Cincinnati Children's Hospital Medical Center - Human Resources Careers

Human Resources Jobs
at Cincinnati Children's Hospital Medical Center


Job Number: 93205

Location: Cincinnati, OH

Date Posted: 7-13-2017

DEPARTMENT: Human Resources

SUPERVISOR'S TITLE: Director - HR Business Consulting



TOTAL NUMBER OF FTE'S INDIRECTLY SUPERVISED: 3 (HR Coordinators - Business Partners)

PURPOSE OF POSITION: Provides HR consulting services for assessment, strategy development, and implementation of organizational initiatives. To serve as an integral business partner providing a broad spectrum of human resource support and leadership for a Medical Center dedicated to the care of infants, children and adolescents. Support management and employees in assigned business units to meet the patient care, research, and teaching needs of CCHMC.

·Strategic Alignment and Goal Development
Partner with clients to understand and assess business direction based on current CCHMC Strategic Plan; Create specific action plans in support of HR-related goals that will meet department needs, address weaknesses, capitalize on strengths, and take advantage of opportunities; Work with leadership to periodically interpret results and progress of HR related goals: 'State of the Workforce' presentations bi-annually; or follow up to leadership regarding the status and progress of their action plans; Assist leadership with the development of performance and incentive goals.
·Strategic Human Capital Management
Workforce Planning and Talent Management - assess all aspects of employment needs to achieve business goals (staffing, experience, knowledge and skill development, and succession planning); Identify resources to assist clients in meeting strategic Human Capital goals related to retention, development, succession, and talent and performance management; Engage leadership teams to ensure operation plans and practices align with strategic plan and departmental human capital goals.
·Organizational Development and Support
Manage CCHMC's Performance Management Program in client areas including, but not limited to training, providing guidance with job descriptions, facilitating calibration sessions and is a resource for instructions pertaining to related systems; Collaborate with managers and other HR professionals (ER, OE, etc.) to improve and sustain leadership performance; Conduct team development sessions (DiSC, TKI, MBTI, etc.), to improve effectiveness of team outcomes; Facilitate the New Leadership Assimilation Process to new leadership and provide leadership coaching when applicable; Implement Employee Engagement surveys with and assist clients in the development of project plans, communication plans and action plans; Engage leadership teams to ensure operation plans and practices align with strategic plan and departmental human capital goals.
·Client Communication
Provide monthly HR updates; communicate HR initiatives and expectations. (Including opportunities to pilot new systems or processes); Communicate upward feedback to provide clients with candid advice and coaching regarding development opportunities; Manage implementation of HR initiatives to client groups; Develop and deliver unit-specific presentations on topics central to management and leadership; Educate and support client use of HR tools; 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.
·Employee Relations
Partner with and serve as a resource to employees, management and Human Resources staff to promote and maintain positive employee relations. Proactively identify, manage and facilitate the equitable resolution of job-related complaints and concerns.

Skills & Competencies
·Organizational Agility
Understanding how to get things done in organizations; accurately identifying and initiating and cultivating relationships with key stakeholders and decision makers who have the ability to provide needed resources, information, or expertise; accomplishing objectives through formal and informal channels
·Independent Decisions
Willing and capable of independently making decisions
·Coaching and Development
Accurately assessing others' strengths and developmental needs; giving informative and constructive feedback in a manner that enhances others' motivation; providing challenging assignments and opportunities for development; helping others overcome setback
·Performance Improvement
Capable of developing, implementing, monitoring and maintaining an effective performance improvement program
·Performance Management
Observing the activities and performance of staff; providing ongoing, task-related feedback and conducting formal job performance reviews; consistently rewarding contributions; appropriately addressing and handling performance issues
·Strategic/Systems Thinking
Formulating credible, effective, long-range strategies to attain overarching organizational objectives; anticipating future trends, as well as potential threats or opportunities; accurately predicting how strategies will play out
·Problem Solving
Ability to independently work through details of a problem to reach a positive solution
·Communication - Advanced
Excellent verbal, written and interpersonal communication skills.

·Bachelor's Degree in a related field
·7 years related experience

·Master's Degree in a related field
·Experience managing large projects
·Senior Professional in HR
·Experience in more than one Human Resources discipline
·Experience working with performance management systems

Cincinnati Children’s is an Equal Opportunity Employer. Qualified applicants receive consideration for employment without regard to race, color, religion, sex, national origin, age, genetic information, physical or mental disability, military or veteran status, sexual orientation, gender identity/expression, or other protected status in accordance with applicable federal, state, and local laws and regulations. If you would like more information about equal employment opportunity (EEO) rights as an applicant under the law, please click here

Cincinnati Children’s will not discriminate against applicants and employee for inquiring about, discussing or disclosing their pay or, in certain circumstances, the pay of their co-workers. If you would like more information about the Pay Transparency Nondiscrimination Provision, please click here