Director of Human Resources, Strategic Operations

Job ID

68431

Location

Aurora, Colorado

Full/Part Time

Full-Time

Regular/Temporary

Regular

Why Work at Children's....

Here, it’s different. Come join us.

Children's Hospital Colorado has defined and delivered pediatric healthcare excellence for more than 100 years.

Here, the nation’s brightest nurses, physicians, scientists, researchers, therapists and care providers are creating the future of child health. With an optimist’s outlook, a trailblazing spirit and a celebrated history, we’re making new strides every day.

We’ve been Magnet-designated four times by the American Nurses Credentialing Center and are consistently recognized among the nation’s top 10 pediatric hospitals by U.S. News & World Report. 

As a national leader in pediatric care, we serve children and families from all over the nation. Our System of Care includes four pediatric hospitals, 12 specialty care centers, 400 outreach clinics and 7,000 healthcare professionals representing the full spectrum of pediatric care specialties.

We need your expertise.

A career at Children's Colorado will challenge you, inspire you, and motivate you to make a difference in the life of a child. Here, it’s different. Do you have what it takes?

Additional Information

Department: HR Client Services 

Hours per week: 40, eligible for benefits

Shift: M-F, normal business hours 

Job Overview

The Director, HR Strategic Operations (HR Director) is responsible for developing and implementing strategic plans, annual goals, and performance metrics for the HR Strategic Operations functions and managing and leading teams in the delivery of services to client groups and team members. The HR Director is also responsible for identifying organizational trends in HR business partnerships, employee relations, centers of excellence, customer service, policies, workforce analytics, and works with partners in human resources to deploy services and solutions while ensuring consistency with best practices and organizational strategy, policies, standards, and procedures. Finally, the HR Director also provides leadership and management to HR business partners and operations teams.

Responsibilities

POPULATION SPECIFIC CARE

No direct patient care.

ESSENTIAL FUNCTIONS

An employee in this position may be called upon to do any or all of the following essential functions. These examples do not include all of the functions which the employee may be expected to perform.

Develops strategic plan, annual goals, and performance metrics for client services and operations functions; develops and implements plans for aligning function(s) to overall human resources strategy. Reviews and approves annual work plans developed by functional leaders.

Manages the development and implementation of human resource strategies aimed at proactively supporting clients in the accomplishment of business objectives. Leads client services and operations teams in identifying, managing and resolving complex employee relations issues and in consulting with clients in a variety of areas.

Manages and leads teams in the delivery of services to internal HR clients and client groups, ensuring that HR policies and processes meet federal, state, and local regulations, industry best practices, and organizational needs. Ensures HR interventions are consistently applied across the organization, when appropriate, and meet organizational needs.

Builds and maintains effective working relationships with senior leadership and with peers in human resources and in other CHCO operations.

Resolves operational and customer service issues, makes decisions that are inclusive of multiple perspectives and solves underlying problems.

Oversees the development, maintenance, and interpretation of human resources policies, procedures, and rules to managers and employees and ensures legal compliance with applicable federal, state, and local regulations.

Participates in HR leadership activities, contributing to the achievement of overall HR goals and objectives; evaluates functional performance. Reviews and approves changes to internal processes; identifies and implements process improvements. Reviews and approves customer service standards established by leaders; handles operational and customer service escalations for functions.

Serves as a champion of enterprise-wide culture, influencing culture change to support operational objectives.

Provides technical expertise and guidance to senior leadership on a variety of HR issues; works with senior leadership and others in human resources to ensure HR policies follow applicable regulations and support the vision and strategy of the organization.

Identifies organizational trends in HR business partnerships, employee relations and workforce planning and works with partners in human resources to deploy solutions, leveraging technology, while ensuring consistency with best practices and organizational policies, standards, and procedures.

Manages communications to the enterprise on HR strategy, projects and hot topics related to client services and operations.

Assigns and reviews annual goals for function(s), provides work instruction (OTJ or formal training) and develops leaders and team members. Evaluates performance of leaders and team members, providing continuous feedback. Manages discipline and performance issues; hires and fires leaders and team members. Reviews and approves resource plans for function(s).

Carries financial management responsibility for function(s), developing budget recommendations and monitoring budget.

Other Information

SCOPE AND LEVEL

GUIDELINES: Guidelines are in the form of stated vision and goals for the operation.

COMPLEXITY: Work assignment is unstructured and leader is responsible for developing, directing, and managing outcomes and multi-year strategies to achieve the objectives of the operation. Duties performed include operational planning; developing standards, priorities, guidelines, processes, measurement (evaluation) systems; implementation of production and performance management standards; and allocating resources. Work is strategic and operational in nature.

DECISION MAKING: Employee is responsible for managing multiple functions that requires developing and implementing strategies, business plans, and policies; determining required resources; defining and evaluating performance standards; and resolving complex business problems.

COMMUNICATIONS: Communication at this level is internally and externally focused. Involves establishing and maintaining effective, collaborative working relationships with team members, peers, and executives. Provides information and negotiates solutions to functional issues that have major consequences or long-term significance.

SUPERVISION RECEIVED: Responsible and accountable for driving strategy and achieving results for function(s). Work is reviewed for soundness of judgment and conclusions, fiscal accountability, and the attainment of goals and objectives of the operation.

Qualifications

EDUCATION - Bachelor’s degree in Business Administration, Human Resources, Communications or a directly related field is preferred.

EXPERIENCE - Five years of human resources experience, to include three years of experience in a management or leadership role. 

EQUIVALENCY - In lieu of a Bachelor’s degree, one year of professional experience will serve as an equivalency to one year of education.

CERTIFICATION(S) - Professional of Human Resources (PHR) or Senior Professional of Human Resources (SPHR) is preferred.

Physical Requirements

Ability to Perform Essential Functions of the Job

Audio-Visual: Color Discrimination: Fair

Audio-Visual: Depth Perception: Fair

Audio-Visual: Far Vision: Good

Audio-Visual: Hearing: Good

Audio-Visual: Near Vision: Good

Use of Hands/Feet: Both Hands - Precise Motor Function (Or Fine Manipulation)

Weight Lifted/Force Exerted: Up to 50 pounds: Up to 1/3 of time

Work Environment

Mental and Emotional Requirements: Independent discretion/decision making.

Mental and Emotional Requirements: Makes decisions under pressure.

Mental and Emotional Requirements: Manages stress appropriately.

Mental and Emotional Requirements: Works with others effectively.

Mental Stress: multi-tasking, meeting deadlines, prioritizing.

Equal Employment Opportunity

It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. We do not discriminate on the basis of race, color, religion, national origin, sex, age, disability, or any other status protected by law or regulation.  Be aware that none of the questions are intended to imply illegal preferences or discrimination based on non-job-related information.

Salary Information

Annual Salary Range (Based on 40 hours worked per week): $122,523.22 to $204,205.37

Hourly Salary Range: $58.91 to $98.18

Benefits Information

As a Children’s Hospital Colorado team member, you will receive a competitive pay and benefits package designed to take care of your needs that includes base pay, incentives, paid time off, medical/dental/vision insurance, company provided life and disability insurance, 403b employer match (retirement savings), and a robust wellness program.

Salary : $59 - $98