AVP Human Resources

Employer
MedStar Health
Location
Washington, DC
Posted
Oct 20, 2019
Closes
Oct 23, 2019
Ref
423158719
Function
Human Resources
Industry
Other
Hours
Full Time
MedStar Health is dedicated to providing the highest quality care for people in Maryland and the Washington, DC, region, while advancing the practice of medicine through education, innovation and research. Our 30,000 associates and 5,400 affiliated physicians work in a variety of settings across our health system, including 10 hospitals and more than 300 community-based locations, the largest visiting nurse association in the region, and highly respected institutes dedicated to research and innovation. As the medical education and clinical partner of Georgetown University for more than 20 years, MedStar is dedicated not only to teaching the next generation of doctors, but also to the continuing education and professional development of our whole team. MedStar Health offers diverse opportunities for career advancement and personal fulfillment. VA 2019-10-16T03:04:40Z Full Time * Job Summary + The HR Assistant Vice President (AVPHR) oversees HR Business Partners and/or HR management and models all the same competencies while developing and executing overall human resources strategy under the direction of the Vice President of Human Resources. The AVPHR leads HR teams supporting a region or several locations and works with VPHR and executive team to discuss business operations and human capital initiatives. The AVPHR provides leadership for building annual budgets and supports annual operating plans. This position has decision making authority to help shape policies and procedures and assists in developing high level workforce strategies. The AVPHR works to integrate people into the full scope of business operations evaluating how the impact of human capital benefits the overall organization. This position supports the focus on leadership coaching and development, to include maintaining a team of high performing human resources professionals. This position also plays a significant role creating and sustaining an environment to attract and retain a diverse and inclusive workforce. The AVPHR functions as a strategic partner to VPHR and senior leadership providing counsel and advice to the executive teams, entity president/s and board. * Minimum Qualifications + CONSIDERATION WILL BE GIVEN TO AN APPROPRIATE COMBINATION OF EDUCATION/TRAINING AND EXPERIENCE. + + Education/Training o Bachelor's degree in Human Resources Management/ Development, Industrial Relations, Business Administration, or other closely related field required. Master's degree preferred. + + Experience o Minimum of 10 years' experience in human resources required. Must have progressively more responsible related HR work experience in an organization of comparable complexity and scope, to lead and direct various human resources functions. In-depth and up-to-date knowledge of talent acquisition, talent management, compensation, benefits, labor and associate relations law and HR technology. + + License/Certification/Registration o HR certification preferred (SHRM-CP or PHR) + + Knowledge, Skills & Abilities o Excellent verbal and written communication skills, as well as effective presentation skills. Extensive knowledge of principles, practices and functions of effective human resource management. Demonstrated ability to develop HR professionals and others within the organization. Ability to model core values, integrity and accountability in all interactions. Demonstrated ability to understand and apply information that contributes to the organization's strategic plan. Advanced analytical skills necessary to interpret information to make complex business decisions and recommendations. Ability to develop and direct organizational initiatives and processes. Strong conflict management, relationship management, interpersonal and negotiation/persuasion skills. Strong complex problem-solving abilities. Demonstrated ability to influence change and drive alignment and buy-in at all levels in business units across organization. * Primary Duties and Responsibilities + o Develops and contributes to the achievement of established department goals and objectives and adheres to department policies, procedures, quality standards and safety standards. Ensures compliance with hospital/facility policies and procedures and governmental/accreditation regulations. + o Oversees the formulation and implementation of entity Human Resources strategy, operating plans, policies and procedures in accordance with the mission of the organization and in partnership with entity senior leadership. + o Leads efforts for all levels throughout the organization(s) on key operational initiatives such as associate engagement, retention, recruitment, diversity, inclusion and leadership development. + o Regularly participates in the development of entity-wide plans, goals, and objectives as a member of the senior leadership team and membership on various entity specific and corporate committees. Interfaces, coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed. + o Serves as a consultant to senior leaders on all Human Resources matters. + o Develops and approves departmental goals, objectives, and budgets for all Human Resources functions and activities. + o May direct or manage the delivery of compensation and human resource information systems work toentity leaders and associates. May also analyze, evaluate, and assist with compensation planning, and may direct or enhance departmental reporting capabilities. + o Directs and advises senior HR staff on complex/high-risk employee relation issues and labor relations programs. Appropriately identifies and coordinates cases with legal counsel as necessary and leads the entity(s) efforts to maintain direct working relationships with non-represented associates, ensuring readiness to address potential organizing activities. + o Develops and contributes to the achievement of established department goals and objectives and adheres to department policies, procedures, quality standards and safety standards. Ensures compliance with hospital/entity policies and procedures and governmental/accreditation regulations. + o Ensures compliance with all applicable local, state and federal labor and employment laws and employee relations statutes and regulations. + o Participates in multidisciplinary quality and service improvement teams as appropriate. Participates in meetings, serves on committees and represents the department and hospital/facility in community outreach efforts as appropriate. + o Directs determination-of-need and cost-benefit analysis for proposed new programs, equipment and services. + o Represents entity to outside government accreditation agencies on Human Resources issues. Maintains a viable presence in the community through participation in scheduled events and meetings with government officials and civic leaders. + o Directs determination-of-need and cost-benefit analysis for proposed new programs, equipment and services. + o Regularly participates in the development of entity-wide plans, goals, and objectives as a member of the HR leadership team and membership on various entity specific and corporate committees. Interfaces, coordinates activities and collaborates on decisions with key individuals within MedStar Health as needed. + o Assumes other duties and responsibilities that are appropriate to the position and area. The above responsibilities are a general description of the level and nature of the work assigned to this classification and are not to be considered as all inclusive. About MedStar Health MedStar Health is dedicated to providing the highest quality care for people in Maryland and the Washington, DC, region, while advancing the practice of medicine through education, innovation and research. Our 30,000 associates and 5,400 affiliated physicians work in a variety of settings across our health system, including 10 hospitals and more than 300 community-based locations, the largest visiting nurse association in the region, and highly respected institutes dedicated to research and innovation. As the medical education and clinical partner of Georgetown University for more than 20 years, MedStar is dedicated not only to teaching the next generation of doctors, but also to the continuing education and professional development of our whole team. MedStar Health offers diverse opportunities for career advancement and personal fulfillment. + CONSIDERATION WILL BE GIVEN TO AN APPROPRIATE COMBINATION OF EDUCATION/TRAINING AND EXPERIENCE. + + Education/Training o Bachelor's degree in Human Resources Management/ Development, Industrial Relations, Business Administration, or other closely related field required. Master's degree preferred. + + Experience o Minimum of 10 years' experience in human resources required. Must have progressively more responsible related HR work experience in an organization of comparable complexity and scope, to lead and direct various human resources functions. In-depth and up-to-date knowledge of talent acquisition, talent management, compensation, benefits, labor and associate relations law and HR technology. + + License/Certification/Registration o HR certification preferred (SHRM-CP or PHR), o Excellent verbal and written communication skills, as well as effective presentation skills. Extensive knowledge of principles, practices and functions of effective human resource management. Demonstrated ability to develop HR professionals and others within the organization. Ability to model core values, integrity and accountability in all interactions. Demonstrated ability to understand and apply information that contributes to the organization's strategic plan. Advanced analytical skills necessary to interpret information to make complex business decisions and recommendations. Ability to develop and direct organizational initiatives and processes. Strong conflict management, relationship management, interpersonal and negotiation/persuasion skills. Strong complex problem-solving abilities. Demonstrated ability to influence change and drive alignment and buy-in at all levels in business units across organization.

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