Mkt VP HR Operations AZ/NV

Overview

CommonSpirit Health is a nonprofit, Catholic health system dedicated to advancing health for all people. It was created in February 2019 by Catholic Health Initiatives and Dignity Health. With its national office in Chicago and a team of over 150,000 employees and 25,000 physicians and advanced practice clinicians, CommonSpirit operates more than 2,000 care sites from clinics and hospitals to home-based care and virtual care services. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities, advocating for those who are poor and vulnerable, and innovating how and where healing can happen -- both inside our hospitals and out in the community.

Located conveniently in the heart of Phoenix Arizona. St. Josephs Hospital and Medical Center is a 571-bed not-for-profit hospital that provides a wide range of health social and support services. Founded in 1895 by the Sisters of Mercy St. Josephs was the first hospital in the Phoenix area. More than 125 years later St. Josephs remains dedicated to its mission of caring for the poor and ~~~ are extremely proud to be a nationally recognized center for quality quaternary care medical education and research. St. Josephs includes the internationally renowned Barrow Neurological Institute Norton Thoracic Institute Cancer Center at St. Josephs Ivy Brain Tumor Center and St. Josephs Level I Trauma Center (which is verified by the American College of Surgeons). The hospital is also a respected center for high-risk obstetrics neuro-rehabilitation orthopedics and other medical services. St. Joseph's is considered a sought-after destination hospital for treating the most complex cases from throughout the world. Every day approximately 20 percent of the hospital's patients have traveled from outside of Arizona and the United States to seek treatment at St. Joseph's.U.S News & World Report routinely ranks St. Josephs among the top hospitals in the United States for neurology and neurosurgery. In addition St. Josephs boasts the Creighton University School of Medicine at St. Josephs and a strategic alliance with Phoenix Childrens ~~~. Josephs is consistently named an outstanding place to work and one of Arizona's healthiest employers. Come grow your career with one of Arizona's Most Admired Companies.Look for us on Facebook and follow us on Twitter.For the health of our community...we are proud to be a tobacco-free campus.

As the community's only not-for-profit faith-based healthcare system; Dignity Health Nevada has been guided by the vision and core values of the Adrian Dominican Sisters for more than 70 years. As the Henderson and Las Vegas communities grow, Dignity Health-St. Rose Dominican facilities and its more than 3400 employees will continue the Sisters' mission of serving people in need. Dignity Health is dedicated to providing compassionate high-quality and affordable patient-centered care with special attention to the poor and underserved.

The Market VP-Human Resources provides oversight of the full range of operational and strategic Human Resources activities within CommonSpirit Health to an assigned Market. This market will include botht the Arizona and Nevada facilities. Ensures the efficient implementation of a single CommonSpirit Health Human Resources delivery model which aligns the HR structure, processes and systems with CommonSpirit Health System HR strategies. The incumbent continuously refines the role of Human Resources within the assigned Market to ensure that Human Resources operates with its business partners as a dynamic and fully integrated service line. The Market VP-Human Resources directs the HR team and formulates partnerships across the HR team and COE to deliver value-added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.

Responsibilities

Essential Key Job Responsibilities:

Collaborates with Market and/or Division Financial, Operational, and HR leaders to drive effective management of human capital costs resulting in a positive ROI. Accelerates the development of Human Resources culture, talent, structure, systems and processes.

Advises management and ensures compliance with laws and regulations pertaining to human resources. Develops processes and programs that ensure readiness and compliance in a highly regulated healthcare environment.

Develops, implements and oversees education/training programs and vehicles that support strategic objectives and address operational and regulatory requirements. Conducts needs analysis, perform research, design related staff or management training and organizational development programs and ensures consistency of messages.

Develops long-term relationships with organizations, educational institutions and individuals that will enhance the talent pipeline flow toward the healthcare profession in general, and the Market in particular. May be assigned to Division and/or System projects and initiatives.

C ore Competencies:

Driving for Results - Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from the achievement, creativity and continuous improvement. Goes the extra mile.

Technical Competence - Demonstrates breadth and/or depth of professional/technical skills and capabilities required for position; shares knowledge; sets or contributes to the Company's direction within area of expertise.

Building Partnerships & Teamwork - Identifying opportunities and taking action to build strategic relationships between one's area and other areas, teams, department, units or organizations to help achieve business goals. Resolves issues and problems, and makes a significant contribution to team efforts.

Building Trust - Interacting with others in a way that gives them confidence in one's intentions and those of the organization.

Leading Through Mission, Vision & Values - Keeping the organization's mission, vision and values at the forefront of associate decision making and action.

Facilitating Change - Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace.

Patient/Customer Focus - Ensuring that the patient/customer perspective is a driving force behind our actions and business decisions; crafting and implementing service practices that meet patients'/customers' and own organization's needs. (Focus also includes internal and external customers.)

Functional Competencies:

Planning: Tactical, Strategic - Knowledge of effective planning techniques and ability to contribute to operational (short term), tactical (1-2 years) and strategic (3-5 years) planning in support of the overall business plan.

Decision Making and Critical Thinking - Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.

Human Resources Planning and Development - Knowledge of policies, considerations and processes of human resources (HR) planning and development; ability to plan and develop an organization's HR operations in order to increase individual and organizational effectiveness.

Employee Relations - Knowledge of the rights and obligations in the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations.

Human Resources Policies, Strategies and Environment - Knowledge of major responsibilities, accountabilities, and organization of the Human Resources (HR) function or department; ability to use and effectively administrate the organization's HR policies, strategies and environment.

Influencing - Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.

Labor Relations - Knowledge of the rights and obligations for the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations in a unionized work force.

Qualifications

Required Education and Experience: Minimum of seven years leading and executing progressive business, workforce and operational strategies; Five years experience in all aspects of the planning, design, management and administration of Human Resources policies, programs and practices within a complex, multi-site organization. Master's degree or a combination of education and/or additional job related experience in lieu of the degree.

Required Licensure and Certifications: PHR, SPHR, SHRM-CP or SHRM-SCP preferred.

Required Minimum Knowledge, Skills, Abilities and Training: Demonstrated employee relations experience with a working knowledge of recruitment, training delivery, benefits and compensation theory/administration.

Pay Range

$101.73 - $123.84 /hour

We are an equal opportunity/affirmative action employer.