Director, Contingent Workforce and Staffing

At Memorial Hermann, we pursue a common goal of delivering high quality, efficient care while creating exceptional experiences for every member of our community. When we say every member of our community, that includes our employees. We know that when our employees feel cared for, heard and valued, they are inspired to create moments that exceed expectations, while prioritizing safety, compassion, personalization and efficiency. If you want to advance your career and contribute to our vision of creating healthier communities, now and for generations to come, we want you to be a part of our team.

Job Summary

The Director, Contingent Workforce and Staffing will lead Memorial Hermann’s internal variable staffing pool (Central Staffing) which includes approximately 1,200 licensed and non-licensed clinical staff, non-clinical staff, and 21 administrative support team members. Responsibilities include interfacing with campus/divisional leadership (system wide) to project and assess variable staffing needs; recruit and retain a diverse pool of qualified staff to meet the needs of the organization, and ensure operational efficiencies/effectiveness. This position is responsible for structure, processes, and overall operations; researching and staying current of best practice; identify areas of opportunity/action plans; creating growth strategies; establishing short-term and long-term goals, and supporting metrics/reporting. The director will manage a diverse set of vendor/partners to provide external agency staffing (on a limited basis), including contract negotiation and management. This position will work closely with the Director, Talent Acquisition to establish recruitment goals/strategies, and marketing/advertising campaigns, and partner with payroll and information technology staff to create/ensure integrated processes for scheduling/staffing, and payroll functions.

Job Description

Minimum Qualifications

Education:  Bachelors of Business, HR Management, or other related field

Licenses/Certifications:  (None)

Experience / Knowledge / Skills:

• Five plus years managing staffing or operations (preferably in a healthcare or clinical staffing agency setting).

• Well rounded HR experience to include recruitment, employee relations, policy development, performance management, employee coaching and development, and payroll.

• Experience working with a staffing Vendor Management System (VMS) or staffing Vendor Management Provider (VMP) preferred.

• Experience with staffing agency management to include negotiating contracts and establishing rates and fee schedules.

• Excellent presentation and analytical skills with a strong proficiency using PowerPoint and Excel.

• Experienced in leading projects, consulting with senior leadership, developing budgets, and managing operations.

• Ability to communicate effectively and concisely from a verbal & written perspective.

• Experience with Workday preferred.

• Demonstrates commitment to the Partners-in-Caring process by integrating our culture in all internal and external customer interactions; delivers on our brand promise of “we advance health” through innovation, accountability, empowerment, collaboration, compassion and results while ensuring one Memorial Hermann.

Principal Accountabilities

• Creates/maintains a highly effective variable labor staffing model using best practice methodologies and platforms.

• Leads the Central Staffing team members and develops an innovative, cohesive, and responsive staffing organization.

• Identifies and implements integrated processes and technology such as VMS and time/scheduling technologies.

• Builds and manages a network of contract labor agencies (vendors) for both clinical and non-clinical temporary and traveler staffing needs. This includes establishing and managing vendor contracts, maintaining positive vendor relationships; and negotiating agency fees/rates.

• Works closely with hospital campus leadership to provide staffing coverage due to vacancies and growth.

• Develops staffing and recruitment strategies that attract and retain supplemental and contracted talent.

• Identifies ways to reduce contract labor spending and convert contracted labor to employees as appropriate.

• Provides the leadership to (3) managers and a department of approximately 25 employees to include performance reviews, coaching, development, hiring, terminations, etc.

• Serves as the member of the Disaster Command Center and leads the system labor pool