Vice President for Human Resources

Description

Summary:

As an active member of the Senior Leadership team reporting to the President and CEO, the Vice President for Human Resources (VPHR) provides leadership and direction for the Human Resources function. This position researches, develops, recommends, implements and promotes a variety of human resources solutions that will both preserve and build upon the tradition of exceptional care while helping the organization to expand and adapt services as required for ongoing success of the network whose overarching goal is to provide care locally and when possible within the Oneida Health Circle of Care. The VPHR will work closely with the Oneida Health Leadership Team, utilizing the many abilities and strengths of that team to ensure ongoing success of the network.

Job Duties/Responsibilities

• In collaboration with Senior Leadership, develops the overall vision, direction, goals and objectives of the Human Resources function. Participates in strategic planning working to achieve established goals. Ensures compliance to business plans that will help to accomplish ongoing success of the network.
• Maintain current knowledge and application of all relevant laws and regulations at the local, state and national level relating to employment and ensure organizational compliance. This includes educating and advising managers and senior leaders on Human Resource-related legal and regulatory matters and ensuring Human Resource programs, practices and policies are aligned. Ensure that employee files and records are properly and securely maintained.
• Develop appropriate policies and procedures for effective management of the people resources of Oneida Health. Enhance and/or develop, implement and enforce human resources policies and procedures of Oneida Health.
• Provides technical guidance and support for the HR Manager’s day-to-day responsibilities that include but are not limited to (a) HR policy and administration, (b) recruiting and retention (c) employee and labor relations, (d) compensation and benefits administration, (e) safety and wellness and (f) performance management.
• Develop staffing strategies and implementation plans and programs to identify talent within and outside of Oneida Health for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within Oneida Health.
• Monitor pay practices and proactively address issues, recommend progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees.
• Participates with the CEO and CFO in design, administration and compliance activities including but not limited to health and welfare plans, defined contribution 403(b) plan and defined benefit pension plan.
• Serves as Human Resources lead for all labor relations issues and union contract negotiations, to include (a) interpreting contractual issues, (b) responding to all grievances and requests for information, (c) engaging with outside counsel and lead negotiation consultant and (d) liaison with state and local union leadership.
• Champions change management and staff development/training efforts, which includes helping to guide acceptance of and adherence to organizational values and commitments by providers and staff.
• Works diligently to develop and/or enhance organizational competencies around talent management, employee/provider engagement and leadership development and training.
• Consistently advocates for and assists with implementation of technology based human resources solutions that will lead to an enhanced employee and leadership experience, while driving efficiencies for the Human Resources team and allowing for better KPI development and ongoing measurement of progress to target.
• Identifies, educates and recommends new programs, affiliates and partnerships consistent with business plans, strategic growth incentives and market objectives across the region serviced by Oneida Health.
• Accountable for the development and implementation of annual operating plans, including operating and capital budgeting that will help ensure effective performance of the Human Resources team.
• Assists with timely response to matters related to employee/provider complaints and regulatory investigations or citations. Works closely with outside consultants and legal as needed.
• Administering employee relations to include providing advice and guidance to management regarding employee behavior and discipline. Supporting management through the discipline process and setting employee corrective action policies reflective of a Just Culture. May require coordinating investigations into misconduct and helping to resolve employee disputes. Representing the organizational position in tribunals such as Workman’s Compensation, Unemployment, judicial courts of law, NY Division of Human Rights, licensing boards, etc.
• Maintains an active role in the communities served and represents the network to both internal and external constituent groups in such a manner as to enhance the image of the Oneida Health organization and to further its corporate objectives.
• Actively participates in Oneida Health weekly senior leadership meeting and attends/participates in the organizations monthly department head meeting. Presents to both groups as necessary information regarding network performance, challenges and successes.
• Works under general supervision, may be responsibility for various shifts, may be subject to over 40 hours per week and or call/callback as required, and may also be required to remain on campus immediately before, during and after severe weather and/or disasters.
• Performs other duties as deemed necessary to help ensure success of the Human Resources Team as well as Oneida Health.
  
  

Qualifications

General Qualifications:

Education

• Bachelor’s Degree in Business, Human Resources, Heath Services or related field is required
• MHR, MBA, MHA or other pertinent education preferred
  
  

Certification

• PHR, SPHR, SHRM-CP, SHRM-SCP or CEBS preferred
  
  

Experience/Professional Abilities

• A minimum of 10 years of progressive human resources leadership experience and a solid track record of accomplishments within healthcare networks of comparable size and complexity
• Possesses strong knowledge and understanding of human resources operations, and expertise as a well-rounded generalist with labor relations and union negotiations experience
• Possesses strong knowledge and understanding of financial management principles related to compensation planning and benefit plan management
• Exhibits a management style that emphasizes relationship building, open and timely communication, collegiality, flexibility as well as the ability to work in a fast paced evolving health care environment
• Have ability to plan and delegate assignments, review progress and hold subordinates accountable for meeting expectations
• Understands regulatory requirements affecting the network and work to comply with the focus on quality, safe care provided in a highly regarded patient experience environment