Chief Human Resources Officer

As a member of the Executive Team, and reporting to the Chief Executive Officer, the Chief People Officer (Chief HR Officer) is directly responsible for the oversight of Human Resources, Workforce and Organizational Strategies, Marketing and Communications.

This position is intended to integrate a broader set of controls for the performance of strategic initiatives, and a broader set of controls for the performance of the TVHC workforce. The Chief People Officer (CPO) designs and implements strategies to recruit and develop an agile and high-functioning workforce that is responsive to the changing needs of TVHC and its mission. The CPO anticipates potential shifts in the industry and the workforce to develop and drive strategies that are advantageous for the organization, the employees, patients, and the community being served. The position requires strong, high functioning organizational skills, and interpersonal communication ability with the proclivity to engage staff at all levels. The Chief People Officer demonstrates knowledge and skill around ensuring the right people and skills are in place to meet the organization’s mission, vision, and values.

Tiburcio Vasquez Health Center is a non-profit community health center that is dedicated to promoting the health and well-being of our community by providing accessible, high quality care by integrating primary care, dental care, WIC support, mental health counseling, community health education and more.

Compensation: $200,000 - $220,000, depending on experience.

Oversees: Human Resources; Marketing & Communications.

Responsibilities:

• Workforce and Human Resources:
• Develops, and ensures that processes and systems are in place to effectively manage all aspects of human resources and workforce strategies and department.
• Applies advanced workforce planning techniques and tools to provide insight, data analysis, and recommendations on workforce development planning.
• Builds and develops relationships with workforce community stakeholders and partners. Particularly with educational and clinical institutions in TVHC’s priority areas.
• Develop and conduct, with input from other members of the Executive team, skill gap assessments to evaluate existing workforce needs and define strategic/critical roles.
• Meets regularly with other Executive and Expanded Management Team members to develop policies, solve existing and anticipated organizational problems, and develop/maintain a strategic plan for the controlled growth, expansion, and/or development of programs and sites for TVHC.
• Oversees HR staff in charge of recruitment function for TVHC, including job posting, applicant screening and interviewing, reference checking, salary negotiation, employment offers, new-hire orientations and completion of all necessary new-hire paperwork.
• Works with Sr. Director, HR to oversee the management of employee benefits programs, including health, dental, vision, life, disability, and retirement / savings plans, ensuring compliance with relevant regulations (e.g., ERISA, COBRA, Internal Revenue Service codes, etc.); manages vendor and broker relationships, insurance renewals, and benefits administration, and payroll.
• Collaborate with other executive leadership staff to ensure the successful completion of succession planning and leadership development plans including strategies for advancement (e.g., career ladders) and programs that address organizational needs and workforce gaps.
• Partner with HR in the development and implementation of the organization’s overall workforce strategy.
• Develop, oversee, and execute strategic approaches to pipeline and workforce development programs to address workforce gaps and forecasted needs.
• Develop and maintain standard tools, templates, and reporting frameworks in support of workforce and HR planning.
• Co-create the organization’s business planning, recruiting strategies, and strategic direction to develop a successful workforce structure.
• Implement strategies to foster diversity, equity, and inclusion (DEI) within the workforce, and use DEI values to guide relationships with community groups and business partners as applicable ensuring representation of the local community.
• Oversees the probationary and annual employee performance evaluations. Ensures support to supervisors on effective performance measurement and evaluation to ensure process is fair, clear, and comprehensive.

• Maintains familiarity with bargaining unit contract, pay scales, and positions. Assists HR staff in responding timely to all bargaining unit grievances; attends or assigns designees for all grievances and arbitration proceedings as needed.
• Ensures organizational compliance with relevant FQHC reg