Director of HR (Hospital) -TPR- San Antonio & Houston

POSITION SUMMARY: 
The Human Resources Director (HRD) is responsible for strategic workforce planning, as well as the day-to-day HR Operations.  He/she focuses on the acquisition, development and culture of the best talent, critical drivers to achieve the goal of becoming the best place to work in health care.  The HRD proactively works with leadership to manage the people metrics with the expected outcomes of minimal turnover, effectively managed SWB expense, high employee engagement, high quality patient care, and excellent experiences for all patients, visitors, physicians and employees.  This person will partner with the Market Presidents, Region Vice Presidents, Administrators and Business Office Managers to ensure alignment (where appropriate) with policies and salary administration.   

FUNCTIONAL EXPECTATIONS & REQUIREMENTS:  

Specific responsibilities include, but are not limited to: 

Leading implementation of human resource programs and initiatives 

• Employee Relations 
• Performance Management 
• HR Core Process Delivery 
• HR Administration 
• Recruitment/Retention 
• Onboarding 
• Support HR strategic projects as needed 

Goal/Performance Management 

• Process/tools 
• Manager and employee training 
• Goal-setting, mid-year reviews, year-end evaluations 
• Leadership/Management 

Facilitating training 

• Giving constructive, actionable, behavioral feedback 
• Conflict management 
• Performance management of low performers 

• Coaching/developing people 

Talent Planning/Assessment 

• Training/coaching/leading process by function 
• Identifying specific pipeline gaps and training needs 
• Following-up with managers on specific 'to-dos' at individual and departmental levels 
• Recruitment/retention programs 

Individual Development Planning 

• Process/tools 
• Training of managers and employees 

Service-Level Agreements 

• Overseeing and leading SLA process 

Employee Handbook/Policies/Procedures 

• Thoroughly reviewing and modifying as appropriate 

 Employee Relations  

• Providing ER support for field leadership as needed 

Leadership Survey 

• Helping leaders set improvement targets and develop specific action plans 
• Following-up to ensure communication, action-planning, and implementation occurs for all departments and functions 

Qualifications 

CANDIDATE EXPERIENCE, ATTRIBUTES AND EDUCATION REQUIREMENTS 

Experience of at least five to seven years in a top HR position 

Solid working understanding of core HR tools, resources, structure, processes 

Demonstrated track record of driving high organizational performance and high employee engagement 

Demonstrated ability to design, develop, align the organization, and lead the implementation of projects and initiatives 

Experience as Change Agent preferred 

Strategic leader able to build trust quickly with senior leaders, stakeholders, and staff members 

High emotional intelligence is required 

Ability to drive operational excellence including delivering flawlessly on the human resources fundamental elements 

Thought leader with stellar critical thinking abilities 

Ability to anticipate and proactively provide/propose solutions 

High business aptitude 

Experience in a union environment 

Comfortable with ambiguity and able to operate in such environment 

Education/Certifications 

BS degree in Business, HR Management or related field strongly recommended 

Master’s degree or SPHR preferred 

Professional Attributes 

A solid strategic thinker, with strong operational focus, good judgment and detail-oriented perspective. 

A well organized, decisive and self-directed individual with a strong ability to develop an organizational culture that fosters teamwork. 

Excellent work organization skills, ability to appropriately set priorities, and manage multiple demands. 

The ability to communicate effectively with diverse groups and to deliver high quality written and verbal presentations.  Excellent oral and written presentation skills, as well as strong PC skills. 

Must listen actively and accurately, encourage input from others.  Must coach and correct constructively to improve the performance of team members. 

Provide clear directions.  Maintain an ongoing dialogue with employees to ensure continual progress.  Bring out the best in employees. 

Interpersonally savvy, relating well to diverse groups of people throughout the org