HR Manager Job at Sutter Health
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Organization:
Sutter Health PacificPosition Overview:
Provides affiliate oversight for the day-to-day operations of the Human Resources function. Acts as an employee and management champion and change agent. Will assess and anticipate HR-related needs and communicates needs proactively HR leadership, when appropriate to meet business objectives. Manager formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. Serves in an authority and decision maker role on HR related issues when interfacing with affiliate leaders. May serve as a member of the affiliate's senior leadership team and provide input and support on overall business objectives.Job Description:
JOB ACCOUNTABILITIES:
Resource/advocate for management and staff in related to employee relations, interpretation of HR programs, and risk assessment for HR issues
- Provides employment and performance management support to leadership, and facilitates the implementation of system-side and affiliate related engagement programs
- Supports leadership team in performance management including helping to assess staff and create appropriate development plans
- Supports leadership team to effectively coach high performers, and re-recruiting middle performers, and engage in crucial conversations and corrective action for low performers
- Assures that policies, programs and control systems are in place to protect the organization from HR-related risks
- Monitors/drives affiliate employee engagement and retention strategy; plan and achieve employee engagement target through Experience of Work (EOW) results and action planning.
- Identifies tools and resources from Sutter Health and/or the region that will assist leadership team in creating an engaged and enabled workforce, and strengthen employee-manager relationship, and influences clients appropriately in the usage of these tools and resources
Deploys HR policies, programs and plans as the HR leader and strategic business partner to management and employees
- Understands the business and culture of their affiliate and works closely with the leadership to translate current system/ regional strategies into effective human resources goals, programs, structure and policies
- Ensures management understands and implications of applying HR policies, programs and procedures
- Collaborates with HR leadership for HR resource capability planning (identify skills and competencies needed for a particular role, identify gaps and how gaps are addressed)
- Monitors/manages organization effectiveness of HR programs impacting HR or organization dashboard measures
- Supports diversity/ cultural activities by driving awareness and understanding
- Brings knowledge of Human Resource needs and issues to the discussions and decision-making process
- Assures effective communications between the HR function and operations
- Strives to achieve leading practice and best consensus decision-making
- Participates in and/or leads different system-wide projects and initiatives impacting the affiliate
- May serve as HR leader on affiliate administrative team providing strategic HR partnership and support; serves as a sounding board to the senior leaders of the organization as it pertains to the employee relations “pulse” of the organization
Serves as leader for the HR function. These responsibilities include (but are not limited to):
- Possesses the authority to make final decisions on HR related issues when interfacing with affiliate leaders.
- Collaborates in the establishment of organizational goal and manage results with affiliate leadership
- Partners with/reviews proposed department changes with leadership, offering guidance on organizational design using established guidelines, and making recommendations
- Collaborates within the organization to support organization changes, support the approved HR People Plan and leverage experience / leading practices across the region/affiliate
- May lead and/or participate in investigation for legal complaints from the Equal Employment Opportunity Commission (EEOC), Department of Fair Employment & Housing (DFEH), Employment Development Department (EDD), attorney demand letters and supports Center of Expertise (CoE) investigation and formal response.
- Supports development and implementation of affiliate Human Capital Management Strategy (management of employee life cycle from recruitment, training, career path to retirement) in alignment with region/affiliate and system plan (includes Organizational Effectiveness, Performance Management and Succession Planning functions)
- Serves as key “trouble shooter” at affiliate when unique problems arise and engages CoE and/or Shared Services as appropriate
- Understands the training/development needs and act as liaison with Sutter Health University, or other regional based training organizations, to provide appropriate training to the organization
- Provides insightful reports and analysis of essential HR data to regional leadership, administrative teams and senior leaders.
- Champions local LEAN initiatives and training
- Provides employee relations guidance and support to team members, management and employees providing ongoing direction and guidance on policies and procedures and how they apply/relate to conflict resolution, job performance and expectations, conflict resolution, counseling, disciplinary action, grievance and terminations where there is leave or disability overlap.
- Actively participates in the disability job accommodation process in partnership with team members interpreting and validating job descriptions, job performance expectations and scope of work in relation to the accommodation review process; jointly coordinates Fitness for Duty assessments in partnership with team members as it relates to Drug & Alcohol Reasonable Suspicion and/or cognitive or physical impairment
Leads planning and execution of HR priorities for the Affiliate
- Establishes an environment fostering positive employee relations programs and outcomes, providing leadership and guidance to managers and staff
- Leads culture change in support of the business strategy and/or affiliate focused People Plan/employee engagement initiatives
- Supports safety and injury prevention programs
- Regularly collaborates with CoEs to ensure that HR solutions are delivered and/or created to meet affiliate/facility need; partnering with HR leadership as appropriate and provide feedback about HR solution effectiveness
- Assists in formulating plans impacting business plans
- Assures that planning effectively integrates region and affiliate priorities and initiatives, as appropriate
- Ensures business plan elements involving significant costs or time commitments are reviewed by the affiliate A-Team/senior leadership for approval prior to implementation
- Provides ongoing feedback and recommendations as appropriate
Provides leadership and management for HR
- Leads the deployment of the HR solutions in their affiliates and/or facilities
- Supervises HR partners, as applicable
- Effectively manages operational and capital budget for the HR department within budgetary guidelines
- Oversees and ensures affiliate compliance with all applicable HR laws, regulations, and affiliate accreditation standards
- Collaborates with HR leadership to develop affiliate labor management and negotiations strategy in alignment with region and system strategy and implement in partnership with the CoE. Ensures equitable application of employee relations policies and practices.
- Assures that HR staff are providing the needed expertise and responsiveness to the needs of operations by effectively communicating and coordinating with counterparts
- Interview, hire, train, counsel, complete performance reviews; determine merit increase, as appropriate for assigned staff
- Engages in high medium low discussions with own staff, creating development plans and opportunities, providing mentoring opportunities and holding staff accountable, when applicable
- Conducts rounding activities to gather informal feedback from the staff including items that need attention, recognition, what is going well, etc.
- Conducts/participates in succession planning for HR, when applicable
EDUCATION:
Equivalent experience will be accepted in lieu of the required degree or diploma.
Bachelor's: Human Resources, Organizational Development, Business Administration, Industrial Relations or related field. or equivalent education/experience
TYPICAL EXPERIENCE:
8 years recent relevant experience
SKILLS AND KNOWLEDGE:
Must be familiar with national labor market trends and the development of effective labor forecasting and recruitment and/or development strategies. must have well established concept of the contemporary definition of human resources management and how to make it effective within the organization.
Ability to understand and manage change and transition.
Must be open to sharing information and collaborating with others in the organization. leadership, persuasion and negotiation skills, good facilitator and consensus builder who is able to lead change.
Must be able to develop and maintain working relationships with staff and management leaders. must have excellent interpersonal (written, oral and presentation) skills and have the flexibility to adapt to a changing environment. Must have well developed problem identification, analytical and problem resolution skills.
Must have demonstrated organizational skills with a keen attention to detail and the ability to effectively manage multiple priorities and projects within given timelines.
Knowledge of Hawaiilabor and wage and hour laws.
Must be able to represent human resources in an influential and persuasive way in dealing with a broad range of human resources issues.
The individual must be able to demonstrate knowledge of all areas of human resources to the degree to necessary to provide leadership on major human resources policies, programs and initiatives.
Displays integrity and ethics in handling confidential information. A creative, conceptual thinker, who is passionate human resources advocate and can articulate the human resources vision within the affiliate.
PHYSICAL ACTIVITIES AND REQUIREMENTS:
See required physical demands, mental components, visual activities & working conditions at the following link: Job Requirements
The salary range for this role may vary above or below the posted range as determined by location. This range has not been adjusted for any specific geographic differential applicable by area where the position may be filled. Compensation takes into account several factors including but not limited to a candidate’s experience, education, skills, licensure and certifications, department equity, training and organizational needs. Base pay is just one piece of the total rewards program offered by Sutter Health. Eligible roles also qualify for a comprehensive benefits package.
Job Shift:
DaysSchedule:
Full TimeShift Hours:
8Days of the Week:
Friday, Monday, Thursday, Tuesday, WednesdayWeekend Requirements:
NoneBenefits:
YesUnions:
NoPosition Status:
ExemptWeekly Hours:
40Employee Status:
RegularNumber of Openings:
1Sutter Health is an equal opportunity employer EOE/M/F/Disability/Veterans.
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