VP CPO, Southwest Region

Day (United States of America)

5600 Clearfork Main St

Fort Worth

Texas

76109

• In partnership with regional executive leadership, diagnoses, translates, and defines current and future business needs into an overall integrated strategic HR plan for the region aligned with long-term strategic initiatives of the organization. Focuses on strategic issues that contribute to the growth and competitiveness of the business. • Leverages COE partnerships to address regional issues. Develops objectives for strategic initiatives as a proactive and valued member of regional executive leadership team, adjusting strategy to respond to changing needs. • Responsible for regional HR oversight and, where applicable, serves as executive sponsor of organizational-wide talent strategies and execution as determined by the HR strategic plans. • Provides expert advice, influencing business decisions impacting and related to all aspects of people management and leadership. Serves as a consultant, most frequently on issues related to strategy execution and change, talent management, employee engagement, and performance management by understanding the key drivers of the business and how effective human capital management strategies can assist with achieving organizational goals. • Responsible for workforce panning, organizational design, and strategic planning from a regional perspective and in alignment with organization. Sets priorities for facility workforce planning within region. Oversees regional and executive reorganization efforts, including partnering with corporate HR and divisional leadership as necessary. • Monitors regional metrics, external market developments, and HR analytics to diagnose needs throughout region and partners with COE and regional executives and HRBPs in development of strategies to address talent at a regional level. • Ensures compliance efforts related to regulatory standards are met and serves on appropriate regional compliance committees. • Advises regional leadership on organizational development strategies, including the assessment of regional capabilities by identifying competency and talent gaps, ensuring development of human capital resources, and performing talent assessments and succession planning aligned with current and future performance standards and organizational goals. Serves as a strategic partner concerning escalated employee relations issues. • Partners with COE regarding organization compensation strategies and leads regional compensation strategies as appropriate, facilitates annual regional compensation decisions. • Sponsors regional employee wellness programs aligned to organizational mission and in support of business objectives. • Leads development and sponsors execution of comprehensive strategy to engage, motivate, and retain employees across the region. • Reviews and benchmarks the internal and external environment to improve HR policies and initiatives. • Drives the sharing of best practices across region and organization to facilitate continuous improvement. Provides guidance to leadership in the administration and interpretation of policies, assuring consistent administration. • Maintains knowledge of progressive HR practices and key trends in talent. Ensures compliance measures are maintained for all regulatory and legal requirements. • Serves as a strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization. Drives employee engagement and change management activities. Coaches executive leadership through change management process. Leverages and tracks early dynamic condition indicators that may impact the success of achieving and sustaining change/success. • Serves as a champion for the HR operating model and serves as the regional liaison between the regional leadership and AdventHealth (AH) HR functions to ensure that services and solutions are driving business objectives and aligned with regional needs. Serve as a trusted partner, initiating and maintaining effective communication with regional leaders, HR Shared Services, and Centers of Expertise. Identifies new opportunities for HR to add value to the business. • Utilizes workforce data analytics and business metrics to identify and analyze talent implications, trends, formulates insights, and makes recommendations on key business solutions and opportunities to influence and drive employee engagement, performance, retention, and influence leadership decision making. • Leads financial budgeting process for regional HR functions and facility-specific HR budget strategy, and serves as a contributing member of financial management for region. • Provides leadership and influence in the mission integration and culture of facility aligned with AH Mission Integration standards. Leads incorporation of AH culture and transition to AH business model for newly acquired business units.Knowledge, Skills, and Abilities:
• Highly proficient in Microsoft Word, Outlook, Excel, Access, and PowerPoint [Required]
• Experience with project management methodologies [Required]
• Possesses strong skills in the area of organization, prioritization, and managing multiple priorities within tight deadlines; Ability to complete large amounts of work effectively and efficiently [Required]
• Demonstrated superior matrix management and partnering skills; Ability to thrive in a dynamic hands-on environment that requires a consultative approach and solutions that span multiple business units [Required]
• Understanding of how IT affects an organization and ability to link it to redesigned business processes; Ability to understand, explain, and suggest interrelationships between business and technology strategies; Ability to learn and use strong business acumen to support strategic alignment of initiatives [Required]
• Ability to establish and maintain strong relationships; Ability to quickly build relationships and diplomatically negotiate common approach; Ability to interact with all levels of management; Ability to work collaboratively and individually to achieve stated goals [Required]
• Excellent oral and written communication skills [Required]
• Working knowledge of a variety of human resources disciplines, including employee relations, compensation, performance management, HR analytics and employee engagement [Preferred]
• Effective communicator, with strong professional and interpersonal skill [Preferred]
• Ability to serve as a consultant on strategic and operational matters [Preferred]
• Ability to handle confidential matters with maximum discretion [Preferred]

Education:
• Master’s degree in HR, business, or related field [Required]
• Advanced degree in Human Resources, Organizational Leadership, or related field [Preferred]

Work Experience:
• Minimum of 10 years of progressive Human Resources Management experience OR…
• Graduate of the AHS Leadership Residency program; AND 6 years of progressive human resource management experience [Required]
• 8-10 years HR business partner experience working in with senior leadership in a healthcare provider setting [Preferred]
• Management experience within a healthcare organization [Preferred]
• Project management and consulting experience [Preferred]

Additional Information:

Licenses and Certifications:
• Senior level certification preferred in one or more of the following: Society for Human Resources Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP), Certified Strategic Human Resources Business Partner (sHRBP) [Preferred]

Master's (Required)

This facility is an equal opportunity employer and complies with federal, state and local anti-discrimination laws, regulations and ordinances.