Texas Health Huguley FWS
Chief People Officer AdventHealth Multi-State
Texas Health Huguley FWS, Florida, New York, United States
Overview
Job Description - Chief People Officer AdventHealth Multi-State (25018497)
Chief People Officer AdventHealth Multi-State
Responsibilities
In partnership with division executive leadership, diagnoses, translates, and defines current and future business needs into an overall integrated People and Culture strategic plan for the division aligned with long-term strategic initiatives of the organization. Focuses on strategic issues that contribute to the growth and competitiveness of the business.
Develops objectives for strategic initiatives as a proactive and valued member of division executive team, adjusting strategy to respond to changing needs.
Responsible for division People and Culture strategy and oversight and, serves as executive sponsor of organizational-wide talent strategies and their execution. Leverages corporate Center of Expertise (COE) partnerships to address division opportunities.
Provides expert advice, influencing business decisions impacting and related to all aspects of people management and leadership. Serves as a consultant on issues related to strategy execution and change, organizational design, 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 planning, organizational design, and strategic planning from a division perspective and in alignment with the organization. Sets priorities for workforce planning within the division. Oversees division and executive reorganization efforts, including partnering with corporate People and Culture teams and divisional leadership as necessary.
Advises division leadership on organizational development strategies, including assessment of division capabilities by identifying competency and talent gaps, ensuring development of talent 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.
Leads organizational design, organizational/strategy effectiveness, management systems, strategic growth, and operational frameworks for the division. Creates and executes strategic action planning from stakeholder assessment for new division initiatives.
Monitors regional metrics, external market developments, and HR analytics to diagnose needs throughout the division. 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 leadership decision making.
Facilitates frequent updates to executive leadership on goals and progress related to key initiatives, utilizing strong project management capabilities.
Serves as 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. Assesses and evaluates general change impacts, conducts culturally appropriate mitigation plans, and tracks next steps especially for groups that require additional readiness.
Partners with COE regarding organization compensation strategies and leads division compensation strategies as appropriate, facilitates annual division compensation decisions.
Drives the sharing of best practices across division and organization to facilitate continuous improvement. Provides guidance to leadership in the administration and interpretation of policies, assuring consistent administration.
Maintains knowledge of progressive People and Culture practices and key trends in talent management. Ensures compliance measures are maintained for all regulatory and legal requirements.
Sits on system-level HR leadership committees, helping shape organizational goals for people and culture.
Leads the team and all operations of Human Resources functions providing divisional leadership, diagnosing, translating and defining current and future business needs into an overall integrated HR plan for the region aligned with long-term strategic initiatives of AdventHealth and in alignment with other parts of the greater People and Culture team, spanning corporate functions, shared services, and COE functions.
Leads financial budgeting process for regional HR functions and facility-specific HR budget strategy, and serves as a contributing member of financial management for the division.
Knowledge and Skills
Serves as a strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization.
Possesses strong skills in organization, prioritization, and managing multiple priorities within tight deadlines; ability to complete large amounts of work effectively and efficiently.
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.
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 independently to achieve goals.
Highly proficient in Microsoft suite of products.
Experience with project management methodologies.
Excellent oral and written communication skills.
Knowledge and Skills Preferred
Working knowledge of HR disciplines including employee relations, compensation, performance management, HR analytics and employee engagement.
Effective communicator, with strong professional and interpersonal skills.
Ability to serve as a consultant on strategic and operational matters.
Ability to handle confidential matters with maximum discretion.
Education and Experience EDUCATION AND EXPERIENCE REQUIRED : Minimum of 10 years of progressive Human Resources Management experience.
Education and Experience Preferred
Advanced degree in Human Resources, Organizational Leadership, or related field.
8-10 years HR business partner experience working with senior leadership in a healthcare provider setting.
Management experience within a healthcare organization.
Project management and consulting experience.
Licensure, Certification or Registration
SHRM-SCP, or SPHR, or CHRBP (Professional designations preferred).
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Chief People Officer AdventHealth Multi-State
Responsibilities
In partnership with division executive leadership, diagnoses, translates, and defines current and future business needs into an overall integrated People and Culture strategic plan for the division aligned with long-term strategic initiatives of the organization. Focuses on strategic issues that contribute to the growth and competitiveness of the business.
Develops objectives for strategic initiatives as a proactive and valued member of division executive team, adjusting strategy to respond to changing needs.
Responsible for division People and Culture strategy and oversight and, serves as executive sponsor of organizational-wide talent strategies and their execution. Leverages corporate Center of Expertise (COE) partnerships to address division opportunities.
Provides expert advice, influencing business decisions impacting and related to all aspects of people management and leadership. Serves as a consultant on issues related to strategy execution and change, organizational design, 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 planning, organizational design, and strategic planning from a division perspective and in alignment with the organization. Sets priorities for workforce planning within the division. Oversees division and executive reorganization efforts, including partnering with corporate People and Culture teams and divisional leadership as necessary.
Advises division leadership on organizational development strategies, including assessment of division capabilities by identifying competency and talent gaps, ensuring development of talent 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.
Leads organizational design, organizational/strategy effectiveness, management systems, strategic growth, and operational frameworks for the division. Creates and executes strategic action planning from stakeholder assessment for new division initiatives.
Monitors regional metrics, external market developments, and HR analytics to diagnose needs throughout the division. 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 leadership decision making.
Facilitates frequent updates to executive leadership on goals and progress related to key initiatives, utilizing strong project management capabilities.
Serves as 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. Assesses and evaluates general change impacts, conducts culturally appropriate mitigation plans, and tracks next steps especially for groups that require additional readiness.
Partners with COE regarding organization compensation strategies and leads division compensation strategies as appropriate, facilitates annual division compensation decisions.
Drives the sharing of best practices across division and organization to facilitate continuous improvement. Provides guidance to leadership in the administration and interpretation of policies, assuring consistent administration.
Maintains knowledge of progressive People and Culture practices and key trends in talent management. Ensures compliance measures are maintained for all regulatory and legal requirements.
Sits on system-level HR leadership committees, helping shape organizational goals for people and culture.
Leads the team and all operations of Human Resources functions providing divisional leadership, diagnosing, translating and defining current and future business needs into an overall integrated HR plan for the region aligned with long-term strategic initiatives of AdventHealth and in alignment with other parts of the greater People and Culture team, spanning corporate functions, shared services, and COE functions.
Leads financial budgeting process for regional HR functions and facility-specific HR budget strategy, and serves as a contributing member of financial management for the division.
Knowledge and Skills
Serves as a strategic change agent, demonstrating the ability to influence, negotiate and gain buy-in at all levels within the organization.
Possesses strong skills in organization, prioritization, and managing multiple priorities within tight deadlines; ability to complete large amounts of work effectively and efficiently.
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.
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 independently to achieve goals.
Highly proficient in Microsoft suite of products.
Experience with project management methodologies.
Excellent oral and written communication skills.
Knowledge and Skills Preferred
Working knowledge of HR disciplines including employee relations, compensation, performance management, HR analytics and employee engagement.
Effective communicator, with strong professional and interpersonal skills.
Ability to serve as a consultant on strategic and operational matters.
Ability to handle confidential matters with maximum discretion.
Education and Experience EDUCATION AND EXPERIENCE REQUIRED : Minimum of 10 years of progressive Human Resources Management experience.
Education and Experience Preferred
Advanced degree in Human Resources, Organizational Leadership, or related field.
8-10 years HR business partner experience working with senior leadership in a healthcare provider setting.
Management experience within a healthcare organization.
Project management and consulting experience.
Licensure, Certification or Registration
SHRM-SCP, or SPHR, or CHRBP (Professional designations preferred).
#J-18808-Ljbffr