HR Consultant & Implementation Analyst

Min

USD $37.43/Hr.

Max

USD $58.02/Hr.

Overview

Contributes to consulting, problem solving and implementation of assigned projects within the HR division.  Conducts analyses of data and/or information associated with assigned projects based on defined stakeholders needs. Provides recommendations for improvements and associated solutions.  Participates in the end-to-end implementation of solutions to achieve key outcomes.  Embodies the Memorial Health Values of Safety, Integrity, Quality, and Stewardship that support our mission and vision.

Qualifications

Education:

• Bachelor’s degree in human resources management, business, legal or equivalent required

Licensure/Certification/Registry:

• Flawless Consulting within one year of hire

 

Experience:

• Minimum of 3 years relevant healthcare experience; preferably in a hospital or larger health system setting
• Experience in a consulting capacity (internal or external), working with organizational leaders and key stakeholders to define issues, set goals and establish outcomes preferred
• Preferred background in shaping and overseeing implementation of organization-wide policies, processes and/or tools, preferably in HR

 

Other Knowledge/Skills/Abilities:

• Analytical Thinking: Developing a deeper understanding of a situation, issue or problem by breaking it down or tracing its implications step-by-step. It includes organizing the parts of a situation, issue or problem systematically; making systematic comparisons of different feature or aspects; setting priorities on a rational basis; and identifying time sequences, causal relationships, or if-then relationships.
• Collaboration: Ability to work cooperatively and inclusively with other individuals and/or teams not formally lead; working together as opposed to working separately or competitively.
• Communication: Ability to use written and spoken communication in formal and informal situations to convey meaning, build shared understanding, and productively move agendas forward.
• Human Resource Management: Ability to implement staff development and other management practices that represent contemporary best practices, comply with legal and regulatory requirements, and optimize the performance of the workforce, including performance assessments, alternative compensation and benefits methods, and the alignment of human resource practices and processes to meet the strategic goals of the organization.
• Information Technology Management: Ability to see the potential for administrative and clinical technologies to support process and performance improvement; actively sponsors the continuous seeking of enhance technological capabilities.
• Initiative: Ability to identify a problem, obstacle or opportunity and then take action in light of identification to address current or future problems or opportunities. Initiative emphasizes proactively doing things and not simply thinking about future actions.
• Innovation: Ability to approach one’s work and the organization in new and breakthrough ways, including applying complex concepts, developing creative new solutions, or adapting previous solutions in promising ways.
• Process and Quality Management: Ability to analyze and design or improve an organizational process, including incorporating the principles of high reliability, continuous quality improvement, and user-centered design.
• Project Management: Ability to plan, execute and oversee a multi-year project involving significant resources, scope and impact.

Responsibilities

Partners and coordinates large and small-scale projects. Exercises good project management discipline and rigor in managing tasks, deliverables and needed resources. Completes projects within prescribed timeline and budget. Recommends scope changes and ensures they are evaluated, communicated and approved by the appropriate parties prior to implementation. Participates in evaluating implementations and makes adjustments accordingly.

 

Conducts analyses of qualitative and quantitative data associated with assigned project; seeks input from stakeholders to determine process improvements and simplifications with assignments.

 

Partners, coordinates and synchronizes efforts across HR (i.e. COEs, HR Business Partners, Communications) to ensure programs and services in assigned area(s) are deployed in a system-wide, integrated, and consistent manner.

 

Participates in process transformation by identifying, prioritizing, and implementing improvement opportunities aligned with HR st