Tenet Healthcare
Market Chief Human Resources Officer- Tennessee Market
Tenet Healthcare, Memphis, Tennessee, us, 37544
Overview
Saint Francis Hospital-Memphis, TN and Saint Francis Hospital-Bartlett, TN are part of Tenet Healthcare. Position: Market Chief Human Resources Officer, Tennessee Market. The role serves the hospital and group leadership team as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of HR processes, systems, policies and programs; leads escalation and resolution of employee relations matters; leads HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. Key liaison to broker the HR service delivery model, ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. Accountable to ensure oversight and governance of group and hospitals HR processes, systems, and policies. Key Relationships
Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies. Partners with Hospital Operations, CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met. Partners with external HR groups/societies to stay abreast of key industry trends and best practices. Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model. Essential Functions Of The Role
Acts as a point of contact to the business for all HR related services and solutions Leads team of hospital CHROs across multiple markets Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing, and onboarding needs are met Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness Builds capability internally and coaches senior leaders on effective talent, organizational and employee engagement strategies Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiatives are managed in a predictable and controlled manner and achieve overall objectives Leverages external networks to understand market trends, shape organizational strategy and apply leading practices Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels Other duties as assigned Candidate Experience, Attributes And Education Requirements
10+ years’ experience in providing Human Resources services, solutions, and leadership in roles of different sizes and complexities Partnering with business leaders to develop, design and implement relevant strategic human resources strategies Ability to manage and develop senior HR functional and leadership capability Led organization design, restructuring and strategic workforce planning initiatives Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc. Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction Highly skilled in executing core HR processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, succession planning and organizational development Diverse background in multiple industries and/or operating units within the same organization Professional Attributes
Skillful at influencing senior leaders and diverse perspectives towards common goals Able to analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive outcomes Ability to effectively balance enterprise and business-specific requirements through high-quality HR business partnering and consultative skills Developed, led, and implemented organization and functional change management strategies Ability to identify, develop and retain high-quality talent balancing multiple engagement and reward levers Ability to effectively manage a budget, interpret a P&L, understand key business drivers and analyze cost-benefit trade-offs Ability to manage multiple priorities and initiatives with balance of cost, timing, change impact Strong organization planning, critical thinking, and prioritization skills Ability to inspire and motivate all levels of the HR organization Ability to develop strategy that translates into clear, actionable initiatives and plans Demonstrates leadership in making balanced, difficult, and complex decisions Personal Attributes
A high-energy individual with a strong work ethic and high expectations for performance Values employees at all levels, treating all with dignity and respect Self-confident with significant presence and charisma, balanced by humility Highest personal and professional integrity and principle, earning respect and support for difficult decisions Contagious passion for the work Education/Certifications
Bachelor’s degree in human resource management or related field Master’s degree in human resources or related field (preferred) Tenet Healthcare/USPI complies with federal, state, and local laws regarding mandatory vaccination of its workforce. If offered the position and required to be vaccinated, you will need to provide proof of full vaccination or obtain an approved religious or medical exemption before start date. If you obtain an exemption, you will be required to submit to regular testing in accordance with the law. Employment practices will not be influenced or affected by an applicant’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship. Seniority level
Executive Employment type
Full-time Job function
Human Resources Industries Hospitals and Health Care and Medical Practices
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Saint Francis Hospital-Memphis, TN and Saint Francis Hospital-Bartlett, TN are part of Tenet Healthcare. Position: Market Chief Human Resources Officer, Tennessee Market. The role serves the hospital and group leadership team as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of HR processes, systems, policies and programs; leads escalation and resolution of employee relations matters; leads HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. Key liaison to broker the HR service delivery model, ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. Accountable to ensure oversight and governance of group and hospitals HR processes, systems, and policies. Key Relationships
Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies. Partners with Hospital Operations, CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met. Partners with external HR groups/societies to stay abreast of key industry trends and best practices. Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model. Essential Functions Of The Role
Acts as a point of contact to the business for all HR related services and solutions Leads team of hospital CHROs across multiple markets Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing, and onboarding needs are met Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness Builds capability internally and coaches senior leaders on effective talent, organizational and employee engagement strategies Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiatives are managed in a predictable and controlled manner and achieve overall objectives Leverages external networks to understand market trends, shape organizational strategy and apply leading practices Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels Other duties as assigned Candidate Experience, Attributes And Education Requirements
10+ years’ experience in providing Human Resources services, solutions, and leadership in roles of different sizes and complexities Partnering with business leaders to develop, design and implement relevant strategic human resources strategies Ability to manage and develop senior HR functional and leadership capability Led organization design, restructuring and strategic workforce planning initiatives Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc. Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction Highly skilled in executing core HR processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, succession planning and organizational development Diverse background in multiple industries and/or operating units within the same organization Professional Attributes
Skillful at influencing senior leaders and diverse perspectives towards common goals Able to analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive outcomes Ability to effectively balance enterprise and business-specific requirements through high-quality HR business partnering and consultative skills Developed, led, and implemented organization and functional change management strategies Ability to identify, develop and retain high-quality talent balancing multiple engagement and reward levers Ability to effectively manage a budget, interpret a P&L, understand key business drivers and analyze cost-benefit trade-offs Ability to manage multiple priorities and initiatives with balance of cost, timing, change impact Strong organization planning, critical thinking, and prioritization skills Ability to inspire and motivate all levels of the HR organization Ability to develop strategy that translates into clear, actionable initiatives and plans Demonstrates leadership in making balanced, difficult, and complex decisions Personal Attributes
A high-energy individual with a strong work ethic and high expectations for performance Values employees at all levels, treating all with dignity and respect Self-confident with significant presence and charisma, balanced by humility Highest personal and professional integrity and principle, earning respect and support for difficult decisions Contagious passion for the work Education/Certifications
Bachelor’s degree in human resource management or related field Master’s degree in human resources or related field (preferred) Tenet Healthcare/USPI complies with federal, state, and local laws regarding mandatory vaccination of its workforce. If offered the position and required to be vaccinated, you will need to provide proof of full vaccination or obtain an approved religious or medical exemption before start date. If you obtain an exemption, you will be required to submit to regular testing in accordance with the law. Employment practices will not be influenced or affected by an applicant’s race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity or expression, veteran status or any other legally protected status. Tenet will make reasonable accommodations for qualified individuals with disabilities unless doing so would result in an undue hardship. Seniority level
Executive Employment type
Full-time Job function
Human Resources Industries Hospitals and Health Care and Medical Practices
#J-18808-Ljbffr