Full Job Description
The MetroHealth System, Cuyahoga County’s public health system, and its staff of nearly 8,000 provides care at MetroHealth’s four hospitals, four emergency departments and more than 20 health centers and 40 additional sites throughout Cuyahoga County. The health system is home to Cuyahoga County’s most experienced Level I Adult Trauma Center, verified since 1992, and Ohio’s only adult and pediatric trauma and burn center. As an academic medical center, MetroHealth is committed to teaching and research. Each active staff physician holds a faculty appointment at Case Western Reserve University School of Medicine. Our main campus hospital houses a Cleveland Metropolitan School District high school of science and health. The MetroHealth System is committed to creating a healthier community.
Serves as a strategic Human Resources (HR) partner to the leadership of assigned departments and functions across The MetroHealth System (MHS), through consultation regarding employee and union relations, recruitment, staffing, compensation, performance management, and employee and organizational development needs. Collaborates with and serves as liaison to the HR Centers of Excellence (COE) teams to provide effective HR solutions to problems, plan and implement relevant initiatives, and build organizational effectiveness and high employee engagement. Advises and coaches members of management on methodologies to drive workforce planning and performance via talent management, employee engagement, succession planning, organizational effectiveness, and change management. Maintains a high level of business literacy about the assigned units’ financial positions, goals and strategic priorities to deliver quality business outcomes. Investigates and resolves complex HR matters, including internal and external complaints and grievances, equal employment opportunity (EEO) charges, unfair labor practice charges, disciplinary and performance matters, and unemployment hearings. Addresses and resolves critical employee and labor relations issues with eye toward risk reduction. Upholds the mission, vision, values, and customer service standards of The MetroHealth System.
1. Maintains a solid understanding of MHS organizational structure, mission, vision, guiding principles, values, organizational strategies and leadership competencies; keeps current with organizational and industry changes.
2. Builds effective working relationships with assigned MHS department/function leaders, partnering with them to assess long and short-term HR needs. Maintains an effective level of business literacy about the assigned unit's financial position, goals, strategic priorities, and its competition.
3. Proactively consults with internal clients and collaborates with HR COE teams to diagnose current and future HR-related needs and develop strategic solutions to improve critical business outcomes. In doing so, applies insight into the business environment and knowledge of workforce planning, employee engagement strategies, succession planning and management, and coaching and development. Executes and monitors ongoing effectiveness of HR strategies and programs.
4. Provides HR business support to assigned MHS departments and functions by:
a. Driving competitive morale and retention strategies for assigned business areas. Facilitating compensation and job reevaluation projects.
b. Coaching members of management to handle individual team members’ performance and increase team effectiveness. Engaging HR COEs and other internal and external resources to assist with the development and delivery of training as needed.
c. Developing action plans to address staffing needs. Partnering with leaders to navigate the position requisition process for approval of vacancies. Assisting with recruitment strategy, leadership interviews, and offers as needed.
d. Overseeing HR aspects of MHS department restructures, realignments and related workforce planning initiatives.
e. Driving effective HR communication within and across client organizations.
f. Assisting with change management to support the assigned business units’ overall functions and business strategy.
g. Responding to complex HR issues, including interpretation and application of System policies, union contracts, and applicable laws. This may involve such issues as employee grievances, discipline, employee leave and medical issues, substance abuse and testing, wage and hour issues, equal employment opportunity (EEO) complaints, unemployment claims, System reorganization, and job creation, selection, and elimination. Recommends and implements strategy for resolution and risk reduction.
h. Developing, implementing, and reviewing internal HR and MHS policies and procedures in accordance with existing employment law and regulations, best practices, and existing systems and policies.
i. Supporting diversity recruitment and other organizational initiatives.
j. Assisting in the deployment of new HR-related systems and processes; providing training and problem solving, ensuring compliance, etc.
k. Analyzing HR metrics (i.e., exit interviews, turnover, overtime) and providing counsel as needed.
5. Advises, counsels, and guides managers regarding application of collective bargaining language and relations with union membership and leadership.
6. Partners with MHS departments, including Legal, Compliance/Privacy, and Public Safety, to assess and manage risk and coordinate handling of HR-related issues. Provides support regarding HR-related legal matters, litigation, and matters before regulatory agencies.
7. Incorporates principles of teamwork with all organizational levels for the resolution, completion and follow-up to various responsibilities.
8. Keeps current with innovative and cutting-edge technologies, social networking and other business communication practices, emerging HR trends and related legislative developments by participating in continuing education courses, professional organizations, seminars and workshops; reading current literature and maintaining professional contacts within the community.
Bachelor's degree in Human Resources or related field, or any equivalent combination of education, training, and experience, in addition to the experience stated below.
Seven years of progressive professional Human Resources experience including substantive work in various HR functional areas, including Total Rewards, Employee Relations, Labor Relations, Performance Management, Workforce Strategy, Talent Management, and Organizational Development.
Ability to think strategically, synthesize business data, and develop innovative and holistic HR solutions that are forward thinking, growth oriented, and value added.
Decisive and focused, understands what needs to be done and moves quickly to that end.
Possesses excellent communication and interpersonal skills with the ability to adjust style as needed to develop effective relationships with all levels of leadership, employees and peers.
Proficiency with Microsoft Office Suite; familiarity with Applicant Tracking or HRIS Systems; ability to convey technical information to layperson audiences.
Master’s Degree in Human Resources or related field.
Experience working in Human Resources in a decision-making capacity for a large, complex organization.
Certified HR Professional through SHRM (CP/SCP) or HRCI (PHR/SPHR).
Experience in labor contract negotiations, interpretation and administration of collective bargaining agreements, and grievance processes.
Familiar with Joint Commission, ODH, CARF, and other healthcare related standards.
Familiarity with a hospital or medical system setting.
May need to move around intermittently during the day, including sitting, standing, stooping, bending, and ambulating.
May need to remain still for extended periods, including sitting and standing.
Ability to communicate in face-to-face, phone, email, and other communications.
Ability to read job related documents.
Ability to use computer.