MARKET SUMMARY:
Piedmont Medical Center, Rock Hill
Established in 1983, our 288-bed full-service hospital serves the residents of York County and beyond. As your premier healthcare system, we are committed to ensuring that all patients have access to the highest quality of care. Through innovative programs, collaborations, and technological advances, we continuously expand our scope of services to meet the needs of our growing community. We have been recognized for our growth and leadership and are very proud of the numerous accolades and designations we have received from our industry.
Piedmont Medical Center, Fort Mill
Fort Mill Medical Center is a new, state-of-the-art, 100-bed facility in Ft. Mill, SC that is one of three campuses of Piedmont Medical Center in Rock Hill. Piedmont also operates a free-standing emergency department on Gold Hill Road in Ft. Mill. The new facility includes a three-story bed tower, a helipad, and room for future expansion.
POSITION SUMMARY:
The Market Chief Human Resources Officer serves the hospital and group leadership team as the strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues representing specific hospital or market needs. The Market CHRO will ensure implementation and application of agreed-upon HR processes, systems, policies, and programs and lead escalation and resolution of employee relation matters. In addition, this role will be the lead HR functional liaison to a specific hospital or market accountable to attract, develop, and retain key talent. The Market CHRO will also act as the Key liaison to “broker” the HR service delivery model ensuring that the appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design, and restructuring. Accountable to ensure oversight and governance of group and hospitals HR processes, systems, and policies.
FUNCTIONAL EXPECTATIONS & REQUIREMENTS:
- Acts as a point of contact to the business for all HR-related services and solutions.
- Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives.
- Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency, and contract labor.
- Acts as a catalyst to ensure the acquisition, development, and performance of leading talent and partners with members of the HR service delivery model to ensure sourcing, staffing, and onboarding needs are met.
- Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals.
- Drives the use of data analytics and external/internal insights to design innovative HR solutions based on short- and long-term business needs.
- Deploys innovative, business-relevant processes and solutions that drive the business strategy, talent management agenda, people engagement, and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements.
- Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement.
- Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness.
- Builds capability internally and coaches senior leaders on effective talent, organizational, and employee engagement strategies.
- Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiatives are managed in a predictable and controlled manner to ensure overall objectives are achieved.
- Leverages external networks to understand market trends, shape organizational strategy, and apply leading practices.
- Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit, and channel levels.
- Other duties as assigned.
REQUIRED SKILLS:
- 10+ years’ experience in providing Human Resources services, solutions, and leadership in roles of different levels of size, complexity, business model maturity, etc.
- Partnering with business leaders to develop, design, and implement relevant strategic human resources strategies.
- Ability to manage and develop senior HR functional and leadership capability.
- Led organization design, restructuring, and strategic workforce planning initiatives.
- Successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc.
- Experience creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment, and satisfaction.
- Highly skilled in executing “generalist” HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning, and organizational development.
- Diverse background in multiple industries and/or operating units within the same organization.
- Skillful at influencing senior leaders and diverse perspectives towards common goals.
- Able to surgically analyze and diagnose business and people performance, organizational climate, and culture and use data to create insights that drive higher thinking and outcomes.
- Ability to effectively balance enterprise and business-specific requirements through high-quality HR business partnering, superior consultative skills, and knowledge of the business.
- Developed, led, and implemented organization and functional change management strategies, initiatives, and processes.
- Ability to identify, develop, and retain high-quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability.
- Ability to effectively manage a budget, interpret a P&L, understand key business drivers, and has solid cost-benefit trade-off analysis and planning skills.
- Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations.
- Strong organization planning, critical thinking, and prioritization skills.
- Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals.
- Ability to develop strategies that can be translated into clear, concise, and actionable initiatives and action plans.
- Demonstrates strong courageous leadership skills in the ability to make balanced, difficult, and complex decisions in the face of opposition.
- A bachelor’s degree from an accredited university in Human Resource Management or related field. A master’s degree in human resources or related field is strongly preferred.
Tenet Healthcare complies with federal, state, and/or local laws regarding mandatory vaccination of its workforce. If you are offered this position and must be vaccinated under any applicable law, you will be required to show proof of full vaccination or obtain an approval of a religious or medical exemption prior to your start date. If you receive an exemption from the vaccination requirement, you will be required to submit to regular testing in accordance with the law.
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