropriate action within defined HR policies and procedures. Specific education and experience requirements. People Leader Accountabilities Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. The salary range for this position is: $210,375.00 - $272,250.00. Gilead considers a variety of factors when determining base compensation, including experience, qualifications, and geographic location. These considerations mean actual compensation will vary. This position may also be eligible for a discretionary annual bonus, discretionary stock-based long-term incentives (eligibility may vary based on role), paid time off, and a benefits package. Benefits include company-sponsored medical, dental, vision, and life insurance plans*. For additional benefits information, visit: ****************************************************************** * Eligible employees may participate in benefit plans, subject to the terms and conditions of the applicable plans. For jobs in the United States: Gilead Sciences Inc. is committed to providing equal employment opportunities to all employees and applicants for employment, and is dedicated to fostering an inclusive work environment comprised of diverse perspectives, backgrounds, and experiences. Employment decisions regarding recruitment and selection will be made without discrimination based on race, color, religion, national origin, sex, age, sexual orientation, physical or mental disability, genetic information or characteristic, gender identity and expression, veteran status or other non‑job related characteristics or other prohibited grounds specified in applicable federal, state and local laws. In order to ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans' Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact ApplicantAccommodations@gilead.com for assistance. For more information about equal employment opportunity protections, please view the ‘Know Your Rights' poster. NOTICE: EMPLOYEE POLYGRAPH PROTECTION ACT YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT Gilead Sciences will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, (c) consistent with the legal duty to furnish information; or (d) otherwise protected by law. Our environment respects individual differences and recognizes each employee as an integral member of our company. Our workforce reflects these values and celebrates the individuals who make up our growing team. Gilead provides a work environment free of harassment and prohibited conduct. We promote and support individual differences and diversity of thoughts and opinion. For Current Gilead Employees and Contractors: Please apply via the Internal Career Opportunities portal in Workday. Job Requisition ID R0049454 Job Level Director #J-18808-Ljbffr
$210.4k-272.3k yearly 4d ago
Director, Employee Engagement
Revolution Medicines 4.6
Redwood City, CA jobs
Revolution Medicines is a clinical‑stage precision oncology company focused on developing novel targeted therapies to inhibit frontier targets in RAS‑addicted cancers. The company's R&D pipeline comprises RAS(ON) Inhibitors designed to suppress diverse oncogenic variants of RAS proteins, and RAS Companion Inhibitors for use in combination treatment strategies. As a new member of the Revolution Medicines team, you will join other outstanding Revolutionaries in a tireless commitment to patients with cancers harboring mutations in the RAS signaling pathway. The Opportunity We are seeking a strategic and collaborative leader to shape the global employee experience at Revolution Medicines. As Director, Culture & Engagement, you will define and drive the long‑term strategy for culture, onboarding, engagement, and recognition programs that support our rapid growth and strengthen our mission‑driven, values‑aligned culture. This role leads a high‑performing team and partners closely with HR Business Partners, People Operations, Learning & Organizational Development, and business leaders across all regions. You will develop a strategy to ensure programs are scalable, data‑driven, and aligned with function and region‑specific needs. Your leadership will ensure clear insights are provided to senior leadership and driving meaningful improvements in engagement and culture across the enterprise. This position reports to the Executive Director, Culture, Engagement & Learning and is based at our Redwood City headquarters. Core Responsibilities Develop and oversee the multi‑year global Culture & Engagement strategy aligned to RevMed's values and business priorities. Ensure Culture & Engagement programs are designed for global consistency and regional relevance, partnering with functional and geographic leaders. Lead enterprise‑wide design and evolution of onboarding, culture, recognition, and engagement programs. Drive education and evolution of engagement survey strategy, leveraging Workday Peakon and other survey tools to ensure actionable insights and enterprise‑wide action planning. Embed the Core Values across programs, communications, and employee touchpoints. Lead the HR communication strategy, partnering across the function to ensure communications drive employee engagement and awareness. Cross‑Functional Leadership & Influence Lead, coach, and develop the Culture & Engagement team to deliver high‑quality programs with strong cross‑functional partnership. Act as a strategic advisor to functional leaders and HRBPs, using data and insights to guide decisions that shape culture and organizational effectiveness. Partner with the Executive Director to provide input into the evolution of the company's performance management process, including enablement of feedback, goal‑setting, and career development within Workday. Serve as a key integrator across HR COEs, ensuring alignment, visibility, and coordinated delivery of enterprise‑wide initiatives. Data, Insights & Program Effectiveness Establish and maintain enterprise success metrics and dashboards for culture and engagement programs. Drive accountability for outcomes by using analytics to inform program evolution and improve employee experience and organizational impact. Benchmark externally and maintain awareness of industry best practices to ensure RevMed's approach remains innovative and scalable. Required Skills, Experience and Education Passion for building culture through programs that connect employees to purpose and impact. Bachelor's degree required. 15+ years of progressive experience in employee engagement and HR programs, including 3+ years leading a team and complex programs. Strong management skills, with strength in leading team including setting functional goals, supporting team member career development and building strong team culture. Proven experience managing and optimizing engagement, onboarding, recognition, or performance platforms. Demonstrated ability to consult with senior leaders and partner in translating analytics and survey insights into actionable strategies. Strong project management, facilitation, and stakeholder influence skills. Preferred Skills Experience with Workday Peakon or similar engagement platforms. Experience with Workday onboarding, talent and learning. Experience scaling programs within a growth global organization. Experience leading or supporting performance management processes including performance review, goal‑setting, talent review and promotion process. Experience managing recognition and rewards platforms or vendors. #J-18808-Ljbffr
$99k-137k yearly est. 3d ago
Sr Director, Human Resources
Gilead Sciences, Inc. 4.5
Santa Monica, CA jobs
Gilead's mission is to discover, develop, and deliver therapies that will improve the lives of patients with life‑threatening illnesses worldwide. Kite Senior Director, Commercial HRBP The Senior Director, HR Business Partner will support our Global Commercial Organization at Kite. This role will partner with a dynamic, fast‑paced global function of over 500 employees and play a critical role in shaping talent strategies that drive business success. This role reports to the Vice President of Human Resources for Kite Pharma and is based in Santa Monica, CA with a requirement to be on‑site 3-days per week. Key Responsibilities Organizational Development. Partner with clients in planning and implementation of workforce strategies and thoughtful changes in organizational structure or processes to support growth. Drive organizational effectiveness and thoughtful change management. Strategic Advisor. Serve as integrated part of the business, working with and advising leaders to accomplish broader strategic objectives. Partner with cross‑functional leaders to understand how they can better develop and support Kite's operating model and how they might consider realigning organization structures, resource plans, and processes to better align to product team deliverables across pipeline and marketed assets. Talent Acquisition, Assessment and Development. Serve as a strategic business partner with Talent Acquisition, Total Rewards, and Global Mobility to support efforts to attract, develop and retain the best talent. Analyze talent data to recommend solutions to improve performance, retention, engagement, and employee experience. Drive comprehensive talent management, critical capability build, development planning, and key succession planning. Team Effectiveness. Support the build of high‑performing teams through chartering and effectiveness activities. Partner on feedback loops to identify pain points and areas for improvement in ways of working. Assist with clarifying roles and responsibilities as needed. Talent Development, Leadership & Inclusion. Drive leadership and manager capability development. Observe, diagnose, and coach leaders to maximize their impact. Advise leaders on identifying critical roles, pipelining, and developing key talent for future needs and building robust succession plans. Encourage utilization of resources to improve talent and career development. Partner in building and embedding Inclusion & Diversity (I&D) strategies. HR Programs & Services. Partner to ensure seamless delivery of enterprise HR programs to client group. Identify the need for HR programs or strategies to support business goals. Develop and conduct presentations on HR subjects as needed. Basic Qualifications MS/MA and 12+ years of experience in Human Resources OR BS/BA and 14+ years of experience in Human Resources OR High School diploma and 18+ years of experience in Human Resources Preferred Qualifications BS or BA degree, preferably with an emphasis in HR or Business. Master's degree preferred 8+ years of HR business partner experience with in-depth knowledge of HR practices, preferably with some experience in more than one HR function Strong track record of serving as a strategic HR partner for senior executives, HR leaders, and employees at all levels, preferably in life sciences, healthcare or pharma/biotech Strong track record of developing solutions to a wide range of highly complex problems Strong business acumen with the ability to translate business objectives into talent priorities Strong leadership competencies, demonstrating accountability for coaching, developing, progressing and retaining employees while ensuring an inclusive work environment Ability to exercise judgment and independently determine and take appropriate action Excellent active listening skills that encourage employee trust Professional and effective verbal, written, and interpersonal communication skills Strong conflict management and resolution skills Proficient knowledge of employment laws, principles, policies, and procedures Role model for Kite and Gilead core values and People Leader Accountabilities (PLA) People Leader Accountabilities Create Inclusion - knowing the business value of diverse teams, modeling inclusion, and embedding the value of diversity in the way they manage their teams. Develop Talent - understand the skills, experience, aspirations and potential of their employees and coach them on current performance and future potential. They ensure employees are receiving the feedback and insight needed to grow, develop and realize their purpose. Empower Teams - connect the team to the organization by aligning goals, purpose, and organizational objectives, and holding them to account. They provide the support needed to remove barriers and connect their team to the broader ecosystem. #J-18808-Ljbffr
$136k-180k yearly est. 3d ago
Chief Human Resources Officer
KPC Health, Inc. 4.1
Corona, CA jobs
If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process. Chief Human Resources Officer Full Time Dir/Exec KPC CORONA, Corona, CA, US 7 days ago Requisition ID: 1494 Salary Range: $180,000.00 To $281,250.00 Annually Chief Human Resources Officer (CHRO) Location: Corona Department: Human Resources Reports to: Executive Leadership Team SUMMARY The Chief Human Resources Officer (CHRO) serves as the executive leader responsible for designing, executing, and evaluating a comprehensive human capital strategy aligned with the organization's mission, values, and long-term business objectives. This role provides vision and strategic direction across all HR domains, including talent acquisition, workforce planning, labor relations, organizational development, learning and leadership development, total rewards, employee experience, change management, and compliance. The CHRO partners closely with the executive team to drive organizational effectiveness, shape culture, and ensure the workforce is capable, engaged, and aligned with system-wide operational priorities across multiple hospitals in a complex healthcare environment. SUPERVISORY RESPONSIBILITIES Provides executive leadership to HR Directors, Managers, and cross-functional HR teams across multiple facilities. Oversees the full scope of HR operations and is accountable for HR service delivery and outcomes for all employees within the division. DUTIES / RESPONSIBILITIES Strategic Leadership & Organizational Alignment Develop and execute an enterprise-wide HR strategy that supports organizational growth, financial performance, and operational excellence. Advise senior leadership on workforce trends, organizational effectiveness, and leadership needs. Lead change-management initiatives that support organizational transformation, system integration, and continuous improvement. Labor Relations & Workforce Compliance Lead labor relations strategy and serve as the executive authority on all union matters, including negotiations, contract administration, and grievance resolution. Ensure system-wide compliance with employment laws, healthcare regulatory standards, and labor obligations. Talent Management, Succession, and Workforce Planning Establish and drive a comprehensive succession planning and leadership development framework. Direct talent acquisition strategies to meet current and future workforce needs. Oversee workforce planning, skills analysis, talent mobility, and staffing optimization across facilities. Compensation, Benefits & Total Rewards Oversee the development and continual refinement of competitive, equitable, and cost-effective compensation and benefits programs. Ensure total rewards programs support performance, retention, and long-term workforce sustainability. Employee Experience, Culture & Engagement Advance a culture of equity, accountability, and organizational well-being. Champion DEI initiatives, employee engagement strategies, and communication frameworks that strengthen workplace culture. Learning, Development & Performance Optimization Provide executive oversight of training, leadership development, and performance management systems. Implement strategies that increase workforce capability and support the organization's transition toward a learning-centered model. General Executive Responsibilities Maintain strong HRIS oversight and lead HR process optimization through technology. Deliver HR metrics, analytics, and dashboards to inform executive decision‑making. Perform additional executive duties as required. REQUIRED SKILLS / ABILITIES Exceptional written, verbal, and executive-level communication skills. Advanced interpersonal, negotiation, and conflict‑resolution abilities. Strong analytical, organizational, and problem-solving capabilities with excellent attention to detail. Demonstrated success leading HR operations across multi‑site or multi‑hospital environments. Required experience in unionized settings, including negotiation and grievance administration. Deep knowledge of federal, state, and local labor/employment laws and healthcare regulations. Proficiency with HRIS systems, data analytics, and modern HR technology platforms. Strong leadership presence, sound judgment, and high emotional intelligence. EDUCATION & EXPERIENCE Master's degree required in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or related field. Minimum of 15 years of progressive HR leadership experience, with at least 7 years in senior management roles within healthcare or a similarly complex industry. Experience working in a unionized environment is required; healthcare labor relations strongly preferred. #J-18808-Ljbffr
$84k-130k yearly est. 4d ago
Human Capital Consultant
The Encompass Group 4.6
Lewisville, TX jobs
Do you lead with kindness and a servant's heart? Are you passionate about employee relations and staying ahead of evolving HR compliance? We have a need for a Human Capital Consultant at The Encompass Group. In this role, you will collaborate with HR and other business leaders to create strategy and alignment across their organization. You serve as both a subject mater expert and strategic partner to help streamline HR processes and procedures. The Encompass Group is the people optimization partner whose love of others compels us to exceed clients' expectations and meet their greatest needs. We are people dedicated to helping others grow, thrive, and transform; the tie that binds everything we do is our focus on people. Job Responsibilities: Client Relationship Management Serve as a trusted advisor and partner to client leadership on HR strategy, organizational development, and change management. Build trust by proactively assessing client needs and offering tailored insights and best-practice recommendations that drive both technology and process improvement. HR Compliance & Risk Mitigation Ensure clients meet federal, state, and local labor laws through audits and training. Develop or refine policies, handbooks, and HR infrastructure. Provide guidance on employee relations, investigations, and conflict resolution. Conduct assessments, deliver insights, and design action plans that align with business goals. HR Technology & Data Enablement Help clients evaluate and/or optimize HRIS and other people systems. Analyze people metrics to surface actionable insights around retention, performance, and compensation. Bridge technology and behavior-ensuring systems support rather than disrupt culture. Troubleshoot and support HCM software (Applicant Tracking Systems, Learning Management Systems, HRIS, FMLA Administration, etc.) Facilitation & Capability Building Design and deliver targeted learning experiences for leaders, managers, and employees on topics including feedback, performance management, compliance, employee engagement, and foundational management skills. What we look for: Bright- We are curious, and we are smart. But we're also inquisitive, shining a light into the darkness to ensure we understand our clients' problems and how to solve them. Purposeful- We don't merely skim the surface of a problem; we delve deep into its roots and provide solutions that are smart and backed by our expertise. Joyful servant- Our approach What we promise: Purposeful and accelerated career growth A flexible working environment 4 weeks PTO, full company paid benefits package, 401k contribution Fun- company outings, sporting events, in-office massages, casino nights, and regular celebration Compassion- consistently serving one another and our broader community If you are ready to build relationships and better organizations, please apply. We cannot wait to meet you!
$67k-93k yearly est. 23h ago
HUMAN RESOURCE EXECUTIVE DIRECTOR - ADVANCED DIAGNOSTICS & COGNIZANT MANAGEMENT
Advanced Diagnostics Healthcare System 4.1
Houston, TX jobs
The Executive Director of Human Resources will lead the development and execution of the company's HR strategy, including the build-out of internal HR infrastructure, benefits, talent acquisition, compliance, compensation, employee relations, performance management, training, and culture development, while also fostering an environment of respect, inclusion, and growth for all employees. This position is responsible for supporting the implementation of all human resources policies, procedures, programs, and systems. This includes, but not limited to, recruitment, on-boarding, employee relations, employee recognition and retention, compensation, benefits, employee records, employee communication, and compliance with regulatory requirements within corporate and the hospital systems. DUTIES AND RESPONSIBILITIES Provides management, oversight, support, and/or execution of day-to-day HR operations to include talent acquisition, employee relations, benefits, compensation, HRIS and compliance for corporate and hospital staff. Ensure that all aspects of the HR team and functions are operating seamlessly and at a pace that meets the organizational demand. Collaborates with key stakeholders across the organization to develop and integrate workforce planning and analysis, talent acquisition, learning and leadership development, performance management, professional development, succession planning, and rewards. Ensures leaders and hiring managers are supported to adequately determine and fulfill staffing needs in a consistent and timely manner. Leads the proper assessment of recruitment trends (internal and external) and refines the Talent Acquisition strategies, processes and systems to meet objectives. Partners with managers across the organization and provides effective support, coaching, and guidance around employee relation issues. Leads complex employee relations issues through to resolution, including full-scale investigations, documentation, and recommendation of appropriate courses of action in compliance with organizational policies and employment law. Consult with legal counsel when needed to actively manage organizational risk. OPERATIONAL Conducts a continuing study of all Human Resources policies, programs, and practices and defines all Human Resources training needs. Explore, identify and utilize software to increase efficiencies and effectiveness of the HR department. Meet with corporate and hospital administrators and staff, to determine priorities and tasks that are needed to achieve desired outcomes. Design, direct and manage a process of organization development that addresses issues such as succession planning, workforce development, key employee retention, organization design, and change management. Keep leadership informed of significant problems that jeopardize the achievement of organizational goals, and those that are not being addressed adequately within the organization. Lead organizational change initiatives by communicating effectively, engaging stakeholders, and mitigating resistance. Support managers and employees through transitions such as mergers, and new system implementations. Bring solutions that address department needs while taking into account the broader implications for the organization both Corporate and Healthcare. BENEFITS ADMINISTRATION & LOA Oversee all aspects of benefit administration and LOA-(leaves) FMLA, leave w/o pay, EAP, ADA, STL, LTL,; medical insurance, enrollment, insurance onboarding and offboarding and other supportive services. Ensures compliance with all existing governmental and labor legal and government reporting requirements including but not limited to: Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, Occupational Safety and Health Administration (OSHA) Decisions for comprehensive employee benefits plans that are competitive and cost-effective. Oversee the design, selection, negotiation, and administration of employee benefits programs (health, dental, vision, retirement, wellness, leave, etc.). Manage vendor relationships, plan renewals, and the annual enrollment processes. Maintain internal HR website to ensure employees are updated and informed on all HR-related content. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. COMPENSATION & PAYROLL Review and update compensation plan including current benchmarking, staff job descriptions, department equity, market competitiveness, and compensation matrix, ensuring that the organization remains competitive in its compensation practices, which is vital for attracting and retaining top talent. Design and implement compensation structures including salary ranges, bonuses, and benefits pkgs. That align with the organization budget and strategic objectives. Manage compensation and benefits audits, government filings (e.g., 5500s), and reporting requirements. Monitor Payroll and enforce internal controls to prevent errors Oversee internal HRIS system for payroll operations including quarterly updates, integrations, and troubleshooting in coordination with IT, payroll administrator and current payroll system/vendor. Review and approve internal and external payroll reports and tax filings. Ensure proper documentation, timeliness and audit readiness. Manage pre- and post-tax earnings and deductions REQUIREMENTS Requires a BS or BA in Human Resources Management or equivalent in education and work experience. 7-10+years of progressive Human Resources experience in a Corporate environment and Healthcare PHR/SPHR/SHRM-SPHR preferred. 10+ years of progressive HR experience with preferably 5+ years in healthcare. Must have experience in reviewing/negotiating welfare benefits, administration, and plan management. Excellent leadership, analytical, operations, problem solving, and communication skills to maintain effective working relationships internally and externally. Healthcare industry experience preferred and familiarity with Joint Commission, DPH, BHDDH, BSAS, MA and RI state regulations strongly desired. Experience with employee investigations/disciplinary issues. Working knowledge of Microsoft Word, Excel, and Outlook. Experience with HRIS, Time & Attendance, Payroll systems, and Web based application. EDUCATION Bachelor's Degree in Business Management, Human Resources discipline or relevant experience. Master's degree in Human Resources, Public Administration, or related field is preferred. CERTIFICATION, LICENSURE PHR/SPHR/SHRM-SPHR preferred KNOWLEDGE SKILS AND ABILITIES Ability to influence decision makers. Ability to collaborate effectively with individuals at various levels. Ability to think logically and tactically. Possess a core set of ethical values. Possess effective organizational skills and attention to detail, and effective follow-through on responsibilities and requests.
$54k-77k yearly est. 2d ago
Senior Employee Relations Business Partner, Physician Group
Kaiser Permanente 4.7
Pasadena, CA jobs
**Candidates must reside in SCAL Market** This senior individual contributor is primarily responsible for serving as a liaison between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures, conducting company human resources support activities, and driving and/or partnering on the development and implementation of organizational change efforts. This position collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues, leads and/or partners on HR investigations based on standard KP or negotiated labor practices, conducts reporting of Company employee information and external benchmarks, and supports and provides consultation to ensure HR compliance. Essential Responsibilities: Practices self-leadership and promotes learning in others by building relationships with cross-functional stakeholders; communicating information and providing advice to drive projects forward; influencing team members within assigned unit; listening and responding to, seeking, and addressing performance feedback; adapting to competing demands and new responsibilities; providing feedback to others, including upward feedback to leadership and mentoring junior team members; creating and executing plans to capitalize on strengths and develop weaknesses; and adapting to and learning from change, difficulties, and feedback. Conducts or oversees business-specific projects by applying deep expertise in subject area; promoting adherence to all procedures and policies; developing work plans to meet business priorities and deadlines; determining and carrying out processes and methodologies; coordinating and delegating resources to accomplish organizational goals; partnering internally and externally to make effective business decisions; solving complex problems; escalating issues or risks as appropriate; monitoring progress and results; recognizing and capitalizing on improvement opportunities; and evaluating recommendations made by others. Serves as first point of contact between HR Centers of Excellence and business stakeholders to influence the development and deployment of strategies, programs, policies, and procedures by partnering with business leaders on strategies and business objectives; assessing HR impact in consideration of changing business strategies; researching and analyzing organizational data and processes to identify trends, root causes, and potential solutions to HR issues; delivering data driven recommendations on HR efforts; coaching and serving as a strategic partner with executive/senior leaders; and aligning and providing solutions in consideration of both HR and business objectives. Conducts company human resources support activities by providing guidance and subject matter expertise to internal and external stakeholders on diverse HR specialties (e.g., equal opportunity/affirmative action, disability management, recruitment and hiring options, compensation, employee benefits, training); identifying and leveraging additional resources and expertise; performing human resources activities; ensuring human resources align with KP standards; and ensuring human resources activities are fully documented. Drives and/or partners on the development and implementation of organizational change efforts by identifying requirements; assessing information to identify solutions to obstacles and mitigating risks; consulting with internal and external stakeholders on change management strategy; providing input in the creation or revision of change management plans; developing communications; communicating regional differences at a national level; and monitoring ongoing impact of organizational changes or efforts on employees. Collaborates with HR and business partners to deliver solutions on employee and/or labor relations issues by providing consultation on employee relations matters (e.g., performance management, employee discipline issues); conducting research and providing advice and assistance on employment related regulations at the State and Federal level; influencing leadership regarding employee relations policies, procedures, and documentation; researching, identifying, and analyzing employee relations concerns; attending arbitration and negotiations; coordinating problem resolution; and escalating issues based on supporting data. Leads and/or partners on HR investigations based on standard KP or negotiated labor practices by coordinating the collection and analysis of quantitative and qualitative data; leading interviews; researching key business issues; identifying potential action steps; creating appropriate documentation; and evaluating and recommending corrective action plans for substantiated allegations. Conducts reporting of Company employee information and external benchmarks by compiling, completing, reviewing, and interpreting reports and analyses; identifying key insights to develop solutions for diverse HR issues; and partnering in the design and implementation of new metrics or reports. Supports and provides consultation to ensure HR compliance by staying abreast of current compliance regulations; providing support and expertise to business partners regarding regulatory changes; and driving the implementation of designated changes. Minimum Qualifications: Minimum three (3) years experience in a leadership role with or without direct reports. Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum eight (8) years experience in human resources or business operations. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements: Preferred Qualifications: Four (4) years health care experience. Four (4) years experience working cross-functionally across departments, functions, or business lines. Primary Location: California,Pasadena,Walnut Center - Regional Offices Scheduled Weekly Hours: 40 Shift: Day Workdays: Mon, Tue, Wed, Thu, Fri Working Hours Start: 08:00 AM Working Hours End: 05:00 PM Job Schedule: Full-time Job Type: Standard Worker Location: Onsite Employee Status: Regular Employee Group/Union Affiliation: NUE-SCAL-01|NUE|Non Union Employee Job Level: Individual Contributor Department: Regional Offices - Pasadena - Medical Office Admin Services - 0806 Pay Range: $144400 - $186780 / year Kaiser Permanente is committed to pay equity and transparency. The posted pay range is based on possible base salaries for the role and does not include the value of our total rewards package. Actual pay determined at offer will be based on years of relevant work experience, education, certifications, skills and geographic location along with a review of current employees in similar roles to ensure that pay equity is achieved and maintained across Kaiser Permanente. Travel: Yes, 20 % of the Time Kaiser Permanente is an equal opportunity employer committed to fair, respectful, and inclusive workplaces. Applicants will be considered for employment without regard to race, religion, sex, age, national origin, disability, veteran status, or any other protected characteristic or status.
$144.4k-186.8k yearly 3d ago
Director, Regional HR
U.S. Renal Care, Inc. 4.7
Phoenix, AZ jobs
The Regional Human Resources Director provides strategic guidance and support to leadership in designated geographic regions regarding best practices on key HR functions including employee relations, affirmative action, employment law compliance, performance management, policy implementation, compensation, succession planning, change management, retention, talent development and conflict resolution. Leads and delivers high quality HR services to all levels of employees. This is a remote position with travel to clinics. Candidates should reside in the Salt Lake City, UT, Denver, CO or Phoenix, AZ area. Essential Duties and Responsibilities include the following. Other duties and tasks may be assigned. Objectively and effectively manage and investigate highly sensitive and complex employee relations issues and provide recommendations for resolution to Leadership. Align HR strategy with business goals; perform as internal consultant to leaders on organizational effectiveness and emerging HR initiatives. Serve as a seasoned change agent with proven ability to drive and influence strong and seasoned business leaders and implement improvements. Build strong working relationships with leadership, management and employees through proactive, thorough and timely response and resolution to all employee relations concerns. Collaborate with and engage with HR subject matter experts including Compensation, Training, Recruiting to execute on strategic plans for assigned business areas. Facilitate meetings, develop and present training programs on HR Related topics as needed. Oversee the performance management process and provide managers with appropriate guidance on documentation, coaching, and performance improvement plans. Provide policy guidance and interpretation of state specific and Federal labor law. Uphold management goals of corporation by leading staff in team concepts and promoting a team effort. Maintain effective personnel management and employee relations, including evaluating the performance of all personnel; approving and submitting all hours worked and counseling and disciplining employees. May recruit, train, develop, and supervise personnel.
$73k-112k yearly est. 1d ago
VP HR Strategic Business Services - Greater Austin Region
Baylor Scott & White Health 4.5
Round Rock, TX jobs
Reporting to the SVP, HR Strategic Business Services (HRSBS), the VP HRSBS - Greater Austin Region is responsible for planning, developing, and implementing human resources programs for an assigned area of responsibility at Baylor Scott and White Health (BSWH), which may include talent acquisition, total rewards, talent management, diversity, employee relations, employee engagement, HR information systems, performance management, and training and development. Collaborates with business leaders on alignment of human capital strategy to BSWH business strategy, and maintains business knowledge of the organization's financial position, competitive environment, and growth plans. Designs and implements human resources strategies, programs, practices, and procedures that meet specific business objectives. Ensures HR programs and practices comply with regulatory and legal requirements to minimize risk to the organization. Coaches and advises leadership and employees on HR policies and practices. A region Vice President (VP) develops strategy and business plans for one or more business units. Business unit may include a level of smaller entity vice presidents (e.g. small hospitals, clinics, etc). Leads strategy execution, identifies resourcing needs, and provides guidance for significant tactical decisions. Focuses on current-year operations and participates in establishing multi-year strategies and business plans. Erroneous decisions at this level tend to have a long-term negative effect on the success of the organization. Leads and directs a single business unit or region. Typically directs multiple levels of subordinate directors and/or managers covering varied disciplines and skill levels. Has managerial accountability for staffing and budgets for a large span of control (at least 2 managers/directors). Exercises wide latitude in determining objectives and approaches to critical assignments. Responsible for executing a portion of the business strategy. ESSENTIAL FUNCTIONS OF THE ROLE 1. Oversees the design and delivery of HR programs for assigned areas of the organization in alignment with BSWH overall HR strategy and business objectives. 2. Collaborates with senior leadership to define, prioritize, and implement HR programs and ensure alignment of the organization's HR agenda with the overall BSWH HR delivery model. 3. Leads the development and execution of targeted HR initiatives that impact human capital costs, employee engagement, retention, competitive rewards, and other key performance indicators through the tracking, trending, and analysis of people data. 4. Collaborates with business leaders on organizational design that optimizes efficiencies and effectiveness of the organization and enables the operations BSWH. 5. Drives talent plans and actions for the assigned organization and partners with leadership to develop workforce plans that anticipate talent needs, enable proactive sourcing, and ensure effective on-boarding. 6. Monitors and drives consistent delivery of HR policies and practices across assigned organization and ensures compliance with all applicable employment laws and regulations pertaining to Human Resources. 7. Leads effective and timely communication to leadership and employees on significant, relevant changes in HR policies and practices. 8. Oversees the assigned organization's employee relations function, which may include issues related to performance management, workforce realignments, mergers and acquisitions, and other employee relations activities. 9. Leads the assessment and delivery of education, communication, and training initiatives that address operational and regulatory requirements for the assigned organization in alignment with BSWH business objectives. 10. Drives continuous HR process improvement, including assessing, evaluating, and recommending HR models, tools, and technologies that standardize, automate, and optimize BSWH HR processes. KEY SUCCESS FACTORS 1. Bachelor's degree in HR, Business, or related degree. Master's degree preferred. 2. 5+ years of experience in Human Resources or related field, with healthcare experience preferred. 3. 1+ years of experience in a leadership role. 4. HR Certifications preferred (e.g. SPHR, PHR, SHRM-SCP, SHRM-CP). 5. Experience leading large-scale, complex HR program implementations over multiple locations or facilities. 6. Exceptional written and verbal communication skills. 7. Ability to create strong business relationships with senior executives and key stakeholders. 8. Ability to work collaboratively across a large, matrixed healthcare organization to ensure HR programs and messaging are delivered quickly, consistently, and effectively across multiple channels and locations. QUALIFICATIONS * EDUCATION - Bachelor's * EXPERIENCE - 5 Years of Experience
$186k-280k yearly est. 3d ago
VP HR Strategic Business Services - Greater Austin Region
Baylor Scott & White Health 4.5
Round Rock, TX jobs
Reporting to the SVP, HR Strategic Business Services (HRSBS), the VP HRSBS - Greater Austin Region is responsible for planning, developing, and implementing human resources programs for an assigned area of responsibility at Baylor Scott and White Health (BSWH), which may include talent acquisition, total rewards, talent management, diversity, employee relations, employee engagement, HR information systems, performance management, and training and development. Collaborates with business leaders on alignment of human capital strategy to BSWH business strategy, and maintains business knowledge of the organization's financial position, competitive environment, and growth plans. Designs and implements human resources strategies, programs, practices, and procedures that meet specific business objectives. Ensures HR programs and practices comply with regulatory and legal requirements to minimize risk to the organization. Coaches and advises leadership and employees on HR policies and practices. A region Vice President (VP) develops strategy and business plans for one or more business units. Business unit may include a level of smaller entity vice presidents (e.g. small hospitals, clinics, etc). Leads strategy execution, identifies resourcing needs, and provides guidance for significant tactical decisions. Focuses on current-year operations and participates in establishing multi-year strategies and business plans. Erroneous decisions at this level tend to have a long-term negative effect on the success of the organization. Leads and directs a single business unit or region. Typically directs multiple levels of subordinate directors and/or managers covering varied disciplines and skill levels. Has managerial accountability for staffing and budgets for a large span of control (at least 2 managers/directors). Exercises wide latitude in determining objectives and approaches to critical assignments. Responsible for executing a portion of the business strategy. **ESSENTIAL FUNCTIONS OF THE ROLE** 1. Oversees the design and delivery of HR programs for assigned areas of the organization in alignment with BSWH overall HR strategy and business objectives. 2. Collaborates with senior leadership to define, prioritize, and implement HR programs and ensure alignment of the organization's HR agenda with the overall BSWH HR delivery model. 3. Leads the development and execution of targeted HR initiatives that impact human capital costs, employee engagement, retention, competitive rewards, and other key performance indicators through the tracking, trending, and analysis of people data. 4. Collaborates with business leaders on organizational design that optimizes efficiencies and effectiveness of the organization and enables the operations BSWH. 5. Drives talent plans and actions for the assigned organization and partners with leadership to develop workforce plans that anticipate talent needs, enable proactive sourcing, and ensure effective on-boarding. 6. Monitors and drives consistent delivery of HR policies and practices across assigned organization and ensures compliance with all applicable employment laws and regulations pertaining to Human Resources. 7. Leads effective and timely communication to leadership and employees on significant, relevant changes in HR policies and practices. 8. Oversees the assigned organization's employee relations function, which may include issues related to performance management, workforce realignments, mergers and acquisitions, and other employee relations activities. 9. Leads the assessment and delivery of education, communication, and training initiatives that address operational and regulatory requirements for the assigned organization in alignment with BSWH business objectives. 10. Drives continuous HR process improvement, including assessing, evaluating, and recommending HR models, tools, and technologies that standardize, automate, and optimize BSWH HR processes. **KEY SUCCESS FACTORS** 1. Bachelor's degree in HR, Business, or related degree. Master's degree preferred. 2. 5+ years of experience in Human Resources or related field, with healthcare experience preferred. 3. 1+ years of experience in a leadership role. 4. HR Certifications preferred (e.g. SPHR, PHR, SHRM-SCP, SHRM-CP). 5. Experience leading large-scale, complex HR program implementations over multiple locations or facilities. 6. Exceptional written and verbal communication skills. 7. Ability to create strong business relationships with senior executives and key stakeholders. 8. Ability to work collaboratively across a large, matrixed healthcare organization to ensure HR programs and messaging are delivered quickly, consistently, and effectively across multiple channels and locations. **QUALIFICATIONS** - EDUCATION - Bachelor's - EXPERIENCE - 5 Years of Experience As a health care system committed to improving the health of those we serve, we are asking our employees to model the same behaviours that we promote to our patients. As of January 1, 2012, Baylor Scott & White Health no longer hires individuals who use nicotine products. We are an equal opportunity employer committed to ensuring a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
$186k-280k yearly est. 3d ago
Research Development Specialist I 19.99 hrs. Vice President for Research
UTMB Health 4.4
Galveston, TX jobs
**Galveston, Texas, United States** Research Academic & Clinical UTMB Health Requisition # 2507090 **Minimum Qualifications:** + Bachelor's degree or equivalent and three years of related experience and demonstrated success in the field. + Master's degree accepted. + Requires excellent internet skills, and knowledge of Microsoft Office software and Adobe Acrobat applications. + Must possess written and verbal communications expertise, demonstrated leadership, initiative and interpersonal skills. **Job Summary:** To provide grant proposal development services to faculty members and research personnel to enable competitive individual and team extramural research funding and facilitate research excellence. Supports faculty in multiple departments and/or center(s) in all phases of the research proposal process. **Job Duties:** + Maintains a thorough understanding of biomedical and health sciences research and funding related to UTMB research initiatives and priorities. + Identifies and disseminates information about health sciences funding opportunities. + Pursues effective investigators and collaborations for health sciences and other research opportunities. + Works with the Office of Strategic Research Development and the CRO's office. + Identifies new research collaboration opportunities. + Maintains tools as needed to facilitate duties. + Stays current on federal and state funding trends and policies and disseminates the information accordingly. + May serve as a backup to support pre-award research activities such as helping with budgets, bio sketches, and form packets. + Works with teams of faculty to coordinate chalk-talks, research progress talks, and planning meetings. + Provides basic proposal editing to faculty members and researchers. + Monitors funding agency changes and priorities and identifies funding opportunities suited for faculty member(s) based upon their research expertise. Adheres to internal controls and reporting structure. + Performs related duties as required **Knowledge/Skills/Abilities** + Proficient with Microsoft Office software and Adobe Acrobat applications. + Must possess written and verbal communications expertise. + Demonstrated ability to work as part of a team, initiative, and interpersonal skills **SUPERVISION** + Received: This position reports directly to any research development or research administration tile with supervision authority at the level of Sr Research Development Officer, Operations Manager, Associate Director, Director, Executive Director or similar. + Given: No direct supervision is expected of this position. **Working Environment/Equipment** + Description of environment this job will/could be working in, including required/possible travel (Normal, Adverse, Hazardous, Level of Intensity, Frequency, Duration, etc.). ***Official Regulatory Statement for Healthcare jobs' Job Descriptions:** May be exposed to such occupational hazards as communicable diseases, blood borne pathogens, ionizing & non-ionizing radiation, hazardous medications and disoriented or combative patients or others. Description of equipment this job will/could utilize. **Salary Range:** Actual salary commensurate with experience or range if discussed and approved by hiring authority. **Equal Employment Opportunity** UTMB Health strives to provide equal opportunity employment without regard to race, color, religion, age, national origin, sex, gender, sexual orientation, gender identity/expression, genetic information, disability, veteran status, or any other basis protected by institutional policy or by federal, state or local laws unless such distinction is required by law. As a Federal Contractor, UTMB Health takes affirmative action to hire and advance protected veterans and individuals with disabilities. Compensation
$197k-290k yearly est. 30d ago
Research Development Specialist I 19.99 hrs. Vice President for Research
UTMB Health 4.4
Galveston, TX jobs
Minimum Qualifications\: Bachelor's degree or equivalent and three years of related experience and demonstrated success in the field. Master's degree accepted. Requires excellent internet skills, and knowledge of Microsoft Office software and Adobe Acrobat applications. Must possess written and verbal communications expertise, demonstrated leadership, initiative and interpersonal skills. Job Summary\: To provide grant proposal development services to faculty members and research personnel to enable competitive individual and team extramural research funding and facilitate research excellence. Supports faculty in multiple departments and/or center(s) in all phases of the research proposal process. Job Duties: Maintains a thorough understanding of biomedical and health sciences research and funding related to UTMB research initiatives and priorities. Identifies and disseminates information about health sciences funding opportunities. Pursues effective investigators and collaborations for health sciences and other research opportunities. Works with the Office of Strategic Research Development and the CRO's office. Identifies new research collaboration opportunities. Maintains tools as needed to facilitate duties. Stays current on federal and state funding trends and policies and disseminates the information accordingly. May serve as a backup to support pre-award research activities such as helping with budgets, bio sketches, and form packets. Works with teams of faculty to coordinate chalk-talks, research progress talks, and planning meetings. Provides basic proposal editing to faculty members and researchers. Monitors funding agency changes and priorities and identifies funding opportunities suited for faculty member(s) based upon their research expertise. Adheres to internal controls and reporting structure. Performs related duties as required Knowledge/Skills/Abilities Proficient with Microsoft Office software and Adobe Acrobat applications. Must possess written and verbal communications expertise. Demonstrated ability to work as part of a team, initiative, and interpersonal skills SUPERVISION Received\: This position reports directly to any research development or research administration tile with supervision authority at the level of Sr Research Development Officer, Operations Manager, Associate Director, Director, Executive Director or similar. Given\: No direct supervision is expected of this position. Working Environment/Equipment Description of environment this job will/could be working in, including required/possible travel (Normal, Adverse, Hazardous, Level of Intensity, Frequency, Duration, etc.). *Official Regulatory Statement for Healthcare jobs' Job Descriptions: May be exposed to such occupational hazards as communicable diseases, blood borne pathogens, ionizing & non-ionizing radiation, hazardous medications and disoriented or combative patients or others. Description of equipment this job will/could utilize. Salary Range\: Actual salary commensurate with experience or range if discussed and approved by hiring authority. Equal Employment Opportunity UTMB Health strives to provide equal opportunity employment without regard to race, color, religion, age, national origin, sex, gender, sexual orientation, gender identity/expression, genetic information, disability, veteran status, or any other basis protected by institutional policy or by federal, state or local laws unless such distinction is required by law. As a Federal Contractor, UTMB Health takes affirmative action to hire and advance protected veterans and individuals with disabilities.
$197k-290k yearly est. Auto-Apply 30d ago
Director, Human Resources
AHMC Healthcare 4.0
Monterey Park, CA jobs
Directly responsible for planning, organizing, directing & controlling all facets of the Human Resources & Employee Health departments. Actively participates on the Administrative Team. Monitors & advises the Executive Team Members on all issues as it relates to and impacts Human Resources & Employee Health, the Medical Center and the provision of total patient care. Works collaboratively & cooperatively with all colleagues, divisions and with members of the Medical Staff to accomplish the strategic goals and to achieve & enhance the Mission of the Medical Center. Fosters and maintains an atmosphere that encourages professionalism. Promotes efficiency through sound & effective cost measures with a primary focus on providing quality health care. The incumbent ensures compliance with all federal, state, local laws and TJC requirements as it relates to the area of human resources. This position plans, organizes and directs all aspects of human resources. This position requires the full understanding and active participation in fulfilling the Mission of Garfield Medical Center. It is expected that the employee will demonstrate behavior consistent with the Core Values. The employee shall support Garfield Medical Center's strategic plan and the goals and direction of the Performance Improvement Plan (PIP). Dimensions This position reports directly to the Chief Executive Officer. The incumbent directs the human resources staff at Garfield Medical Center. The incumbent is responsible for the human resources function for approximately 1,100 union and nonunion employees. Responsibilities Nature and Scope (Essential Functions) The incumbent ensures the effective implementation of facility personnel and labor/employee relations plans and programs. Plans, directs, and administers corporate and facility policies and procedures in areas of employment, salary administration, labor/employee relations, benefits, workers' compensation, and training and development. Plans and recommends new programs and improvement of existing programs. Initiate change or modification to existing policies to ensure compliance with laws, regulations, competitive practices and operational objectives. Administrate union contracts, grievance, arbitration and administrative proceedings and participate in collective bargaining negotiations, This position counsels with all levels of facility management concerning personnel and/or labor/employee relation matters. Directs and determines termination of employee is conducted in a fair and appropriate manner. The incumbent ensures that disciplinary action is administered consistently with federal, state local laws, appropriate collective bargaining agreement and company policies and procedures. Administrate the workers' compensation program to obtain planned results, and meet budget guidelines. The incumbent is responsible for the handling of claims. Claims management dictates working with the industrial clinic, claims adjuster(s), attorney and injured worker to ensure expected results are achieved in the most efficient and cost-effective manner. The incumbent must attend training to ensure knowledge of changing regulations, laws and TJC requirements. This position must attend facility and corporate meetings. Accountability 1. The incumbent is responsible for overseeing the HR Department. 2. The incumbent is responsible for ensuring the effective implementation of personnel and labor/employee relations. 3. This position is responsible for planning, directing, and administrating corporate and facility policies and procedures. 4. The incumbent is responsible for employment issues, salary administration, labor/employee relations, benefits, workers compensation, training and development. 5. Administers collective bargaining agreement(s). 6. Directs the grievance and arbitration process to initiate a favorable outcome in an efficient and cost-effective manner. 7. This position is responsible for participating in contract negotiations. 8. The incumbent is responsible for the supervision of the facility human resources staff. 9. This position counsels all levels of facility management concerning personnel, wage and hour, and or labor/employee relation issues. 10. This position is responsible for managing workers' compensation claims in order to achieve a positive outcome. 11. The incumbent is responsible for implementing programs and training to minimize the frequency and severity of employee injuries. 12. This position is responsible for ensuring the facility complies with all federal, state, local laws and company policies and procedures related to employment and employee relations. 13. The incumbent is responsible for the training and development of employees in order to achieve successful succession planning. 14. The incumbent is responsible for ensuring equal opportunity employment is exercised at all times. 15. The incumbent is responsible for the proper recruiting of qualified personnel in order to meet the needs of the facility. 16. This position is accountable for the implementation of programs and policies that will minimize employee turnover in order to meet expected retention goals. 17. The incumbent must abide by all legal regulations, company policies and procedures. 18. This position is responsible for resolving conflict of interest issues. 19. The incumbent is responsible for demonstrating the highest level of integrity and making ethical decisions. 20. This position is responsible for maintaining human resources TJC requirements. 21. The incumbent oversees the AQMD program. 22. The incumbent oversees the administration of benefit programs, recruitment and leaves of absence at the facility. Qualifications Qualifications 1. Bachelor's degree in business administration, human resources management or related area, or a combination of education and experiences, from which comparable knowledge and abilities can be acquired, is necessary. 2. Eight years of directly related management experience is required. Previous experience in the healthcare industry desired 3. 3 years hospital human resources experience as a generalist. 4. Must have prior union/labor relations experience. 5. Must have knowledge of federal, state and local labor laws. 6. Must be computer literate and knowledgeable with HR/Payroll computerized information systems. 7. The incumbent must have general mathematic skills. 8. Must have general knowledge of budgeting. 9. The incumbent must have TJC experience. 10. The incumbent must have excellent human relation skills. 11. The incumbent must have excellent written and oral communication skills.
$89k-126k yearly est. Auto-Apply 60d+ ago
Director, Human Resources
Ahmc Healthcare Inc. 4.0
Monterey Park, CA jobs
Directly responsible for planning, organizing, directing & controlling all facets of the Human Resources & Employee Health departments. Actively participates on the Administrative Team. Monitors & advises the Executive Team Members on all issues as it relates to and impacts Human Resources & Employee Health, the Medical Center and the provision of total patient care. Works collaboratively & cooperatively with all colleagues, divisions and with members of the Medical Staff to accomplish the strategic goals and to achieve & enhance the Mission of the Medical Center. Fosters and maintains an atmosphere that encourages professionalism. Promotes efficiency through sound & effective cost measures with a primary focus on providing quality health care. The incumbent ensures compliance with all federal, state, local laws and TJC requirements as it relates to the area of human resources. This position plans, organizes and directs all aspects of human resources. This position requires the full understanding and active participation in fulfilling the Mission of Garfield Medical Center. It is expected that the employee will demonstrate behavior consistent with the Core Values. The employee shall support Garfield Medical Center's strategic plan and the goals and direction of the Performance Improvement Plan (PIP).Dimensions This position reports directly to the Chief Executive Officer. The incumbent directs the human resources staff at Garfield Medical Center. The incumbent is responsible for the human resources function for approximately 1,100 union and nonunion employees. Responsibilities Nature and Scope (Essential Functions) The incumbent ensures the effective implementation of facility personnel and labor/employee relations plans and programs. Plans, directs, and administers corporate and facility policies and procedures in areas of employment, salary administration, labor/employee relations, benefits, workers' compensation, and training and development. Plans and recommends new programs and improvement of existing programs. Initiate change or modification to existing policies to ensure compliance with laws, regulations, competitive practices and operational objectives. Administrate union contracts, grievance, arbitration and administrative proceedings and participate in collective bargaining negotiations, This position counsels with all levels of facility management concerning personnel and/or labor/employee relation matters. Directs and determines termination of employee is conducted in a fair and appropriate manner. The incumbent ensures that disciplinary action is administered consistently with federal, state local laws, appropriate collective bargaining agreement and company policies and procedures. Administrate the workers' compensation program to obtain planned results, and meet budget guidelines. The incumbent is responsible for the handling of claims. Claims management dictates working with the industrial clinic, claims adjuster(s), attorney and injured worker to ensure expected results are achieved in the most efficient and cost-effective manner. The incumbent must attend training to ensure knowledge of changing regulations, laws and TJC requirements. This position must attend facility and corporate meetings. Accountability 1. The incumbent is responsible for overseeing the HR Department.2. The incumbent is responsible for ensuring the effective implementation of personnel and labor/employee relations.3. This position is responsible for planning, directing, and administrating corporate and facility policies and procedures.4. The incumbent is responsible for employment issues, salary administration, labor/employee relations, benefits, workers compensation, training and development.5. Administers collective bargaining agreement(s).6. Directs the grievance and arbitration process to initiate a favorable outcome in an efficient and cost-effective manner.7. This position is responsible for participating in contract negotiations.8. The incumbent is responsible for the supervision of the facility human resources staff.9. This position counsels all levels of facility management concerning personnel, wage and hour, and or labor/employee relation issues.10. This position is responsible for managing workers' compensation claims in order to achieve a positive outcome.11. The incumbent is responsible for implementing programs and training to minimize the frequency and severity of employee injuries.12. This position is responsible for ensuring the facility complies with all federal, state, local laws and company policies and procedures related to employment and employee relations.13. The incumbent is responsible for the training and development of employees in order to achieve successful succession planning.14. The incumbent is responsible for ensuring equal opportunity employment is exercised at all times.15. The incumbent is responsible for the proper recruiting of qualified personnel in order to meet the needs of the facility.16. This position is accountable for the implementation of programs and policies that will minimize employee turnover in order to meet expected retention goals.17. The incumbent must abide by all legal regulations, company policies and procedures.18. This position is responsible for resolving conflict of interest issues.19. The incumbent is responsible for demonstrating the highest level of integrity and making ethical decisions.20. This position is responsible for maintaining human resources TJC requirements.21. The incumbent oversees the AQMD program.22. The incumbent oversees the administration of benefit programs, recruitment and leaves of absence at the facility. Qualifications Qualifications 1. Bachelor's degree in business administration, human resources management or related area, or a combination of education and experiences, from which comparable knowledge and abilities can be acquired, is necessary.2. Eight years of directly related management experience is required. Previous experience in the healthcare industry desired3. 3 years hospital human resources experience as a generalist.4. Must have prior union/labor relations experience.5. Must have knowledge of federal, state and local labor laws.6. Must be computer literate and knowledgeable with HR/Payroll computerized information systems.7. The incumbent must have general mathematic skills.8. Must have general knowledge of budgeting.9. The incumbent must have TJC experience.10. The incumbent must have excellent human relation skills.11. The incumbent must have excellent written and oral communication skills.
$89k-126k yearly est. Auto-Apply 24d ago
Human Resource Director
Community Human Services 3.5
Monterey, CA jobs
Human Resources Director- Seeking a professional to plan, organize and manage the Agency's Human Resources Department, personnel systems and human relations functions. Supervises the Human Resources Assistant.Essential duties: Oversees recruitment and selection, classification and compensation, personnel records maintenance functions & employee benefits administration; Develops personnel policies and administrative procedures; Maintains up-to-date job classification system and job descriptions; Provides technical support, information, and assistance to the Management Team and CHS Board; Monitors Federal and State legislation on employment matters and ensures compliance; Conducts investigations related to grievances, claims of harassment, discrimination, and related subjects; Facilitates conflict resolution; Participates in disciplinary proceedings and makes recommendations regarding the disciplinary process; Conducts salary and benefit reviews, organizes and analyzes the results and prepares reports and recommendations; Supervises and coordinates benefits administration; Manages employee leaves of absence and Workers' Compensation and unemployment claims; Reviews current benefits packages for enhancements and cost cutting measures; Participates in meetings with benefits providers to discuss rates and other changes; Assesses training needs and participates in the preparation of an annual training plan; Participates in developing training programs; Ensures and documents that mandatory training requirements are met; Establishes and ensures proper administration of personnel policies and procedures; Oversees the preparation of Personnel Action Forms for action by the Finance Department and coordinates with Finance on matters of pay and leaves; Supervises and assigns work to Human Resources Assistant; Attends Board meetings and makes presentations; Facilitates the Personnel Committee of the Board; Develops & prepares a Department budget; Maintains confidential personnel records and other human resources files; Participates in selection, supervision, evaluation, and job development of Human Resources Department staff; Implements effective employee evaluation and performance improvements processes; Develops plans and procedures for improving Human Resources Department services; Represents the Human Resources Department with the community, other nonprofits, and other government agencies; Represents Human Resources with Agency staff; Develops and implements an Injury and Illness Prevention Program; Maintains policies and procedures that comply with CARF standards of excellence.Minimum qualifications: Graduation from an accredited four-year college or university, plus five years of progressively more responsible and varied experience in human resources, preferably public personnel, including three years of experience in a supervisory, managerial, or administrative position. A combination of training and experience which would likely provide the required knowledge and abilities may be qualifying.The Human Resources Director must be able to plan, organize, and coordinate the Agency's employment and employee relations functions. Provide supervision, training, and work evaluation for staff. Formulate, implement, and evaluate personnel and human relations systems and procedures. Interpret, explain, apply, and enforce a variety of laws, rules, and regulations. Develop and implement human resources programs. Prepare and manage the department budget. Research, collect, and analyze information related to personnel administration functions. Prepare a variety of reports and presentations. Effectively represent the Agency's Human Relations Department with a variety of individuals, community organizations, and other governmental agencies. Establish and maintain cooperative working relationships.Salary $112,268 - $136,462 a year D.O.E. Additional 5% if bilingual (Spanish). Generous benefits package including dental and vision coverage. AA/EOE.****************** E04JI8000gud408ii0l
$112.3k-136.5k yearly 9d ago
Human Resources Director
Arrowhead Orthopaedics 4.2
California jobs
The Human Resources Director will lead the HR department, playing a strategic role in managing the human resources functions and establishing policies that promote company culture and vision. Reporting to the CEO, the HR Director will oversee all aspects of human resources practices and processes, support business needs, and ensure the proper implementation of company strategy and objectives. Key Responsibilities: - Develop and implement HR strategies and initiatives aligned with the overall business strategy. - Bridge management and employee relations by addressing demands, grievances, or other issues. - Support and suggest improvements to the entire recruitment process. - Establish a performance management system designed to enhance employee performance and facilitate professional growth. - Ensure compliance with labor regulations. - Lead the development and implementation of organizational development and employee training programs. - Manage HR budgets and monitor departmental expenditures. - Provide strategic leadership by articulating HR needs and plans to the executive management team, shareholders, and the board of directors. - Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective for the company. - Oversee HR technology and manage HR projects like restructuring and career development. Requirements Qualifications: - Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree or relevant certification (e.g., SHRM-SCP, SPHR) preferred. - Proven experience as a Human Resources Director or similar senior HR role. - In-depth knowledge of HR functions (talent management, recruitment, training & development, etc.) and best practices. - Demonstrated ability to lead and develop HR department staff members. - Knowledge of labor law and HR practices. - Excellent leadership abilities accompanied by strong communication and interpersonal skills. - Strong decision-making and problem-solving skills. - Experience in strategic planning and implementation. - Aptitude in decision-making and problem-solving. Salary Description $130,000 - $150,000
$130k-150k yearly 17d ago
Director Human Resources MMMC
Methodist Health System 4.7
Mansfield, TX jobs
Your Job: Human Resources professional responsible for all aspects of Human Resources including policies and programs covering employment, compensation, benefits, performance management, employee relations, leadership development, recruiting and retention, and compliance with all applicable federal, state and local laws while supporting the mission, vision, values and strategic goals of Methodist Health System. Your Job Requirements: • Bachelors Degree in Human Resources or related field • 8 - 10 years of broad-based HR experience, six of which must be at the management level • Prefer 3 to 5 years in a healthcare setting • Very strong proficiency using Microsoft Office products • Detail oriented, logical, and methodological approach to problem solving • Demonstrated capability to interface and maintain effective relationships with all departments and employees in a team-oriented environment Your Job Responsibilities: • Participates in the development of the hospital's plans and programs as a strategic partner but particularly from the perspective of the impact on people. • Translates the strategic and tactical business plans into HR strategic and operational plans. • Acts as senior level advisor on human resources issues to other executives and all level of employees throughout the company. • Develops staffing strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility • Keen understanding of compensation and benefit strategies • Enhances and/or develops, implement and enforce human resources policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation. In particular, manages the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the corporation • Provides technical advice and knowledge to others within the human resources discipline. • Maintains current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources. • Identifies appropriate and effective external sources for candidates for all levels within the company. • Other job duties as assigned Methodist Mansfield Medical Center is a 262-bed, full-service, acute care hospital serving Tarrant, Johnson, and Ellis counties in North Texas. We are an Advanced Primary Stroke Center and Advanced Primary Heart Attack Center certified by The Joint Commission. We also were the first in the Dallas-Fort Worth area to receive the Academy of Medical-Surgical Nurses PRISM Award for exemplary practice of medical-surgical units. We strive to have a diverse workforce that reflects the communities we serve and welcomes the skills and talents of all individuals. Our reputation as an award-winning employer shows in the honors we've earned: Magnet -designated hospital 150 Top Places to Work in Healthcare by Becker's Hospital Review , 2023 Top 10 Military Friendly Employer, Gold Designation, 2023 Top 10 Military Spouse Friendly Employer, 2023 Level III Neonatal Intensive Care Unit Level III Maternal Facility for perinatal care Level III Trauma Center
$76k-113k yearly est. Auto-Apply 60d+ ago