Chief Human Resources Officer, Emanuel Medical Center & Doctors Hospital of Manteca

Description

The Hospital Chief Human Resources Officer serves the hospital and local hospital leadership teams as strategic advisor providing high-quality consultancy on a diverse set of strategic and operational HR issues; representing specific hospital or market needs; ensuring implementation and application of agreed upon HR processes, systems, policies and programs; leads escalation and resolution of employee relation matters; lead HR functional liaison to a specific hospital or market accountable to attract, develop and retain key talent. The Hospital CHRO serves as the key liaison to “broker” the HR service delivery model ensuring appropriate support of human resource services and solutions are provided in areas such as talent management, total rewards, talent acquisition and deployment, learning, employee relations, organization design and restructuring. He/she is accountable to ensure oversight and governance of group and hospitals HR processes, systems and policies

Northern California

Doctors Hospital of Manteca – Manteca, California

Doctors Hospital of Manteca was born in 1962, after local physicians realized their patients were leaving the community in search of their healthcare needs. When it opened its doors, the hospital had just seven doctors and 41 employees. Today, Doctors Hospital of Manteca, a 73-bed facility, is the largest private employer in the community with nearly 500 employees and a staff of more than 180 physicians. Each year, more than 35,000 patients receive some of the most advanced medical care and technology available. But even though the hospital is larger, it has not lost sight of its original mission of providing the best possible care to the community of Manteca.

For more than 50 years, Doctors Hospital of Manteca has been recognized for delivering quality care. Among our distinctions are:

• Received an “A” rating for hospital safety by The Leapfrog Group, an independent industry watchdog. Its Hospital Safety Score rates how well hospitals protect patients from errors, injuries and infections.
• Earned The Joint Commission’s Gold Seal of Approval for accreditation by demonstrating compliance with its national standards for healthcare quality and safety.
• Received accreditation as a Level 2 Bariatric Center by the American College of Surgeons for its weight-loss program. The Metabolic and Bariatric Surgery Accreditation and Quality Improvement Program also recognized Doctors Hospital of Manteca as a comprehensive center.
• Been recognized as a Certified Quality Breast Center of Excellence in the National Quality Measures for Breast Centers program. This honor represents our commitment to providing the highest quality breast-health care to patients in our community.
• Been awarded a three-year term of accreditation in Positron Emission Tomography (PET) by the American College of Radiology.
• Received designation as a Nurses Improving Care for Health system Elders (NICHE) hospital. This designation indicates a hospital’s commitment to providing exceptional clinical care and service for older adults.
• Been recognized by the American Heart Association’s “Get with The Guidelines” program with the Heart Failure Silver Plus award for commitment to quality heart care. The award recognized Doctors Hospital of Manteca for achieving at least 12 consecutive months of 85 percent or higher adherence to all the program’s quality indicators.

http://doctorsmanteca.com

Emanuel Medical Center

Since 1917, Emanuel has been the heart of healthcare in Turlock, California, providing incredible high-quality care with compassion to the patients we serve. We are so excited to bring you this same experience online! Lately, we've been thinking a lot about what a hospital is- and what it CAN be. At its fundamental level, we know a hospital is a medical facility. But Emanuel Medical is more than a medical facility, we are a community resource that tries to help people live better, healthier lives. We invite you in to be part of our nearly 100-year tradition. Take a look around and see how we promote health and wellness while providing you the health care you expect and deserve.

For nearly a century, Emanuel Medical Center has been the heart of healing in Turlock. Since 1917, Emanuel Medical Center has been, and continues to be, dedicated to providing the best care possible for residents of Turlock and nearby communities. As the community's premier medical facility, we provide hospital services that include:

• 24-hour, emergency and trauma care

• The only heart attack receiving center between Modesto and Fresno

• The Emanuel Cancer Center, offering diagnosis, treatment and support

• An advanced center for mothers and newborns

• Rehabilitation and therapy

Emanuel’s latest lifesaving expansion brought open-heart surgery to Turlock with a new hybrid operating suite. We also offer new treatment options that include diagnostic and interventional heart catheterization, permanent pacemaker implantation, interventional vascular procedures and optimal digital X-ray imaging.

Part of Emanuel's cardiovascular services program includes an advanced Cardiac Cath & Interventional Lab, which allows cardiologists, radiologists and vascular surgeons to perform several minimally invasive procedures that were formerly unavailable in Turlock. That means residents of the community no longer have to travel far for lifesaving heart care.

Our facilities also include Emanuel Cancer Center, with its advanced technology and caring staff. The center proudly houses Stanford Emanuel Radiation Oncology Center, Ruby E. Bergman Women's Diagnostic Center and a thriving medical oncology practice. Emanuel has also brought new specialty care services to the community.

https://www.emanuelmedicalcenter.org/

• Consults with business leaders on critical capability and capacity gaps, short- and long-term talent needs, compensation, organization effectiveness and employee development requirements and labor management strategies
• Partners with Hospital Operations CHRO and Tenet CoEs leaders to proactively identify and implement strategic solutions and interventions across all functional areas ensuring SLA and KPI targets are met
• Partners with external HR groups/societies to stay abreast of key industry trends and best practices
• Partners with other senior HR leaders to ensure the successful implementation and constant evolution of the HR service delivery model
• Acts as a point of contact to the business for all HR related services and solutions
• Plays an active business partner role in strategic meetings (budget process, strategic planning, etc.) and translates business strategies into HR initiatives
• Manages labor and productivity initiatives and actions to deliver cost improvement in areas such as overtime, premium labor, headcount efficiency and contract labor
• Acts as a catalyst to ensure the acquisition, development and performance of leading talent and partners with members of HR service delivery model to ensure sourcing, staffing and onboarding needs are met
• Builds the capability of direct reports and that of the broader HR team, identifying and supporting them through their own development and towards their career goals
• Drives the use of data analytics, and external/internal insights to design innovative HR solutions based on short- and long-term business needs
• Deploys innovative, business relevant processes and solutions that drive the business strategy, talent management agenda, people engagement and organizational effectiveness and oversee service delivery (Time / Cost / Value / Quality / Direction / Strategy) according to internal and external service level agreements
• Provides coaching to managers on how to analyze and identify solutions to drive the business and create greater organizational capability and engagement
• Drives simplification and elimination of non-value-added work in the business and identifies efficiencies and drives organizational effectiveness
• Builds capability internally and coaches senior leaders on effective talent, organizational and employee engagement strategies
• Drives culture change toward the direction of business (Understands the vision of the business, leads culture gap analysis, action plans against gaps, leverages communication tools/expertise to drive desired change) to ensure change initiative are managed in a predictable and controlled manner ensure overall objectives are achieved
• Leverages external networks to understand market trends, shape organizational strategy and apply leading practices
• Identifies the need for HR solutions and partners across HR to integrate and broker these services, overseeing and constantly improving a work-intake and contracting process to enable priorities and deliverables to emerge at enterprise, business unit and channel levels
• Other duties as assigned

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 instead of changing pay practices)

Develop Organizational Talent

• Participates in workforce planning to ensure an adequate, competent and productive workforce. Create/implement programs supporting the organization’s future workforce needs (e.g., provides factual/current market position information, outlines obstacles/challenges and proposed solutions, creates annual long-term strategic workforce plan for facility, includes diversity/inclusion strategies in all aspects of business)
• Leads the talent management strategies of the facility including recruitment and retention strategies and development of integrated succession plan ensuring continuity of business operations (e.g., creates development and succession plans for all leaders)
• Effectively leads the pre-boarding, onboarding, orientation and assimilation process for new employees (e.g., ensures 30/90-day reviews are conducted)
• Leads goal setting and performance review process for facility. Conducts needs assessments and develops training and development programs to ensure goals are attained (e.g., ensures all processes are timely and accurate, development plans are created and followed up on, recommends T and D classes as needed, ensures mandated education is fulfilled without T/O due to timeliness)
• Acts as effective coach and mentor to HR staff and leaders/staff outside HR as required

Aligns the Organization

• Attends and contributes to the facility business planning process; ensures that the business plan aligns with the “people plan” as described in the HR workforce plan
• Creates, defends and implements creative/innovative cost reduction strategies for the workforce ensuring that employee engagement and recruitment and retentions strategies are not compromised
• Provides global outlook on decisions and aligns with facility business plans when managing competing priorities; delegates to others as required and holds others accountable for results as demonstrated by timely, complete and effective outcomes
• Provides timely responses to corporate and regional leadership ensuring timetables are consistently met (e.g. EAL complaints, Tenet Heroes submissions, TRIPP reports, .edu requirements, etc.)

Optimize Execution

• Consistent and timely administration and communicating of policies, regulations and legal mandates as stated by effective dates on document/policies, etc. Ensure responsible parties understand changes and any related actions
• Actively participates in and executes acquisitions and divestitures. HR lead for the facility in manpower planning, benefit and compensation transitions, all on-boarding and off-boarding, as well as RIF notifications as required
• Completes and communicates final investigative results of ER/Labor relations or EAL complaints, or reasons for delay in issuing final results, within 48 hours of receipt
• Collaborates with compensation and benefits to implement timely and effective compensation and benefit policies and programs (e.g., annual enrollment, new hire and termination requirements, wellness initiatives, etc.)
• Collaborates with legal and ethics/compliance departments on matters related to the enforcement of policies and procedures as well as Tenet’s “Standards of Conduct”; leads HR in all internal and external audits (e.g. Joint Commission, internal audits, etc.)

Drive Organizational Success

• Strategically develops and executes creative initiates to increase participation in the annual employee engagement survey; takes the lead in creating and driving facility action plans to completion through focus groups, training and development, etc.
• Actively works to improve the delivery and execution of HR programs and processes to increase operational effectiveness and efficiencies. Plans seamless transitions ensuring minimal disruption of workplace
• Understands and articulates HR policy, procedures, and protocols and can defend and support organization’s position relative to same and confidently communicate changes
• Works with A-Team members to collaborate and deliver cross-functional programs and processes (e.g. cost reduction strategies, quality and volume related incentive programs, etc.)
• Leads and is held accountable for the “People Pillar” initiatives for the facility; actively participates in hardwiring and delivering retention strategies for the facility (e.g., leads TRIPP programs including bi-weekly calls as required)

• At least 10 years’ experience in providing Human Resources services, solutions and leadership in roles of different levels of size, complexity, business model maturity, etc.
• Partnering with business leaders to develop, design and implement relevant strategic human resources strategies.
• Ability to manage and develop senior HR functional and leadership capability.
• Led organization design, restructuring and strategic workforce planning initiatives.
• Has successfully led complex and system-wide organizational change that is a result of operating model transformation, business startup, mergers and acquisitions, business consolidation, etc.
• Experience in creating and enhancing organizational culture through organizational effectiveness and development strategies that deliver higher levels of employee engagement, commitment and satisfaction.
• Highly skilled in executing “generalist” HR core processes in areas such as talent management, talent acquisition, employee relations, compensation, performance management, employee assessment and development, success planning and organizational development.
• Diverse background in multiple industries and/or operating units within the same organization.
• Skillful at influencing senior leaders and diverse perspectives towards common goals.
• Able to surgically analyze and diagnose business and people performance, organizational climate and culture and use data to create insights that drive higher thinking and outcomes.
• Ability to effectively balance enterprise and business specific requirements through high quality HR business partnering, superior consultative skills and knowledge of the business.
• Developed, led and implemented organization and functional change management strategies, initiatives and process.
• Ability to identify, develop and retain high quality talent balancing multiple engagement and reward levers to deliver overall individual and organization value and capability.
• Ability to effectively manage a budget, interpret a P&L, understand key business drivers and has solid cost benefit trade off analysis and planning skills.
• Ability to manage multiple priorities and initiatives keeping all in balance and delivering within cost, timing, change impact expectations.
• Strong organization planning, critical thinking and prioritization skills.
• Ability to inspire and motivate all levels of the HR organization from the frontline to senior HR professionals.
• Ability to develop strategy that can be translated into clear, concise and actionable initiatives and action plans.
• Demonstrates strong courageous leadership skills in the ability to make balanced, difficult and complex decisions in the face of opposition.
• Bachelor’s degree in Human Resource Management or related field required.
• Master’s degree in Human Resources or related field (preferred).

Compensation

· Pay: $150,000-$250,000 annually. Compensation depends on location, qualifications, and experience.

· Position may be eligible for an Annual Incentive Plan bonus of 10%-25% depending on role level.

· Management level positions may be eligible for sign-on and relocation bonuses.

Limited travel.

Tenet Healthcarecomplies with federal, state, and/or local laws regarding mandatory vaccination of its workforce. If you are offered this position and must be vaccinated under any applicable law, you will be required to show proof of full vaccination or obtain an approval of a religious or medical exemption prior to your start date. If you receive an exemption from the vaccination requirement, you will be required to submit to regular testing in accordance with the law

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