What are the responsibilities and job description for the CHIEF HUMAN RESOURCES OFFICER position at Excela Health?
Job Summary
The Chief Human Resources Officer has overall responsibility for the execution of the people strategy for Independence Health System’s 7200 employees. Oversees and directly manages the delivery of HR solutions including people strategy, benefits, compensations, culture design and change management, team effectiveness, workforce planning, learning strategy, employee wellness, employee relations, and labor relations. Responsibility also entails operational HR functions such as talent acquisition, training, and compensation and benefits.
Education :
Minimum : Bachelor’s Degree in Human Resources, Healthcare Administration, Business Administration or related field
Preferred : Master’s Degree in Human Resources, Healthcare Administration, Business Administration or related field
Registration / Certification / Licensure : N / A
Experience (Length and specific skill) :
Minimum : Ten years of progressive management experience.
Preferred : Five years in a senior leader / executive role.
Functional experience with workforce planning, employee engagement, performance management, employee / labor relations.
Strategic planner with sound technical skills and operational focus. Excellent oral and written communication skills for interactions with executives, physicians, clinicians and all other staff.
Other requirements : N / A
Specific Job Responsibilities :
1. Responsible for the development, implementation and management of a comprehensive people strategy that positions IHS to achieve its vision of being the employer and health care provider of choice throughout the state.
2. Provide strategic leadership and guidance to executive leadership related to the implementation and management of the people strategy. Partner with senior leaders using organization strategies and methods to execute business strategies, improve operations and performance, and optimize roles and responsibilities.
3. Consult with leadership to understand talent strengths, gaps and needs and develop workforce plan to drive employee engagement, retention and performance.
4. Oversee strategic total rewards (compensation and benefits) planning, design and implementation, ensuring competitive plans are developed and administered.
5. Ensure a highly effective and productive employee and labor relations environment, effectively leading negotiations for local labor agreements.
6. Promote team-based solutions, development and empowerment. Serves as a change agent and empowers teams, colleagues and staff within and outside of functional areas.
