Hospital Human Resources Director - Metro West

MARKET SUMMARY:

MetroWest Medical Center has 229 beds located on two campuses in Framingham and Natick, Massachusetts. Key Service Lines include Cardiology, Behavioral Health, Womens Services, and Oncology.

MetroWest Medical Center has been consistently recognized for high quality performance, thanks to the great contributions of our physicians, employees, and volunteers. Our most recent quality awards include:

• 2017 - 2019 Healthgrades America's 100 Best Hospital
• 2004 - 2019 Healthgrades Five-Star Recipient for Heart Failure
• American Heart Association 2020 Mission:
  Lifeline Award Gold Plus:
  Receiving
• American Heart Association 2020 Mission:
  Lifeline Award Silver:
  NSTEMI
• 2019 Beacon Award bronze level for Excellence award in our Intensive Care Unit
• Blue Cross Blue Shield Blue Distinction Center for Maternity Care, Knee & Hip Replacements, and Bariatric Surgery

At MetroWest Medical Center, youll find comprehensive health care services that address the needs of your entire family. Our services include:

• 24-hour Emergency Department
• Advanced cardiac care
• Comprehensive surgical treatments, including minimally invasive and laparoscopic procedures
• Advanced maternity care, including our Special Care Level IIB nursery and high-risk pregnancy care.
• A unique behavioral health specialty center at our Leonard Morse Hospital campus in Natick, MA dedicated to the mental health of our community for child, adolescent, adult and geriatric psychiatric care

/ mwmc. com/home

POSITION SUMMARY:

The Hospital Human Resources Director (HRD) is responsible for strategic workforce plan, as well as the day-to-day HR Operations within a hospital. He/she focuses on the acquisition, development and culture of the best talent, which are critical drivers to achieve Tenets goal of becoming the best place to work in health care. The HRD proactively works with hospital leadership to manage the people metrics with the expected outcomes of minimal turnover, effectively managed SWB expense, high employee engagement, high quality patient care, and excellent experiences for all patients, visitors, physicians and employees.

FUNCTIONAL EXPECTATIONS & REQUIREMENTS:

RESPONSIBILITY/STANDARDS OF PERFORMANCE:

• Develop and execute HR strategies, programs and initiatives that directly align with the hospital business plans and strategies.
• Champion the journey toward the best place to work in health care by fostering a high-performance culture focus that delivers high quality patient care and excellent patient experience.
• Be a valuable business partner and high performing member to the Hospital A-Team, including problem-solving, decision support and leadership development.
• Deliver core HR services including recruiting, employee relations, employee health/safety, employee learning/development, and HR legal/regulatory compliance.
• Drive efficiency in overall HR operations, including implementation of HR enterprise services, oversight of salary/wages/benefits (e. g. , labor standards/staffing, contract labor, overtime, premium pay), and performance on HR operations scorecard/metrics.
• Design and implement a one to three- and three-to-seven-year workforce plan based on local and national trends and projections.

Responsible for day-to-day operations that drive low turnover, high retention, and efficient SWB within the hospital to include:

• Deliver sound selection, onboarding, and orientation activities to create positive new employment experience and reduce first-year turnover.
• Foster high employee engagement through the development of strong HR programs and team execution of engagement action plans.
• Establish effective employee recognition programs.
• Deliver timely and informative internal communications to employees.
• Oversee overall pay and labor staffing seeking opportunities to improve productivity.
• Deliver on HR KPIs and metrics.

Responsible for day-to-day operations that minimize and mitigate employer risk to include:

• Ensure compliance with all HR regulatory requirements, employment law, and Joint Commission HR standards.
• Respond to EEO complaints and prepare position statements.
• Facilitate the companys defined FTP process.
• Direct overall employee health and occupational safety with significant input from the employee Health Nurse, Nursing, Infection Control and Infectious Disease to ensure that employees have confidence that they are provided a safe workplace.
• Ensure proper planning, response and reporting to the following agencies with respect to employee health and occupational safety:
  Joint Commission, OSHA, CDC, other federal, state and local agencies.

Responsible for strategic workforce planning for the hospital to include:

• Project workforce gaps considering current staff, local labor market, and national healthcare statistics, trends, and projections.
• Develop workforce strategies, including full-time/part-time/per diem mix, staffing models, and education strategies/partnerships to prepare workforce for the future.
• Participate and execute on Tenet-wide leadership development programs including talent mapping, succession planning, emerging talent programs, leadership academies, and other Tenet leadership development programs.
• Implement Tenet HR enterprise shared services.
• Deliver leadership education and development, inclusive of transitional leadership training, general leadership effectiveness, diversity and inclusion, and labor relations and employee relations.

ORGANIZATIONAL LEADERSHIP - EXPECTATIONS & REQUIREMENTS:

Use Astute Judgment

• Collaborates with corporate, regional and A-Team members to achieve business results (e. g. HR Leader call, monthly HR regional meetings) and shares best practices and successes with others
• Viewed by and sought after by leaders as an HR advisor and expert with ability to influence decision of others; trusted confidante to CEO (e. g. sought out for personal and professional advice and counsel)
• Considers impact of HR decisions on the rest of the organization and therefore communicates across the organization to create awareness and gain support for HR decisions
• Provides leadership in building loyalty, trust and commitment throughout the organization (e. g. leads and participates in employee advocacy and engagement programs, supports EES and creates action plans for improvement, leads recognition efforts for the facility)
• Uses critical thinking and influencing skills to create organizational harmony when confronting divergent positions (e. g. uses metrics and data sources to support position and listens to all positions and counters/agrees professionally and in a timely manner)
• Demonstrates business acumen when managing competing priorities (e. g. presents creative ways to address debate between budget constraints vs. need for additional resources by creating career ladders inst.