Senior Director of Human Resources - Human Resources

Overview

• Reporting to the NLH CEO, this position partners directly with NLH leadership and DH Human Resources leadership and Centers of Expertise (COE) to develop and drive strategic HR initiatives in support of organizational goals and objectives (short- and long-term) and to improve the overall effectiveness of the operation and the HR function.  At NLH this role will include oversight of HR functions at New London Hospital, New London Medical Group and Newport Health Center.
• Execute HR activities such as strategic staffing, employee relations consulting, talent management initiatives, organizational development initiatives, compensation planning and administration, change management, conflict management, equal opportunity/affirmative action, diversity and inclusion initiatives, leader consulting, HR communications.  Has a strong understanding of financials to help direct senior leadership decisions.
• Assess and anticipate HR related needs to ensure compliance and mitigate risk and liability while helping to drive employee engagement and retention by focusing on employee relations, learning and development, performance management, and employment law compliance.

Responsibilities

MAJOR RESPONSIBILITIES

CONSULTING

• Serve as primary point of contact to leadership for all HR-related needs and initiatives.
• Provide strategic HR consulting and coaching with the goal to influence leadership action.
• Maintain an effective level of literacy about the unit's financial position, strategic plans, culture and competition.
• Helps drive productivity and performance, using HR systems and analytics to understand issues, trends and recommended course correction. Includes disposition of key metrics, projected outlook, employee relations issues, reasons for labor turnover, etc.

STRATEGY

• Collaborate with leadership on organizational strategy, talent acquisition, learning and development, performance management, compensation, benefits, and employee and labor relations. Ensure alignment with COEs and include them in decision making, implementation and support.
• Translate organizational needs into plans of action to achieve organizational goals and strategies.
• Ensure human resource policy and procedure throughout the organization fit the needs, goals, and aims of the organization and its top leadership.

TALENT MANAGEMENT

• Partner with COE to develop and execute strategic talent management initiatives – addressing Workforce Planning, Talent Acquisition, Retention, Performance Management, Employee Engagement, Training & Development, and Succession Planning - to ensure alignment with overall goals.
• Help to deepen cross cultural competence in leaders and their groups through support of training efforts and diversity councils, as well as through the consideration of cross-cultural impact to hospital decisions.
• Partner with COEs, to provide guidance and input unit restructures, workforce planning and succession planning.
• Establish strategies to develop leadership and management bench-strength and succession readiness.
• Identify and facilitate the delivery of individual executive coaching needs.

CHANGE MANAGEMENT

• Enable change through education and influence of leadership while considering impacts on goals and objectives.
• Provide thought leadership related to strategic delivery of HR initiatives; reinforce value of HR initiatives.
• Manage HR program implementation to minimize disruption; partner with leaders to communicate and execute.

FACILITATE

• Partners with the Sr. Leadership Team and Centers of Expertise to ensure cohesive delivery of HR programs and services.  Is a Member of the Sr. Leadership Team.
• Foster partnerships across the HR function to deliver value-added service to management and employees.
• Applying a broad understanding of all HR programs, oversee execution of all annual and ad-hoc HR initiatives (ex. Annual Pay Review Cycle(s), Performance Planning Process, Talent Management Review, Promotion Process and Review, Employee Engagement Review, Workforce Planning Initiatives).
• This position has direct supervisory responsibilities for Human Resource Business Partners.  Applies depth and/or breadth of HR expertise as a coach or mentor for other positions in the department or in the development of company-wide HR initiatives and strategies.

 

PERFORMANCE EXPECTATIONS - DIRECTOR

Patient Focus:  Places, first and foremost, the quality of the care and safety of the patient/resident first. Does the right thing for the patient and resident. Maintains disciplined