Director Human Resources SMG UHA

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The Director, Human Resources develops and leads the Human Resources team in the areas of organizational and performance management and assists the Physician Executives of WVU Medicine Practice Plans (University Health Associates and System Medical Group) in succession planning, change management, and employee relations by implementing WVU Health System’s vision for human resources and optimizing team performance. The Director collaborates with the Physician Executives to develop a philosophy for managing the human resource function for physicians and advanced practice providers to reflect best practices in alignment with WVU Health System’s organizational mission. The Director provides leadership and oversight to a team of HR professionals and articulates Human Resources needs and plans to the executive management and leadership teams for the WVU Medicine Practice Plans, known as WVUHS Medical Group (“SMG”) and University Health Associates (“UHA”).

MINIMUM QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Bachelor’s degree in human resources, industrial relations, business administration, organizational development or related field required.

EXPERIENCE:

1. Eight (8) years of Human Resources professional experience with at least 5-7 years of prior leadership/people management experience required.
2. Knowledge of federal and state laws, regulations and rulings of governmental agencies including but not limited to FLSA, EEO, OSHA, Unemployment and Workers’ Compensation.
3. Knowledge of the dual-employment relationship and WVU policies for practice plan members that are also faculty of West Virginia University.

PREFERRED QUALIFICATIONS:

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Master’s degree in human resources, industrial relations, business administration, or related field preferred.
2. Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification desirable and preferred.

EXPERIENCE:

1. Prior experience and knowledge of Joint Commission and other regulatory standards in the healthcare industry. Prior experience in healthcare or physician practice plans.
2. Prior experience and knowledge of professional board regulations, professional licensing standards, and medical staff affairs, including hospital credentialing and privileging.

CORE DUTIES AND RESPONSIBILITIES:

The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an exhaustive list of all responsibilities and duties. Other duties may be assigned.

1. Lead the development of service-oriented Human Resources strategies and programs in support of the overall business plan and strategic direction of the organization.
2. Collaborate with the CHRO of WVU Medicine and leadership of the WVU Medicine Practice Plans to develop HR plans and strategies that ensure the organization can achieve business objectives and support long-term strategy and goals.
3. Collaborate with Physician Executives to develop strategies for improving the workplace through engagement and retention programs. Measure outcomes of programs in business terms to support program investments.
4. Serve as an advisor to the senior leadership team and a strategic advisor on human capital matters and their impact on organizational culture.
5. Assess, inspire and develop an HR team to create an innovative HR function that supports the organization.
6. Provide leadership and oversight for HR programs and policies, ensuring that they are current, competitive, within financial constraints, and in compliance with legal requirements.
7. Work directly with Human Resources Business Partners and HR Employee Relations staff in the creation and achievement of strategic goals and risk management for the organization. Drives projects to completion.
8. Oversee the development of the annual operating budget for the HR Department.
9. Provide leadership, direction, evaluation and support to the HR Department to discover creative ways to deliver services, achieve economies of scale and incorporate best practices into the department operations.
10. Acts as a liaison with (a) WVU Health System HR Shared Services to deliver the highest quality of HR services for SMG providers and (b) West Virginia University’s HR Department for providers who are dually-employed by UHA and WVU.
11. Works closely with staff to assist them in defining and achieving their operational and management goals and performance objectives.
12. Guide managers and senior leaders on complex employee relations matters for staff.
13. Monitor human resources indicators to identify problem areas and make recommendations to address deficiencies that will help better support the organization.
14. Implement change management plans to meet the continually changing needs of the organization.
15. Assist with the on-boarding of newly hired or promoted senior leaders and directors.
16. Support mergers and acquisitions into WVUHS.

PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Standard office environment

SKILLS AND ABILITIES:

1. Must possess strong leadership, communication, and team building skills.
2. Must possess excellent verbal and written communication skills.
3. Ability to execute initiatives across a complex organization.
4. Demonstrated ability to serve as a trusted business partner with a strong business acumen and independent judgment.
5. Possess strong business acumen and the ability to identify correlations between Talent initiatives and business outcomes.