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Director HR Operations, Pendleton, OR


Organization: CommonSpirit Health
Category: Director
Location: Pendleton, OR
Date Job Posted: February 18, 2021
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Director HR Operations

Requisition ID 2021-155777
Employment Type Full Time
Department Human Resources
Hours / Pay Period 80
Shift Day
Standard Hours Monday-Friday
Facility / Process Level: Name CHI St. Anthony Hospital Location OR-PENDLETON

Overview

CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S. & from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

Responsibilities

  1. Works with senior leadership to develop and implement a system-wide Human Resources strategy and initiatives, which support, align and maximize the overall performance of the organization in its achievement of the strategic plan, corporate values, mission and vision.
  2. Formulates the departmental annual budget and operates the department within budgetary constraints.
  3. Create short and long term recruitment and employment initiatives and strategies based on organizational objectives, market supply and demand and employment forecasts.
  4. Assures that recruitment and selection processes comply with uniform guidelines and that human resources staff and hospital managers are trained in interviewing/selection procedures; assures appropriate and cost-effective recruitment and advertising methods are used and that relevant quality indicators are created and monitored to track employment effectiveness.
  5. Coordinates the hiring of new employees and providers to ensure the ongoing effectiveness of the hospital orientation program.
  6. Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
  7. Demonstrate skills of delegation and direction to others, utilizing good working relationship and communication behaviors.
  8. Supports and encourages staff involvement in the facility-wide PI program.
  9. Consults with managers and employees on human resources policy interpretation, procedures, and programs, including FMLA and ADA issues.
  10. Provides day to day performance management guidance to line management (i.e. coaching, counseling, career development, disciplinary actions).
  11. Manage and resolve complex employee and labor relations issues. Conducts effective, thorough and objective investigations.
  12. Conduct regular meetings with respective business units.
  13. Consult with line management providing HR guidance when appropriate
  14. Assures that assigned staff maintains fully developed competencies in all aspects of labor relations and legal compliance processes and those individual employees are held accountable for achieving required performance levels and customer service standards.
  15. Assures compliance with all components of collective bargaining agreements and hospital policies / standards / procedures through interpretation and consultation to management.
  16. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required. Work with attorneys to prepare (and, in some instances, present) cases for arbitration review.
  17. Consults with management and acts as a liaison on organization changes including business unit restructure, role redesign, workforce planning, talent management and succession planning.
  18. Consults with Workers’ Compensation Department and SAH employees about work injuries; intercedes, as appropriate, when HR intervention is required for employees participating in transitional duty assignments.
  19. Assesses the education and training needs for business units and skills development and coaching for managers and staff; designs and implements training and/or works closely with Clinical Education RN to design and implement in-service training and programs. Participates in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
  20. Works with LEARN/Education Administrator, ensuring staff compliance with mandatory education requirements.
  21. Assures compliance (including guidance and interpretation) with all human resources related components of policies, union contracts, Joint Commission standards and Federal and Oregon State laws; updates and/or designs new employment policies, procedures, and guidelines to assure accurate reference documentation exists both internal and external to HR.
  22. Analyze trends and metrics in partnership with national, regional and local HR and SAH leadership to develop solutions, programs and policies.
  23. Works consultatively and in close collaboration with members of the Human Resources staff, and SAH managers to accomplish goals.
  24. Assists in conducting market studies and in resolving compensation issues and problems as required.
  25. Assists with design, communication, and implementation of compensation programs.
  26. Assures appropriate human resources-related recordkeeping systems and documentation is maintained related to incident reports, disciplinary actions, etc.
  27. May be responsible for special assignments and/or projects.

Qualifications

Education and Experience:

  • Bachelor’s degree in human resources management or business administration and a minimum of five years of recent, progressively responsible HR work experience, preferably in a professional generalist or management-level capacity.
  • Recent experience in a multi-site physician practice setting or other healthcare environment is strongly preferred.
  • Master’s degree in human resources management or related field is preferred.
  • Working knowledge of multiple human resource disciplines including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, federal and state respective employment laws.

Licensure:

  • PHR or SPHR certification is required (must complete within one year of employment).
  • Current and valid driver license is required.

Knowledge, Abilities, and Skills:

  • Excellent consulting skills.
  • Excellent client management and business literacy skills.
  • Strong conflict management skills.
  • Strong interpersonal and negotiation skills.
  • Excellent verbal and written communication skills and in group meetings/presentations.
  • Develop strong trusting relationships in order to gain support and achieve results.
  • Effectively envision, develop, and implement new strategies to address competitive, complex business issues.
  • Manage multiple business units in multiple locations.
  • Manage multiple conflicting priorities and meet deadlines with complete, accurate information and complete analysis of issues.
  • Be flexible and available to interact with employees at all levels.
  • Be self directed and motivated.
  • Take initiative to identify and anticipate client needs and make recommendations for implementation.
  • Knowledge of the principles, practices, standards, resources and tools applicable to multiple HR disciplines.
  • Ability to identify and address issues in a proactive, rather than reactive, style.
  • Ability to use office equipment and automated systems/applications/software at an acceptable level of proficiency.
  • Knowledge of applicable Federal and State laws affecting all areas of Human Resources.
  • Ability to abstract pertinent information and to reach sound conclusions from a variety of data.
  • Ability to keep abreast of new trends, developments and legal requirements affecting the area of responsibility.

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