Open position

Essential Duties & Responsibilities including but not limited to:  

• Lead with a system mindset that embraces transformation and change. 

• Build strong, cross-functional relationships that involves and engages leaders and teams at all levels at the local hospital and throughout system operations. 

• Foster a strong commitment to diversity, inclusion, belonging and anti-racism; work with the Office of the Chief Diversity, Equity and Inclusion Officer on strategic implementations related to workforce diversity.  

• Have knowledge of the HR functions and associated HR policies, approaches, and environmental constraints, as well as relevant HR laws and regulations. 

• Deliver an amazing high-quality end user experience with all human resources touch points and services. 

• Oversee a comprehensive analysis of all recruiting initiatives, identifying both the effective areas and the areas of opportunity; proposes recommended changes in strategy based on the data analyzed. 

• Oversee the strategy of digital initiatives within strategic recruitment campaigns. 

• Lead the design and development of HR talent strategies, programs, plans, policies, tools, templates, and practices. 

• Assess organizational capabilities to determine what development tools (competencies, development guides) and interventions (org design, technology) are needed to build stronger teams and stronger organizational capability.  

• Support and advise the head of HR as a participant in the development of the system’s plans and programs as a talent management technical expert with a focus on the impact to HR programs, plans, policies, and practices. 

• Translate the BILH system strategic and tactical business initiatives and goals into strategic and operational talent plans. Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items influence the HR functional strategies, capabilities, and programs. 

• Responsible for shaping and delivering the BILH employee value proposition and employee experience through talent strategies, programs and initiatives. 

• Maintain knowledge of broad HR policies, programs, laws and issues with a particular focus on how they systemically relate to talent topics. Understand the differences between domestic policies and programs and coordinate the integration of such programs, as necessary. 

• Use outcome and performance-based talent metrics supplied by the HR System Services Centers of Expertise (e.g., productivity, quality, service) to identify trends, determine risks/opportunities, or provide organizational insights to HR Business Partners. 

• Manage the budget and other financial measures (with key budget owners) of the Human Resources department(s) under the Talent organization. 

• Partner closely with HRBPs and business leaders to drive improvements in organizational capability by identifying root causes to issues and recommending concrete solutions to address issues.  

• Provide guidance and support around organizational design and team integration during mergers and acquisitions.  

• Research and apply best practice in Talent organization design and development solutions.  

• Use diagnostic processes and analytics to help business leaders enhance their capability to assess and change employee behavior and culture to increase department effectiveness. 

• Provide technical advice and knowledge to others within the Human Resources discipline. Act as the final escalation point (other than the head of HR) for issues within the defined function of Talent Development and Talent Acquisition. 

• Formulate and implement organization-wide culture policies, procedures, programs, and initiatives (e.g., employee programs centered on cultural change and employee engagement, and organization effectiveness).  

Minimum Qualifications:

Education:

• Master’s Degree or equivalent experience in Business, Human Resources, or related field preferred.

• Bachelor’s Degree or equivalent experience in Business, Human Resources, or related field required. 

Licensure, Certification & Registration: N/A 

Experience:

• At least 10-15 years of leadership experience required. 

• 10+ years of talent management experience required.

Skills, Knowledge & Abilities: 

• A keen understanding and appreciation for the unique needs and challenges of building a contemporary talent agenda for driving significant change across a large dispersed workforce, ideally in a Health Care environment. 

• Experience in the integration of talent programs within the broader talent management strategy. 

• Experience in working with a large, widely dispersed workforce. 

• Strong project management skills, including a proven track record of leading large, complex projects using standard project management practices and tools. 

• Excellent interpersonal, facilitation, communication, and consulting skills.  Ability to assess needs, influence, collaborate, deliver and partner at the most senior levels in and across the organization. 

• Proven leader with the ability to build and manage people and engage high performing teams. 

• High energy with a strong work ethic. 

Required Skills: 

Driving Results

Establishing systems and processes to attract, develop, engage, and retain talented employees; creating a work environment where people can realize their full potential, thus allowing the organization to meet current and future clinical and business challenges.

Emotional Intelligence

Establishing and sustaining trusting relationships by accurately perceiving and interpreting one’s own and others’ emotions and behavior in the context of the political environment; leveraging insights to effectively manage one’s own responses and reactions. 

Leading Change

Identifying and driving organizational and cultural changes needed to adapt strategically to changing market demands, technology, and internal initiatives; catalyzing new approaches to improve results by transforming organizational culture, systems, or products/services.