Director, Communications and HR Learning

Overview

University of Utah Health Hospitals and Clinics is seeking a new Director for Communications and HR Learning.

The Director of Employee Communications and HR Learning is responsible for the strategic execution and operational direction of employee communication and HR-related learning for U of U Health Hospitals and Clinics team members. The role encompasses HR-related communication and learning while also supporting overall Hospitals and Clinics system-wide initiatives and executive messaging.

This role sits within HR, and this leader guides editorial coordination of content among varying teams and system interests, as well as coordinates distribution using approved tools and systems.

Our new Director will also lead a team of communication and e-learning professionals, as well as strong collaboration with other teams who coordinate knowledge sharing across our clinical operational teams.

Qualified candidates must have completed:

• Bachelor's degree in Communications, Public Relations, Journalism, Marketing, or a related field; advanced degree preferred.

• Six (6) years of progressively more responsible leadership experience within the healthcare and/or supply chain industry.

Corporate Overview: University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.

As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, diversity, integrity, quality and trust that are integral to our mission. EO/AA

Responsibilities

HR Communications

• Develop and Execute Communication Strategy: Design and oversee internal communication plans that align with HR and organizational goals to ensure clear, consistent messaging across all employee touchpoints.

• Leadership Communication Support: As needed, work closely with senior leaders to craft key messages, presentations, and updates to employees, fostering transparency and engagement.

• Content Creation and Oversight: Work with subject matter experts to create communication materials, including newsletters, intranet content, videos, and announcements.

• Employer Branding and Messaging: Ensure messaging aligns with the organization's employer value proposition and enhances employer branding efforts.

• Measurement and Improvement: Track and analyze communication effectiveness through feedback, engagement metrics, and other data to continuously refine approaches.

• Strategic Change Planning: Collaborate with leaders to develop and oversee the execution of change management strategies and frameworks for major organizational initiatives, ensuring stakeholder alignment and engagement.

• Communication and Training Coordination: Collaborate with and support HR initiatives to ensure messaging and training plans are aligned with change objectives, enabling smooth transitions.

HR Learning

• Curriculum Design and Delivery: Coordinate with the Organizational Development team in the to design, development, and delivery of learning programs, including classroom training, e-learning, workshops, and blended learning approaches.

• Measurement of Learning Outcomes: Implement metrics and evaluations to measure the effectiveness and ROI of learning initiatives, adjusting strategies based on feedback and outcomes.

Talent Management

• Hiring, training, developing, and communicating with staff.

Financial Management

• Responsible for developing, monitoring and achieving budget goals.

• Manages labor and non-labor expenses to budget or flex budget.

• Manages revenue to budget to maximize potential revenue.

EPE/Service

• Responsible for patient satisfaction scores within assigned area(s).

• Responsible for upholding PROMISE standards of direct reports and team members.

Quality

• Responsible for achieving quality goals for assigned area(s).

• Manages and promotes continuous process improvements in assigned area(s).

Performance Management

• Responsible for providing staff feedback on performance, including on-time appraisals and coaching.

• Responsible for dealing with conflicts in a proactive manner and to reach resolution in a timely manner.

Building Relationships

• Forms positive relationships with staff, peers, and senior leadership to support the mission, vision, values, and performance standards of the organization.

• Actively engages staff with updates and news as well as involving staff in decisions and work teams. Provides feedback and recognition when appropriate.

Knowledge / Skills / Abilities

• Strong leadership skills to guide cross-functional teams, mentor employees, and manage performance.

• Ability to create a shared vision, inspire trust, and influence decision-making.

• Strong understanding of communication theories, principles, and practices.

• Skilled at crisis communication and managing sensitive or confidential information.

• Expertise in crafting strategic communication plans, both internal and external.

• Knowledge of media relations, social media, and digital marketing tools.

• Understanding of adult learning principles, instructional design, and training program development.

• Knowledge of learning technologies (LMS) and e-learning trends.

• Familiarity with competency models, employee development frameworks, and performance management systems.

• Comprehensive knowledge of HR functions, including employee relations, compliance, performance management, and organizational development.

• Familiarity with compensation, benefits, and HR analytics for workforce planning and development.