Serve as a resource to Human Resources colleagues and managers on policy and guidelines related to employee relations issues. Provide employee relations consulting and coaching to management and employees including performance improvement plans, job eliminations and terminations. Manage all levels of the employee grievance process. Provide leadership for the development of employee relations related training.
Ensure effective human resource policy development, review and implementation consistent with organizational strategy and direction. Analyze trends, recommend and implement solutions to human resource issues. Monitor and ensure consistency of employment related practices organization wide.
Maintain current knowledge of laws and regulations related to personnel management and employer/employee relations. Monitor legislative updates and changes to case law to ensure compliance, assess impact on policies and practices and recommend revisions when necessary. Respond to claims/charges filed with government agencies and recommend course of action. Ensure compliance with EEO, ADA and Affirmative action programs.
·Strategic Employee Engagement
Creates strategies to implement across CCHMC to strengthen engagement, considering both the organization as a whole and individual departments. Partners with business leaders to identify concerns, recommend solutions, and drive proactive change in the organization to improve engagement. Researches engagement best practices, staying up to date on trends and analytics.
Helps create a performance feedback and development culture. Designs and implements appropriate feedback mechanisms including coaching, performance development, and performance improvement plans. Strong understanding of organizational culture and successful tactics used to shift culture through various performance mechanisms.
Provide leadership and responsibility for the ongoing administration of the employee engagement survey program to identify organizational challenges and in partnership with key stakeholders to establish strategies and deploy solutions that enhance engagement, improve retention, and increase organization performance. Monitor effectiveness and impact.
·Implement/Support CCHMC's Performance Development Program
For assigned client groups, align department/team/individual performance goals with CCHMC strategic objectives. This includes, but is not limited to, training, providing guidance with job descriptions, providing workshops, expertise and support for goal alignment, facilitating calibration sessions and acting as the primary resource for instructions and communications pertaining to Performance Development. Be a subject matter expert for Performance Development at CCHMC.
·Ensure timely and accurate support and communication
Communicate to client groups with regard to progress against plans, and organizational initiatives. Educate and support clients in the execution of HR initiatives including Safety College, Flu Campaign, TB Campaign, and any other initiative which involves roll-out or support by the HRBP group. Ensure the 'success' of each initiative as defined, by following up with client groups as appropriate, using audit reports and other tracking mechanisms. Participate in business unit meetings/presentations to support leadership and provide updates on HR-related goal progress. Participate in senior leadership meetings to support area leaders and discuss HR-related issues as appropriate. Measurable outcomes include the degree to which HRBPs meet the defined goal of each HR initiative, and 'within HR' as well as 'external to HR' client feedback.
As defined in the Talent Management process, assess all aspects of workforce capability as they relate to sustained achievement of strategic objectives. Provide strategic continuity by ensuring CCHMC has the workforce leadership and management talent to meet the medical center's strategic and operational priorities which include: Talent Acquisition, Talent Planning, Performance Management, and Workforce Development. Measurable outcomes will be developed each year, including but not limited to % of employees with meaningful individual development plans; # of in-place succession plans; feedback from leaders as well as their managers, the degree to which each engagement/activity met the goal as determined by evaluation measures, and client satisfaction.
Demonstrated and proven leadership experience, complex management, complex human resources management/leadership and decision making abilities in a large and highly complex environment.
Proven in at least three Human Resources disciplines.
Strong business and operational acumen; well-developed, strong and broad assessment, internal consulting, team facilitation, change management, and project management.
Verbal and written communication and relationship management skills.
Strong working knowledge of and experience in employee engagement and organizational effectiveness.
Experience with organizational development initiatives; experience in implementing and working with performance management systems.
Deep understanding of the strategic planning process.
·Technical & Analytical Skills
Ability to manage technology and measure the effectiveness of organization-wide programs.
High emotional intelligence.