VP Human Resources Operations - Acute Care

The Vice President of HR Operations - Acute Care is a strategic leader responsible for overseeing HR operations within the health systems acute care settings. This role collaborates with senior leadership, HR Centers of Excellence (CoEs), and HR leaders for the deployment of HR strategies, initiatives and resources. It also ensures alignment between HR practices and organizational goals, fosters a high-performance culture, and delivers innovative HR solutions that drive operational excellence and employee engagement. This role is a critical blend of strategic oversight and practical execution, aimed at optimizing HR processes and enhancing the overall leader and team member experience.  

1.    Strategic Leadership (20%)
Collaborates with senior leadership, Centers of Excellence (CoEs), and HR leaders for the deployment of HR strategies and resources. 
Develop and execute HR strategies that support the acute care division's business objectives.
Collaborate with senior executives to align HR policies with organizational goals.
Serve as a strategic advisor on workforce planning, talent management, and organizational design.

2.    Operational Oversight (20%)
Oversees HR operational functions in the acute care setting, including employee engagement, talent management, change management initiatives, and compliance.
Ensures the development and implementation of streamlined processes to improve efficiency.
Monitors HR metrics to assess the impact of HR initiatives and adjusts strategies accordingly.

3.    Employee Engagement and Culture (20%)
Drive initiatives that enhance team member satisfaction and retention within the acute care settings.
Leads efforts to maintain a supportive and dynamic workplace culture.

4.    Talent Management and Development (10%) 
Designs and implements talent retention strategies tailored to the needs of the acute care division.
Collaborates with HR COEs in development programs to ensure a strong succession pipeline, enhance team member competency and support career growth.

5.    Compliance and Risk Management (10%)
Ensures adherence to federal, state, and local labor laws and regulations.
Manages HR-related risks and develop mitigation strategies.
Oversee audits and reporting related to HR functions.

6.    Change Management (20%) 
Support organizational transformation initiatives by managing HR-related aspects of change.
Ensure seamless communication and collaboration during periods of change to minimize disruption.
 

Experience: 10 years of progressive professional HR experience (with a minimum of two years working in the Health Care industry and five years serving in an HR leadership position). 

Education: Bachelor's Degree in Human Resources, Business Administration or related field.

Certification: SPHR or SHRM-SCP preferred