Chief Talent Officer

FLSA Employment Status: Exempt/Salary

JOB SUMMARY

The Chief Talent Officer is responsible for the overall administration, coordination, and evaluation of the human resource function including Talent Management, Talent Acquisition, On-Boarding, Benefits/Compensation, Payroll, Employee Relations, Performance Management, Training/Development, and HRIS/HR Metrics. This position manages all employees, students, and/or volunteers within the department and is responsible for the performance management and hiring of Human Resources employees.

Reporting Structure: Reports to the CEO or designee

Supervisory Responsibilities: Human Resources and Education staff

MINUMUM QUALIFICATION REQUIREMENTS

Education:

Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree highly preferred.

Work Experience: Must have a minimum of four (4) years in a Human Resources generalist and/or specialist role including recruitment, payroll, or benefits with two (2) years management experience required. Work experience in Human Resources healthcare preferred.

License/Certification

Society for Human Resources Management Certified Professional (SHRM-CP), or Professional in Human Resources (PHR), or Certified Human Resources Business Partner (HRBP), Certified Strategic Human Resources Business Partner (sHRBP) preferred.

CORE COMPETENCIES

SKILLS

People/Leadership

Customer Services

Communications

Organization Relations

Finance/Business Acumen

Diversity and Inclusion

Crisis Reduction/Critical Thinking

KNOWLEDGE

Quality/Safety

Leadership Principles

Healthcare Laws and Regulatory Agency Standards

Conflict Resolution

Human Resources/Employment Laws

Data Management/Synthesizing

Information Technology

ABILITIES

The ability to effectively lead others in achieving essential duties

The ability to effectively converse and actively listen to others concerning HMC matters

BEHAVIOR

Core Values/ Standards of Conduct

AIDET/Organizational Expectations

Abuse and Neglect of Adult Patient

Abuse and Neglect of Pediatric Patient

Acute Coronary Syndrome/Chest Pain Protocols

Biohazard Waste

CC Hand Hygiene

JOB SPECIFIC CORE COMPETENCIES

Skills

Conflict Resolutions/Mediation

Critical Thinking and Evidence based decision making

Knowledge

Employment Laws: Working knowledge of employment laws (local, state, and federal)

Employment Laws: EEOC, FMLA, OSHA, ADA, FLSA. ERISA, IRCA, Workers' Benefits/Compensation

Human Resources Best Practices: Advanced level HR Expertise

Abilities

Must be able to maintain the strictest confidentiality and employee privacy

Information driven

Behavior

Customer Service Focus

Critical Evaluation.

Global & Cultural Awareness

Diversity/Inclusion: Appreciation for differences, age, sex, gender, race, color, religion, nation origin, disability, generations, and cultures

Leadership & Strategic Navigation.

Relationship Management

Ethical Practices

Good judgement

ESSENTIAL FUNCTIONS

PEOPLE: Ensures department goals and objectives align with the HMC Mission and Values, policies and procedures, government, and regulatory agency standards.

Develops, trains, and coaches Human Resources staff

Develops and administers various human resources plan and procedures for all hospital employees.

Plans, organizes and controls all activities of the department.

Participates in developing department goals, objectives, and systems.

Evaluates reports, decisions and results of department initiatives in relation to established goals.

Recommends new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.

Participates in administrative staff meetings and attends other meetings

Maintains organizational charts and employee directory.

Compensation

Implements and annually updates the compensation program;

Rewrites job descriptions as necessary;

Conducts annual salary surveys and develops merit pool (salary budget);

Analyzes compensation;

Performance Management

Monitors the performance evaluation program and revises as necessary.

Reviews employee corrective action and performance improvement plans documentation and advises supervisor accordingly

Attends employee termination meetings

Employee Relations

Develops, recommends and implements Human Resources policies and procedures

Facilitates employee complaints, conduct investigations, and tracks problem resolution appeals process

Manages conflict resolution process for employees

Responds to UI claims and appeals

Conducts exit interviews

Prepares and maintains handbook on policies and procedures

Compliance

Ensures compliance with all federal, state and local employment laws.

Ensures policies and procedures reflect current employment laws and regulations in accordance with government employment laws and regulations.

Audits Human Resources FMLA, ADA, I-9, and other legal requirements to ensure compliance

Benefits

Performs benefits administration to include claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost-effectiveness, information activities program and cash flow.

Payroll

Manages the payroll system program

Talent Acquisition

Conducts recruitment effort for all position vacancies

Writes and places advertisements

Works with supervisors to screen and interview candidates; conducts reference checking

Extends job offers

Conducts new-employee orientations

Monitors career-path program and employee relations counseling

Establishes and maintains department records and reports.

QUALITY: Ensures department employees are accountable and adheres to all HMC policies and procedures, government laws, and regulatory agency standards.

Ensures employee accidents and safety compliance

Manages workers' compensation program

FINANCE: Works with the Executive Team to develop and implement operational and capital budgeting plans; determines department budgeting needs based on zero based budget; adheres to organization budget controls and meets department budget goals.

Ensures department budget, supplies, inventory, and cost allocation are aligned with the overall hospital budget.

OTHER DUTIES

Performs other assigned or required duties, special projects and employee events.

Participates and represents HMC at professional meetings and community events as requested.

May organize career fairs and recruiting events.

PHYSICAL DEMANDS

This job operates in a professional office environment. This role routinely uses standard office equipment.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; talk or hear. The employee must occasionally lift or move office products and supplies, up to 20 pounds.

Must be able to see with corrective eye wear

Must be able to hear clearly with assistance

May be exposed to infectious and contagious diseases

Able to handle emergency and/or crisis situations

May be required to wear protective equipment as necessary

Ability to perform effectively in a stressful and fast-paced environment.

Ability to pass all required health and other screening tests including random and reasonable suspicion drug screens.

PHYSICAL ABILITIES AND REQUIREMENTS

Activity

Occasionally (1-33%)

Frequently (34% to 66%)

Continuously (67% to 100%)

Sitting

X

Walking

X

Standing

X

Bending

X

Squatting

X

Climbing

X

Kneeling

X

Twisting

X

Lifting

X

Carrying

X

Pushing

X