Senior Human Resources Manager

Overview

As a HR Site Manager, one will lead in the development of organizational planning, utilizing a deep understanding of the business needs. This position will take a consultative approach to engaging with managers on business and people issues and provide HR project leadership in the development of policy revisions and/or other employee related programs. This position will consult with managers on all aspects of leadership and employee/labor relations, helping UofL Health to build a best-in-class culture. This position will lead projects and track project goals and tasks, report on progress, make recommendations and help with implementation. This position will also ensure consistent and equitable application of organizational policies and procedures across a functional area or location. And will lead and execute on talent initiatives and act as a change agent to enable the growth and development of our people.

In this role, you will bring leadership skills and gain a deep knowledge of the business across UofL Health’s growing healthcare system. Expectations are to scale with the growth of the business, lead and develop diverse teams, solve problems with creative solutions, and deliver results on behalf of our internal customers. This role is key in developing a team of HR professionals as well as personally progressing to scale as the company grows.

Responsibilities

• Set the vision, direction, and culture of their facility/site-based HR team by managing individual and team performance expectations and goals, monitoring real-time service levels and schedule adherence, and holding their teams accountable to meet and exceed performance targets.
• Thoughtful ability to develop strategic relationships with your business partners. Also, have the ability to root cause issues quickly and uncover core issues using data, then lean in, consult wiht and teach the business how decisions affect their sites and create new mechanisms as they are needed.
• A true hands-on approach as well as the ability to successfully monitor the "pulse" of the employees to ensure a high level of employee engagement
• Understand business goals and recommend thoughtful new approaches, policies, and procedures to affect continual improvements in business objectives, productivity, and development of HR within the company.
•  Collaborate with site and system-wide leadership teams to harmonize site-specific priorities in alignment with overarching UofL Health goals (e.g., diversity & inclusion, engagement, and talent management initiatives)
• Leverage HR teams for leadership development, strategy and people analytics to help attract, engage and retain great talent.
• Identify root causes and conduct relevant data analysis in order to propose both short-term and long-term interventions and solutions.
• Improve and apply HR processes, policies and standards meeting local and federal employment law.
• Establish regular meetings with departmental stakeholders and respective business units
• Consult with departmental leadership to effectively diagnose organizational issues and create action plans for resolution.
• Collaborate with Business Unit Leaders, HR and Administrative Departments to provide continuity of services, implement HR and institutional initiatives and ensure stakeholder needs are met with regard to service delivery.
• Drive the business planning and performance review process throughout the organization by working with leadership in identifying and addressing performance related issues.
• Apply analytical skills to collect and synthesize large quantities of data, tell the story and formulate recommendations based on data trends and insights
• Implement HR initiatives in to support all the above.
• Complete needs assessments across the organization and design, implement, and facilitate training programs for leaders and team members
• Provide continued analysis of job requirements, job descriptions, and FLSA status across the organization
• Provides regular performance management guidance to the clinical and administrative management team to include coaching, counseling, career development, and progressive discipline
• Consult with respective departments on workforce planning, restructures, and succession planning
• Advise leadership in wage and salary administration and the development of job descriptions
• Maintains compliance with all company policies, procedures and standards of conduct
• Complies with HIPAA privacy and security requirements to maintain confidentiality at all times
• Performs other duties as assigned

Qualifications

Education:

• High School Diploma, or equivalent (required)
• Bachelor’s Degree (preferred)

Experience:

• 7 years of HR experience (required)
• Desired experience in employee relations (preferred)

Certification:

SHRM-CP or PHR (preferred)

• Project Management- organized, task oriented, ability to delegate and follow up
• Proactive - anticipates and plans for problems before they arise
• Analytical- evaluating data and other information with the ability to choose the best solution and make recommendations
• Flexible – ability to change directions as needed for the good of the department or organization
• Service Excellence – responsive, informs constituents of process, pleasant to work with, educates and provides timely, accurate information
• Performance Management- assesses performance of self and others, offering suggestions for improvements or corrective actions
• Organized – manages time effectively, keeps tasks appropriately prioritized
• Critical Thinking – ability to think through issues and identify appropriate options
• Work Ethics – motivated, diligent, industrious and persistent in the workplace, stays on tasks to completion, works at a fast pace to ensure optimal efficiency
• Interpersonal – can build effective, strong working relationships with employees, colleagues, management and vendors through trust, communication, and credibility
• Team – ability to work with others, serve others, help others, lead others, mentor others, take directions from others in the interest of moving process and programs forward to the desired outcome.
• Emotional Intelligence – ability to not take issues personal, see the big picture in emotionally charged situations and respond in a mature, professional, composed manner
• Self-Awareness – ability to reflect, understand limitations, and seek appropriate assistance and guidance.
• Judgment – exercises discretion and due diligence when making decisions and recommendations
• Quality – is able to perform work in a neat, efficient, well-coordinated, well communicated manner with a high degree of accuracy and professionalism
• Presentation – can speak in front of people to deliver necessary material or messaging.