Director HRBP

In collaboration with the Reginal AVP of Human Resources, the Director of Human Resources is a strategic member of their region#39;s management team and is responsible for the daily HR operations of their region. This position ensures that all Human Capital Services are being properly communicated and rolled out to their employees, leaders, and physicians so that they can properly utilize such services. The Director ensures that all HR goals and objectives are met for their region. This position also provides guidance on human resources strategic plans, leads regionalal projects and participates on enterprisewide projects as necessary.

ESSENTIAL FUNCTIONS:

bull; Strategic HR Business Partner to the identified Leadership Team of assigned region.

bull; Serves as the key resource on HR issues to designated regiona.

bull; Participates in developing strategies for the regionsrsquo;s business goals, strengths and opportunities.

bull; Builds strong win-win relationships with partners to deliver on key goals.

bull; Articulates how current HR practices match customized needs of assigned division, making recommendations for improvement.

bull; Advises managers in establishing clear standards for excellent performance (i.e. job descriptions, competencies).

bull; Recommends approaches that maximize the potential performance and creativity of every employee.

bull; Provides direct management of the regional HR Business Partners, HR Coordinators and HR Generalists.

bull; Interacts with co-workers, visitors, and other staff consistent with the values of Jefferson.

OTHER FUNCTIONS AND COMPETENCIES needed in addition to Essential Functions:

Change Management

bull; Champions change; communicates effectively by building commitment and overcoming resistance.

bull; Adapts to change and develops workable implementation plans.

bull; Monitors and evaluates plans and adjusts approach as necessary based on results. Operational Excellence

bull; Aligns work with strategic goals and understands business impact.

bull; Sets and achieves challenging goals. bull; Develops processes and systems that ensure consistently high performance.

bull; Establishes and maintains collaborative relationships at all levels of the organization.

bull; Challenges the status quo; encourages innovative ideas and new ways of doing things.

bull; Steps forward to address difficult issues.

Decision Making

bull; Makes choices and timely decisions that are in the best interest of the organization.

bull; Includes appropriate people in decision making process.

bull; Gathers and analyzes information skillfully. Develops alternative solutions and explains reasoning for decisions.

bull; Exhibits sound and accurate judgment in decision making.

Leading and Developing People

bull; Identifies and selects the best applicants for jobs; effectively onboards to maximize retention.

bull; Supports employee growth and development.

bull; Ensures that productivity levels are maintained and makes changes to staffing patterns accordingly.

bull; Resolves conflict effectively.

bull; Coaches and counsels employees to encourage excellent performance.

bull; Motivates employees to do their best through the use of reward and recognition.

bull; Provides clear, challenging, and achievable performance goals and holds employees accountable through regular employee feedback.

bull; Manages employees fairly; deals effectively with diverse workforce.

Planning and Organizing

bull; Plans effectively to ensure that all work is completed accurately and efficiently.

bull; Determines project/assignment requirements by breaking them down into tasks and identifying types of equipment, materials, and people needed; develops timelines and milestones.

bull; Regularly reassesses priorities and competing demands and adjusts allocation of time and resources to increase efficiency and effectiveness.

bull; Implements systems and processes that enable others to perform work independently.

Strategic Thinking and Visionary Leadership

bull; Looks at the #39;bigger picture#39; and thinks ahead when developing strategies and business plans.

bull; Understands the success factors critical to the organizationrsquo;s long-term profitability and competitiveness.

bull; Uses knowledge of industry and market trends to develop and champion long-term strategies.

bull; Communicates a compelling and inspired vision and rallies others behind the vision.

bull; Inspires and manages others to achieve and perform at a higher level.

bull; Demonstrates principled leadership and sound business ethics.

Strategic HR Business Partner to the Management Team

bull; Builds strong win-win relationships with partners to deliver on key goals. Serves as the key resource on HR issues to designated department.

bull; Articulates how current HR practices match customized needs of assigned department, making recommendations for improvement.

bull; Advises managers in establishing clear standards for excellent performance (i.e. job descriptions, competencies).

bull; Recommends approaches that maximize the potential performance and creativity of every employee.

Coaching and Consulting

bull; Provides appropriate advice, feedback and development resources to improve the effectiveness of Revised 05/06/14 individuals and teams.

bull; Takes active measures to coach and/or provide training to management team members with a goal to increase their leadership, best practices and HR competencies/expertise.

bull; Engages assigned management team members in problem solving approach that encourages their development in examining available options and arrives at a collaborative solution that balances the needs of involved parties and the organization.

bull; Performs appropriate information-gathering interventions (e.g. in-depth interviews) to determine customer issues and needs.

bull; Demonstrates ability to translate data into meaningful recommendations.

bull; Provides honest, behavioral feedback to customers about performance development opportunites and problems.

bull; Provides advice that leads others to act in new, more productive ways. Uses good judgement in sharing information and maintaining confidentiality.

HR Compliance

bull; Applies an understanding of key legal precedents, policies, and practices to protect the interests of the organization and individual employees.

bull; Provides effective direction and advice to management on the interpretation and application of the following: HR policies and procedures, FLSA, FMLA, ADA, TJC/State licensing, EEO, sexual harassment, corporate compliance, and collective bargaining agreements.

bull; Challenges policies or practices that don#39;t make sense.

bull; Monitors internal and external changes in the law, policies, and practices to define and confront risk to employees and the business.

bull; Responsible for the timely and accurate development of system and site specific workforce policies and procedures in compliance with governmental, legal and regulatory requirements. Ensures all new policies are clearly communicated to staff and leadership in a timely manner.

Employee/Labor Relations

bull; Reviews complaints; performs fact-finding and advises management on the preparation of disciplinary and adverse action, grievance, and other responses.

bull; Demonstrates knowledge of a wide range of HR concepts, laws, policies and practices related to employee and labor relations.

bull; Reviews, translates and negotiates union proposals, counter proposald and settlement agreements.

bull; Demonstrates knowledge of provisions for collective bargaining agreements, and provides training/orientation to supervisors and managers.

bull; Identifies, evaluates, and recommends management interventions to solve complex problems and issues.

bull; Applies knowledge of consensus building, negotiation, coalition building, mediation, interest-based bargaining and other non-adversarial problem solving approaches to resolve problems and advises management.

bull; Develops guidance and provides regulatory and policy advice and assistance on performance management, etc.

Leading and Developing People

bull; Identifies and selects the best applicants for jobs; effectively onboards to maximize retention.

bull; Supports employee growth and development.

bull; Ensures that productivity levels are maintained and makes changes to staffing patterns accordingly.

bull; Resolves conflict effectively.

bull; Coaches and counsels employees to encourage excellent performance.

bull; Motivates employees to do their best through the use of reward and recognition.

bull; Provides clear, challenging, and achievable performance goals and holds employees accountable through regular employee feedback.

bull; Manages employees fairly; deals effectively with diverse workforce.

Bachelorrsquo;s Degree in Human Resources or related field required Masterrsquo;s Degree Preferred _________________________________________________________________________

CERTIFICATES, LICENSES, AND REGISTRATION: PHR or SPHR (Preferred)

_________________________________________________________________________

EXPERIENCE REQUIREMENTS: Minimum of 10 years of progressive HR experience. Prior HRBP experience. Prior experience managing others within an HR department (preferred). Relevant healthcare/academic industry experience (preferred).

Covid Vaccination is a requirement for employment at Jefferson for employees working at Jeffersonrsquo;s clinical entities or at the University. If you are not currently vaccinated you will be required to receive the vaccination prior to hire date if you are offered employment, unless you request and receive an approved medical or religious exemption from Jefferson.

About Jefferson

Nationally ranked, Jefferson, which is principally located in the greater Philadelphia region, Lehigh Valley and Northeastern Pennsylvania and southern New Jersey, is reimagining health care and higher education to create unparalleled value. Jefferson is more than 65,000 people strong, dedicated to providing the highest-quality, compassionate clinical care for patients; making our communities healthier and stronger; preparing tomorrow#39;s professional leaders for 21st-century careers; and creating new knowledge through basic/programmatic, clinical and applied research. Thomas Jefferson University, home of Sidney Kimmel Medical College, Jefferson College of Nursing, and the Kanbar College of Design, Engineering and Commerce, dates back to 1824 and today comprises 10 colleges and three schools offering 200+ undergraduate and graduate programs to more than 8,300 students. Jefferson Health, nationally ranked as one of the top 15 not-for-profit health care systems in the country and the largest provider in the Philadelphia and Lehigh Valley areas, serves patients through millions of encounters each year at 32 hospitals campuses and more than 700 outpatient and urgent care locations throughout the region. Jefferson Health Plans is a not-for-profit managed health care organization providing a broad range of health coverage options in Pennsylvania and New Jersey for more than 35 years.

Jefferson is committed to providing equal educashy;tional and employment opportunities for all persons without regard to age, race, color, religion, creed, sexual orientation, gender, gender identity, marital status, pregnancy, national origin, ancestry, citizenship, military status, veteran status, handicap or disability or any other protected group or status.