Director, HR Operations

Director, HR Operations

• Granger, IN
• Human Resources
• Beacon Health System
• Full-time - Day - 8:00 - 5:00
• Req #: 226185

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Summary

In collaboration with the Vice President of HR Operations and Transformation will lead the transformation of our field-facing HR team. This role will be instrumental in driving strategic business partnerships, implementing data-driven people strategies, and providing comprehensive talent management support through a Pod approach.

MISSION, VALUES and SERVICE GOALS

• MISSION: We deliver outstanding care, inspire health, and connect with heart.
• VALUES: Trust. Respect. Integrity. Compassion.
• SERVICE GOALS: Personally connect. Keep everyone informed. Be on their team.

Strategic Leadership:

• Develop and execute a comprehensive HR operations strategy aligned with the organization's overall goals.
• Lead the transition of the field-facing HR team to a Pod model, ensuring seamless integration and optimal performance.
• Foster a culture of innovation and continuous improvement within the HR function.
• Lead through influence, coordinating HR programs and implementation across all business units to create a System approach.
• HR relationship management with the business, serving as a connector to Operations and their strategic priorities.

Change Management:

• Operationalize Beacon's 'HR Journey' roadmap and deliver on the Great Workplace Strategy and Tactics under the leadership of the VP, HR Operations & Transformation.
• Anticipate and identify potential barrier points to change and develop communications, training, and sustainment plans to drive user engagement, use, and adoption of HR programs, policies, processes and technology.
• Lead the Shared Services deployment as a cross-functional team member who serves as the 'voice of the field' to the HR team to develop change management strategies for the implementation of shared services.
• Utilize recognized change management methodology as an integral part of HR transformation.
• Develop and lead Train the Trainer sessions to lead change and educate the field on HR initiatives, programs, and policies.

Business Partnership:

• Build strong partnerships with key stakeholders across the organization, including executive leadership, clinical teams, and administrative staff.
• Provide strategic HR consulting and guidance on a range of people-related issues, such as workforce planning, talent acquisition, performance management, and employee relations.
• Anticipate future HR needs and proactively propose solutions to address emerging challenges.
• Serve as 'HR for HR', providing strategic consultation to the HR Senior Leadership Team and partnership with HR Centers of Expertise to develop and implement HR programs.
• Partner with the Director, Corp. Services HR, Associate & Labor Relations on HR Compliance and processes for Associate Relations investigations.

Data-Driven Decision Making:

• Leverage HR analytics and data insights to inform strategic decision-making and drive operational excellence.
• Develop and implement key performance indicators (KPIs) to measure the effectiveness of HR initiatives.
• Utilize data-driven insights to identify trends, predict future needs, and optimize HR processes.

Talent Management:

• Oversee the full spectrum of talent management activities, including talent acquisition, onboarding, performance management, career development, and succession planning in partnership with the Director, Talent Acquisition and VP, Talent & Culture, ensuring field alignment with System programs and priorities.
• Implement innovative talent strategies to attract, develop, and retain top talent.
• Foster a positive and inclusive work environment that empowers employees to reach their full potential.

Operational Excellence:

• Streamline HR processes and implement efficient systems and technologies to improve operational efficiency.
• Ensure compliance with all relevant employment laws and regulations.
• Manage HR budgets and resources effectively.
• Continuously improve and own the 'HR Playbook' and related content and ensure the HR Operations team delivers a consistent Service Level Agreement ('SLA') to Operations business partners.

Effectively performs various management responsibilities by:

• Selecting, orienting/training, and supervising staff; evaluating performance and making decisions for pay increases, promotions, and disciplinary actions.
• Ensuring the ongoing development of staff and the existence of a collaborative, positive work environment.
• Reviewing the department's performance in relation to established goals; implementing changes to effect continual improvement in the services provided.
• Ensuring effective working relationship by staff with all members of the organization.

Performs other functions to maintain personal competence and contribute to the overall effectiveness of the department by:

• Completing other job-related assignments and special projects as directed.

Leadership Competencies

• Drives Results - Consistently achieving results, even under tough circumstances.
• Customer Focus - Building strong customer relationships and delivering customer-centric solutions.
• Instills Trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Collaborates - Building partnerships and working collaboratively with others to meet shared objectives.
• Communicates Effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.

ORGANIZATIONAL RESPONSIBILITIES

Associate complies with the following organizational requirements:

• Attends and participates in department meetings and is accountable for all information shared.
• Completes mandatory education, annual competencies and department specific education within established timeframes.
• Completes annual employee health requirements within established timeframes.
• Maintains license/certification, registration in good standing throughout fiscal year.
• Direct patient care providers are required to maintain current BCLS (CPR) and other certifications as required by position/department.
• Consistently utilizes appropriate universal precautions, protective equipment, and ergonomic techniques to protect patient and self.
• Adheres to regulatory agency requirements, survey process and compliance.
• Complies with established organization and department policies.
• Available to work overtime in addition to working additional or other shifts and schedules when required.

Education and Experience

• The knowledge, skills and abilities as indicated below are normally acquired through the successful completion of a Bachelor's Degree in Business, Human Resources, or a related field. A Master's Degree is preferred. A minimum of ten years of progressively responsible experience, including leadership roles.

Knowledge & Skills

• Minimum of 10 years of progressive HR experience, including leadership roles.
• HR Certification highly preferred. (e.g. SHRM)
• Proven track record of leading organizational change and transformation initiatives.
• Strong understanding of HR best practices, trends, and emerging technologies.
• Strong project management skills and experience.
• Excellent analytical and problem-solving skills, including demonstrated experience using HR KPIs to develop and implement HR strategies and programs.
• Strong communication and interpersonal skills, with the ability to influence and build relationships at all levels.
• Demonstrated ability to lead and motivate diverse teams.

Working Conditions

• Works in an office environment.

Physical Demands

• Requires the physical ability and stamina to perform the essential functions of the position.

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