- Bachelor's Degree
- Master's Degree
- Organization Design
- Human Resources
As Talent & Organizational Performance Manager you will manage employee support, leadership development, accountability and achievement of overall goals. You will foster relationships with department leadership and provide counsel and guidance on issues relevant to employee and department goals and objectives. You will ensure site compliance with Joint Commission and lead and support efforts to increase employee and patient satisfaction, as well as the overall strength of the workplace. You will constructively interact with union representation and employees regarding employee and labor relations.
Manages operational projects and initiates value-added projects to increase employee engagement and patient satisfaction. Serves as key participant in creating, planning, and implementing strategic initiatives with accountability for the effectiveness of programs and processes.
Partners with business leaders to help strengthen the overall work environment and to ensure decisions affecting employees are based on data in alignment with our strategic goals. Develops strong relationships at all levels to facilitate attainment of goals.
Provides generalist support with limited direction from HR leadership; implements, interprets, communicates and, where appropriate, recommends HR policies and procedures for implementation.
Provides consultation and coaching to department heads regarding HR and business issues from a strategic standpoint to include coaching on effectively leading their teams, navigating and resolving employee relations issues and managing talent development programs. Makes recommendations to meet department needs and mitigate any potential risk.
Serves as a key change leader and champion of Health System and facility culture and values.
Coordinates and assists with planning and execution of a broad range of HR programs including employee relations, compensation, organization design/change, performance management, recognition programs, workforce planning/headcount management, talent management, learning and development and manager engagement.
Proactively manages HR systems and reporting vehicles to maintain high integrity of employee and organizational data; provides management information, data analysis, metrics and tools that give insight on people issues including retention and career development.
Collaborates with HR colleagues to ensure the delivery of high quality HR services to the business. Partners with Corporate and Shared Services to drive people development and results oriented performance.
Participates and/or leads investigations of employee grievances, claims of violations of facility policies and procedures and works with department heads to take appropriate actions.
Prepares documentation for and participates in contract negotiations and arbitration hearings, as needed. Monitor implementation of policies and ensures compliance with terms of collective bargaining agreements. Advises managers in interpreting collective bargaining agreements and policies and mediates between employees and union representatives, identifying legal issues
Bachelor’s Degree in Human Resources, Business Administration or related field, required. Master’s Degree, preferred.
SHRM certification, preferred.
Minimum of three (3) years Human Resource generalist experience in a union environment, required.
Knowledge of labor laws (EEOC, FLSA, FMLA, ADA, NLRA) and HR fundamentals, required.
Proficient PC and Microsoft application skills, required. Knowledge of Taleo and PeopleSoft, preferred.
Exceptional negotiation skills and strong interpersonal skills to support, advise, coach and influence others, required.
Ability to interact with all levels of management/staff and across company lines, and conduct presentations to diversified audiences, required.