Chief Human Resource Officer

The Chief Human Resources Officer (CHRO) serves as part of the senior leadership team of the Rogers Behavioral Health System, reporting to the President and CEO (Pres/CEO). The Chief Human Resources Officer has responsibility for planning, developing and implementing system-wide initiatives and strategies that support talent acquisition and management, employee engagement and customer service excellence. The CHRO is an enterprise-wide thinker who works collaboratively with other senior leaders in supporting System change management initiatives. Additionally, he/ she is responsible for developing HR's strategic plan, assuring alignment with the hospital, developing and implementing HR policies and guidelines and working collaboratively with hospital and clinic leaders to link the system strategies and policies to staff. The CHRO has overall accountability for HR performance system-wide and compliance with federal, state and hospital labor standards and policies. The CHRO sets direction system-wide for recruitment, retention and succession strategies; organizational development and training initiatives; performance management; employee relations; and the management of HR systems and analytics. He/she also works collaboratively with the COO in the development and implementation of diversity and inclusive excellence initiatives in support of hospital employees. The CHRO works closely with a variety of System and hospital leaders, including the COO, General Counsel, Chief Financial Officer, as well as System communication leaders responsible for internal communication to develop consistent and accurate messages as they relate to human resources functions. Plans and develops HR metrics, reviews monitoring trends, adjusting programs as indicated and providing results. Develops and supports HR information systems enhancements, technology innovations and new ways of working. Builds, implements and supports system wide performance management programs, including review processes for senior and medical staff. Creates national scope compensation and classification policies and programs to effectively attract and retain talent. Utilizes system wide employee engagement assessments, including system-wide employee satisfaction and climate surveys to maintain and increase employee engagement. Develops and implements succession planning and internal development/promotion strategies to build career pathing programs and increase employee retention. Completes executive recruitment as needed including national searches for system-wide executive positions, with emphasis on robust outreach to build a broadly inclusive pool of qualified applicants, including but not limited to women, minorities and other under-served people. Oversees and provides direction to system-wide training and professional development plans as part of talent development. Leads internal employee communications regarding HR issues. Office of Federal Contract Compliance Programs (OFCCP) reporting; legal mandates set out by state and federal law as they relate to civil rights, equal employment and affirmative action; and compliance with Vietnam Era Veterans Readjustment Assistance Act, etc. Develops, manages and implements HR operational and staff budgets. In addition to the qualifications listed above, the Chief Human Resources Officer will have significant HR knowledge and expertise. Ability to translate, vision, strategic direction, and long-term goals into specific projects and initiatives with clear timelines. Knowledge of shared governance and related dynamics within staff and faculty populations to facilitate the development and implementation of strategic direction and necessary changes. An advanced understanding of state laws, statutes and federal laws and regulations related to employment and other areas of HR. Knowledge of the components of an effective human resources management platform, particularly as it relates to performance management. Experience with enterprise resource planning (ERP)/human resources management, including the ability to implement, use, maintain and develop systems to meet future needs of the hospital. Experience with employee engagement and survey instruments, strategies and best practices. Demonstrated effectiveness in developing HR initiatives, programs, and polices that support the diversity and inclusive excellence. Strong analytical, project management, fiscal and workforce development skills. Strong networks within relevant professional organizations to foster innovation and new thinking. Education/Training Requirements: Bachelor's degree in business, human resources or similar degree required with master's degree preferred. An advanced degree and professional HR certifications are strongly preferred. A minimum of ten (10) years of progressively responsible leadership experience in human resources, including experience in key areas such as compensation, workforce development, performance management, employee engagement, succession planning and change management is required. The CHRO must have demonstrated experience consulting and advising senior-level executives in broad areas of human resources. Demonstrated strategic planning, implementation and evaluation expertise is essential, along with large-scale program implementation experience. Experience dealing with highly sensitive and confidential situations is also required. Computer proficiency and working knowledge of software programs, including Windows packages. Must be granted insurable status by the Rogers insurance policy. Health, dental, and vision insurance coverage for you and your family 401(k) retirement plan Employee share program Life/disability insurance Flex spending accounts Tuition reimbursement Health and wellness program Employee assistance program (EAP) Through UnitedHealthcare, UMR and HealthSCOPE Benefits creates and publishes the Machine-Readable Files on behalf of Rogers Behavioral Health.