Job Summary

The Chief Human Resource Officer at Johnson Memorial Health Services (JMHS) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of talent management, change management, organizational and performance management, training and development, benefits, and compensation (total rewards). This position provides strategic leadership by proactively articulating human resource needs and plans to the senior leadership team, department managers and the board of directors. This position reports to the Chief Executive Officer and will attend monthly Board of Director meetings, and report on department progress on key initiatives and impacts to the organization.

Supervisory Responsibilities

Human Resources Staff

Responsibilities

Strategic

Identify, develop and implement human capital strategies that support and enhance the organization’s mission, vision, values, and long-range strategic objectives.
Build and sustain organizational capabilities that deliver best in class programs to enable values-based leadership, workforce effectiveness, employee engagement, leadership alignment, legal compliance, and proactive community outreach.
Plan and direct operational technologies and processes in the areas of compensation, short- and long-term incentives, benefits, performance management, training, recruiting, and employee information management, within the context of local, state, and federal laws.
Lead talent development, organizational design, and succession planning processes that ensure a ready bench for pivotal positions throughout the organization.
Develop, measure and deliver operational excellence via implementation of key performance indicators, which enable process and program improvements, and measure the effectiveness of the overall human resource function.
Remain vigilant and aware of all legal, regulatory, demographic and community trends and effectively translate those into improvements and/or changes to organization policies and practices.
Maintain strong, interdependent partnership with the senior leadership team, department leaders, and employees, to ensure human resource priorities are in sync with organizational needs and support growth and profitability.

Leadership and Talent Development

Lead the current Human Resource team and assign work based on experience, knowledge and skills in the areas of talent acquisition, career development, succession planning, retention, training, leadership development, compensation and benefits.
Ensure that departments and human resources direct reports have clear expectations and receive regular informal performance feedback along with cycle-driven formal feedback.
Support department managers in effectively identifying and planning for future talent needs and continually attracting and hiring top talent brought into the organization.
Develop and maintain role clarity at all levels of the organization, through accurate job descriptions, updates and career laddering that support employee career growth aspirations.
Develop and implement an employee relations strategy, including active ways to measure employee engagement and address key concerns to attract and retain employees.
Maintain and update employment policies and execute effective communications to a variety of audiences to ensure organizational alignment and compliance, according to changing local, state, and federal laws or changes required on behalf of the organization.
Ensure consistency and compliance with all legal regulations, including FLSA/DOL/FMLA/ADA and other state and local practices, in the context of organization priorities and employee advocacy.
Hold leaders accountable for establishing and maintaining an inclusive and diverse culture and applying policies and practices that are fair and consistent, thereby providing a positive employee experience for everyone.
Lead employee complaint processes, conduct investigations, collaborate with legal counsel, and identify and facilitate full resolution, including internal and external risk mitigations.
Develop and implement comprehensive compensation and benefits plans that are competitive and cost-effective including identifying and developing innovative incentive/reward systems which address the unique needs of JMHS.
Oversee the management of FMLA, short- and long-term disability management, reasonable accommodations, and worker’s compensation claims and return to work approaches.
Function as an experienced strategic business advisor to the executive senior leadership team and management staff regarding key organizational and management issues.
Coach and mentor new leaders and teach them how to make the transition from doing and directing to learning, listening, engaging, and leading.
Develop ongoing internal and external communication approaches, in the context of varying audience needs, leveraging key messaging and language that fits within the culture and common practices of JMHS.

Financial Management

Responsible for the creation and adherence to the annual board approved expense budget.
Understand the financial impacts of employee programs on the overall business and act accordingly to maximize efficiency and cost savings.
Develop strategies and direct resources to initiatives that generate the highest possible paybacks on the labor costs and benefits dollars invested.
Responsible for creating and overseeing the employee compensation strategy including FTE analysis and compensation administration.
Serve on board of director committee as assigned including Personnel, Finance, and Executive.

Core Competencies

Trusting & Transparent Based Communication: Is naturally inclusive and shares information to instill a learning culture and to drive dialogue, debate, and decisiveness. Values and promotes cross functional relationships with peers, to build trust and transparency across organizational lines, for the good of the whole.
Emotional Maturity: Understands and masters their own emotions and recognizes the emotions of others to instill confidence, motivate, inspire, and enhance team effectiveness. Picks up on the need to change personal behaviors quickly, seeks feedback and adjusts for improved impact.
Visionary Leadership: Respected, inspirational leader who articulates the vision of good, and mobilizes others to fulfill the vision.
Courageous Decision Making: Enables others to share information, evaluate and make fact-based decisions with appropriate sense of urgency, while standing ready to make final decisions when fear of the unknown or complacency gets in the way of progress.
Trusted Influence: Effectively creates and influences others by evoking their trust and by placing trust in others to advance strategic alignment, shared interest, and business goals.
Business Acumen: Employs strong mathematical and data-driven processes and leverages their experience and knowledge of key human resource technology to execute accurate payroll, compensation and benefits data management and analyses. Understands the impact of competitive market changes and is able to introduce improvements with fact-based decision making, to support profitability and mitigate organization risks.
Values Based Leadership: Recognized by others as living and teaching the organizations’ values, and who appropriately responds when others behave in opposition to them.

Education/Experience/Licensure

Bachelor’s degree in human resources, Business Administration, Organizational Development, or Related Field. Master’s Degree preferred.
A minimum of five years of executive human resource experience.
SHRM-SCP or SPHR preferred.
Entrepreneurial Operating System (EOS) knowledge and experience preferred.
Knowledge of human resource (HRIS) systems.
Five years working in a health care industry to include acute care, assisted living and long-term care desirable.
A basic familiar knowledge of rural health care operations preferred.

Working Environment

Prolonged periods of sitting at a desk and working on a computer and standing, bending, and moving.
Must be able to lift up to 15 pounds at times.
The ability to complete assignments in all types of weather and ever-changing and sometimes allergenic environments in patient homes, including extreme heat, humidity, dust, contamination, cleaning supplies, etc.
May be exposed to patients with infectious diseases.

The foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.

JMHS is committed to the full inclusion of all qualified individuals. As part of this commitment, JMHS will ensure that persons with disabilities are provided reasonable accommodations. If reasonable accommodation is needed, please contact the Human Resources Department. JMHS is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.

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Johnson Memorial Health Services

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