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HR Director - SWBMG - San Francisco California
Company: Sutter West Bay Medical Group
Location: San Francisco, California
Posted On: 01/28/2025
Opportunity InformationSutter West Bay Medical Group has an opportunity for a Human Resource Director to join a premier, innovative, and rapidly growing group of providers. Our clinics provide all the advantages of a community-based private practice with the added support of a larger, multispecialty organization. Work in one of the most desirable areas in the United States with easy access to beaches, mountain recreation, and world-class restaurants. Experience exceptional work-life balance to enjoy all the area has to offer.Job DescriptionThese Principal Accountabilities, Requirements and Qualifications are not exhaustive, but are merely the most descriptive of the current job. Management reserves the right to revise the job description or require that other tasks be performed when the circumstances of the job change (for example, emergencies, staff changes, workload, or technical development).JOB ACCOUNTABILITIES: Participates as a member of the affiliate leadership team in charting the future of the affiliate and assuring continuous improvement in overall affiliate effectiveness, efficiency and integration. Serve as HR executive providing strategic HR partnership and support; serves as a sounding board and "consigliore" to the senior leadership of the organization as pertains to the employee relations "pulse" of the organization. Understands the business and culture of their affiliate and translates that to partners as appropriate. Work closely with senior leadership to translate current system/ regional strategies into effective human resources goals, programs, structure and policies. Provide advice and recommendations to affiliate management concerning the development and application of HR policies, programs and procedures. Manage end to end HR service delivery process and results. Collaborate to enhance resource capability planning (identify skills and competencies needed for a particular role, identify gaps and how gaps are addressed). Partners with executives in designing organizational structures by offering guidance and making recommendations. Monitor/Manage organization effectiveness of HR programs. Support cultural activities by driving awareness and understanding. Brings knowledge of Human Resource needs and issues to the discussions and decision-making process. Assures effective communications between the HR Function and operations. Strives to achieve leading practice and best consensus decision-making. Participates in and/or leads different affiliate or system-wide projects and initiatives impacting the affiliate. Serves as thought leader and subject matter expert for the HR Function. Collaborate in the establishment of organizational goal and manage results with affiliate manager/directors. Reviews proposed department changes with administrators and managers, offering guidance and making recommendations. Collaborate within the organization to support organization changes developed in conjunction with the Center of Expertise (CoE), support the approved people agenda and leverage experience / leading practices. May lead and/or participate in initial investigation for legal complaints from the Equal Employment Opportunity Commission (EEOC), Department of Fair Employment & Housing (DFEH) or Employment Development Department (EDD) and supports CoE investigation and formal response. Support development and implementation of affiliate human capital management strategy (management of employee life cycle from recruitment, training, career path to retirement) in alignment with affiliate and system plan. In collaboration with the CoE, addresses competitive, marketplace and legal/regulatory environment impacting HR and the organization and develops plans, policies and programs responsive to these needs. Seeks HR leading practices (both internal and external) through the CoE and implements within the affiliate. Serve as key "trouble shooter" at affiliate when unique problems arise and engages others as appropriate. Assures that policies, programs and control systems are in place to protect the organization from HR-related risks. Reviews data collected specific to affiliate for education, knowledge, determination of needs, growth, decline, etc. Engages with COE if additional programs or modifications to programs are needed. Understand the training/development needs and act as liaison with others, to provide appropriate training to the organization. Provides insightful reports and analysis of essential HR data to regional leadership/administrative teams. Leads planning and execution of HR priorities for the affiliate. Monitor/drive affiliate Experience of Work (EOW) and retention strategy; plan and achieve target through EOW results and action planning. Perform an execution role in workforce restructuring, expansion, costs. Establish an environment fostering positive employee relations programs and outcomes, providing leadership and guidance to managers and staff. Lead culture change in support of the business strategy. Support safety and injury prevention programs. Collaborates on policy changes. Strategizes and participates in union negotiations and contract changes; reviews complex disability cases presenting greater risk and liability; assesses recommendations for employee termination as it relates to employee leave of absence and disability accommodation; Evaluates risk and liability on litigated cases and partners to identify strategies to mitigate risk. Regularly collaborate with CoEs to ensure that HR solutions are delivered and/or created to meet affiliate/facility need; and provide feedback about HR solution effectiveness. Engages HR functional counterparts providing strategic guidance, enhancing performance and promoting synergies. Fosters integration and contribution to plans and needs. Uses CoE as needed to formulate plans. Assures that planning effectively integrates priorities and initiatives, as appropriate. Develops annual objectives and budget and may review and comment on such plans. Plan elements involving significant economic or time commitments are submitted to the affiliate A-Team for approval prior to implementation. Provides ongoing feedback to leaders regarding quality and effectiveness of delivery of services.Provides leadership and management for HR department and HR Business Partners: Provide executive leadership to operating unit HR business partners, where applicable. Effectively manage operational and capital budget for the HR department within budgetary guidelines. Oversees and ensures affiliate compliance with all applicable HR laws, regulations, and affiliate accreditation standards. Collaborate with senior HR leadership to develop affiliate labor management and negotiations strategy in alignment with system strategy and implement in partnership with the CoE. Ensures equitable application of employee relations policies and practices. Prepares for and participate in contract negotiations (CoE negotiates contracts on behalf of affiliates within established guidelines). Lead the deployment of the HR solutions in their affiliates and/or facilities. Assures that HR staff are providing the needed expertise and responsiveness to the needs of operations. Continuously seeks economies of scale, scope and expertise, while simultaneously assuring that servicing is achieved. Makes and participates in employment decision (hire/fire, terms and conditions of employment) related to HR, in accordance with HR policies and practices. Exercises direct authority and functional authority effectively, based on relationship. Assures that HR staff are effectively communicating and coordinating with counterparts. Conducts/participates performance review, succession & development plans for HR. Maintains a system to monitor and control HR operations, including implementing corrective actions as needed and engaging CoE as appropriate. Provides regular reports. May review affiliate-specific plans regarding non-exempt (non-supervisory) employee's wages, hours and conditions of employment. Engages in high medium low discussions with staff, creating development plans and opportunities, providing mentoring opportunities and holding staff accountable. Interview, hire, train, counsel, complete performance reviews; determine merit increase, as appropriate. Conducts rounding activities to gather informal feedback from the staff including items that need attention, recognition, what is going well, etc.SKILLS AND KNOWLEDGE:Must be familiar with national labor market trends and the development of effective labor forecasting and recruitment and/or development strategies. Must have well-established concept of the contemporary definition of human resources management and how to make it effective within the organization. The successful individual must have the ability to understand and manage change and transition. Must be open to sharing information and collaborating with others in the organization. Leadership skills will be most important to the success of this individual as s/he must be politically savvy, have good persuasion and negotiation skills, be a good facilitator and consensus builder who is able to lead change while being politically sensitive. Must be able to develop and maintain working relationships with the operating entities. Must have the tenacity to deal with complex structures and tasks over a period of time and must be able to influence others without direct lines of authority. The successful candidate will have keenly developed human relations skills, be viewed as a caring and compassionate leader, friendly, self-confident, visionary, and a true team player who is not territorial but knows how to cooperate to get the job done. Must have interpersonal (written, oral and presentation) skills and have the flexibility to adapt to a changing environment. Must have well-developed problem identification, analytical and problem resolution skills. Must have demonstrated organizational skills with a keen attention to detail and the ability to effectively manage multiple priorities and projects within given timelines. Knowledge of CA labor and wage and hour laws. Must be able to represent human resources in an influential and persuasive way in dealing with a broad range of human resources issues. The individual must be able to demonstrate knowledge of all areas of human resources to the degree necessary to provide leadership on major human resources policies, programs and initiatives. Displays integrity and ethics in handling confidential information. A creative, conceptual thinker, who is a passionate human resources advocate and can articulate the human resources vision within the company will have the best results.Qualifications |
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