MSO-VP of Human Resources

---

Job description

Overview:

CarePoint Health is one of New Jerseys leading health care systems comprised of three long-standing and highly-regarded hospitals Christ Hospital in Jersey City, Hoboken University Medical Center and Bayonne Medical Center. CarePoint united three area hospitals to provide 360-degree-coordinated care by integrating the medical facilities and physician networks associated with these institutions. With over 4,500 employees, CarePoint is the largest private employer in Hudson County, New Jersey and each year provides care to over 300,000 individuals.

CarePoint prides itself on its patient-focused approach to care delivery, with an emphasis on preventative medicine, health education, and disease management. Leveraging its vast network of physicians and healthcare experts, CarePoint is quickly becoming recognized as a leader in the broader healthcare landscape as it pioneers creative solutions to address urgent population health needs.

Responsibilities:

Role Highlights & Desired Experience and Skills:

The Vice President, Human Resources Strategic Partner contributes to the achievement of business strategy by aligning Human Resources strategy, programs and processes to best meet and contribute to organizational success. There is a particular focus on attraction, development and retention of talent required to achieve the business goals. This role would manage six direct reports will work closely with the entire leadership team.

Position Highlights:

Business Support

Partner with senior management to realize the strategic vision and business goals by translating into organizational objectives and actions.

Coach and influence managers to ensure people requirements and implications are incorporated into strategic business planning.

Proactively build and maintain a network of key relationships to continuously understand business dynamics and appropriately influence business decisions.

Lead Human Resources teams to ensure consistency of approach and overall alignment to strategic vision and guidelines.

Support the Human Resources team in personal and professional development.

Talent Acquisition

Play Human Resources Lead role in collaboration with Key Executive team members when hiring senior leader roles

Provide training and oversight to business leaders to ensure consistent adherence to talent acquisition processes.

Identify recruitment challenges and strategize with Human Resources teams to determine solutions.

Deliver strategic/key talent acquisition against agreed metrics.

Talent Development / Talent Retention

Ensure clear succession plans are in place for key roles, identify gaps and build requirements into strategic workforce plans

Partner with senior leadership teams to identify the next generation leaders, high potentials and align development programs/opportunities.

Ensure effective application of the performance management process.

Identify key areas of concern -high performing & high potential employees, at risk employees, critical skillsets-and ensure clear retention plans are developed and executed while partnering with leadership as appropriate.

Organization Design / Strategic Workforce Planning

Work with senior business leaders to review and redesign organizational structures in support of strategic objectives that enhance organizational effectiveness.

Ensure change management best practices are deployed as required.

Manage significant restructuring projects to meet organizational goals while mitigating legal and financial impact to the company.

Culture / Employee Engagement

Play a leadership role in implementing key, long-term strategic programs in the areas of employee value proposition and organizational culture.

Develop and sustain effective two-way feedback channels with senior leaders and employees. Develop and lead follow-up of feedback from employee surveys.

As an employee advocate, proactively conduct environmental scans to identify insights and escalate themes to organization leaders to improve the employee experience. This may include holding virtual or onsite focus groups.

Use data to identify employee relations trends by leveraging metrics to diagnose organizational effectiveness and proactively develop the training and process improvements for prevention.

Analyze exit interview data to make recommendations for improvement.

Collaborate with leaders to proactively respond to shifting organization needs and associated employee implications.

Labor Relations / Employee Relations

Leads and facilitates the Employee Relations and Labor Relations related functions.

Maintains, develops, recommends, and implements objectives, policies, and procedures.

Communicates with leadership regarding employee and or labor relations concerns; and provides guidance and recommendations for resolution of issues.

Counsel leadership on concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws.

Assists leadership in understanding and implementing organization policies related to performance, discipline, and related topics.

Create scalable and sustainable best practice employee relations and labor relations strategies and the framework for how to execute them to ensure a positive and effective employee experience.

Identify impacts of ineffective or inconsistent management practices through monitoring and investigations of employee relations issues and make recommendations for remediation.

Monitor and analyze external trends, regulatory changes, and legal updates to take appropriate actions to help mitigate risk.

Partner with legal and people leaders to provide consultation on discipline and termination issues.

Compensation & Benefits

Partner with the Chief Financial Officer and senior leaders to address challenges and develop solutions ensuring the organization remains competitive and market-relevant for total compensation.

Partners with Benefit Vendors to review and develop a competitive Total Rewards package for the organization.

Identify compensation challenges in specific markets or within job families in collaboration with HR teams to develop creative solutions on a continuous basis.

Human Resources Operations

Human Resources Budgeting & Control

Ensure Human Resources expenses are managed effectively, at budget, analyze variances and take necessary measures.

Proactively explore efficiency improvement areas.

Proactively make recommendations to spend Human Resources budget to optimize team performance and invest in team development.

Accountability for Human Resources Data Integrity

Ensure quality of Human Resources data including personnel files and any other information for auditing.

Deliver reporting and insight to support business decisions.

Propose the creation of new systems and processes to streamline operations.

Own and track Human Resources metrics; maintain dashboards

Qualifications:

Minimum of eight - ten (8 - 10) years progressively responsible leadership experience in the field of human resources management, employee relations, and talent acquisition, development, and retention within the setting of a highly complex, matrixed, organization.