Rush University Medical Center
Sr Director HR Partners & Employee Relations
Rush University Medical Center, Chicago, Illinois, United States, 60290
Location: Chicago, IL
Hospital: Rush University Medical Center
Department: HR Partners
Work Type: Full Time (Total FTE between 0.9 and 1.0)
Shift: Shift 1
Work Schedule: 8 Hr (8:00:00 AM - 6:00:00 PM)
Rush offers exceptional rewards and benefits. Learn more at our Rush benefits page.
Summary:
This position under the Talent Management structure will establish, maintain, and be responsible for day-to-day oversight of the Employee Relations functions and HR Partner team members. Reporting directly to the Associate Vice President, Talent Management, this role will create and support strategies and programs that foster a cohesive team model and positive employee populations, overseeing the various client areas within Rush University Medical Center (RUMC) and Rush Oak Park Hospital (ROPH). The position will work closely with the department leader to ensure overall operational efficiency of the area including strategy, projects, programs, and processes.
The Senior Director, HR Business Partners & Employee Relations, will have direct responsibility for helping to build and maintain a positive employee relations work culture for the organization through various programmatic vehicles, initiatives, and solutions. This role will be responsible for the development of a comprehensive Employee Relations approach, including processes and tools to track and measure efficacy. This role will help ensure the organization is up to date in best-in-class practices to support the HR Partner team and organization leaders in their Employee Relations needs.
Exemplifies the Rush mission, vision, and values and acts in accordance with Rush policies and procedures.
Job Responsibilities:
Leadership
Supports AVP of Talent Management on strategy and execution of department goals, projects, and initiatives.
Member of the Talent Management Leadership Team.
Manages, leads, coaches, develops, and supports the professional development of the HR Partner Team and Employee Relations Managers, providing direction, guidance, and support as needed.
Successfully impacts, influences, and drives action and accountability in others.
Serves as a trusted resource for all levels of the organization and shares best practices with the team.
Conducts all activities with the highest standards of professionalism and confidentiality. Successfully navigates within ambiguity, multiple priorities, and a constantly changing environment.
Exemplifies and creates an environment representative of our ICARE Values.
Management & Expertise
Works closely and successfully partners with HR Partner Team to support in the addressing and seamless resolution of employee relations issues, providing expert advice and coaching to all leaders and team members.
Provides expert guidance to Managers and team in the execution of, and help conduct, the investigation of complaints and concerns that could result in legal ramifications or organizational exposure; helps conduct investigations as needed.
Sets team standards, expectations, and goals, and provides support and guidance as needed to help the team achieve them.
Delegates work appropriately and holds team members accountable in a fair and equitable manner.
Evaluates and helps to manage the team's workload relative to identifying priorities.
Fosters a team environment that constantly collaborates, creates efficiencies, continuously analyzes, and champions continuous improvement.
Reviews and adjusts team client coverage and structure as needed, ensuring client coverage focus areas, and appropriate process/program leadership.
Guides team members through complex or sensitive situations as needed.
Supports the team's professional development, including working with team members to set development goals and action plans to help achieve them and providing guidance and coaching as appropriate.
Provides subject matter expertise on a broad range of employee relations issues, including assessing effectiveness of current processes, recommending and developing improvements, and creation of action plans to support plans update and formalize elements of that performance management, investigations, high risk disciplinary actions and terminations, re-organizations, complex leaves of absence and disability accommodations issues, and HR policies and practices, among others.
Uses project and change management skills to respond to short- and long-term business priorities.
Consistently exercises sound judgment and earns the trust and confidence of key internal clients and stakeholders when advising HR and business leaders on employee engagement, performance, retention, and employee relations matters.
Manages the investigative process from beginning to end, inclusive of issue identification, planning the approach, compliant intakes, subject and witness interviews, documentation and evidence, review/analysis, conclusion, and summary of relevant information.
Conducts complex, sensitive, impartial, and confidential reviews, inquiries, and investigations that are equitably, timely, and effectively completed.
Develops and implements fair and equitable employee-centric strategies, resources, and tools that proactively address RUSH and departmental needs.
Consultation & Communication
Consults as needed with the appropriate subject matter expert on promotions, pay decisions, and job evaluations with a focus on designing and creating solutions that move the business forward.
Coaches, counsels, and provides advice and direction to managers and employees ensuring compliance with organization policies and procedures.
Assists HR Partner team in coaching and providing guidance to leaders/employees with respect to conflict resolution.
Identifies and drives communication and sharing of best talent, team, and culture practices across functions to support our continuous improvement.
Helps create and communicate key information relative to HR or organizational strategies, programs, projects, or initiatives.
Collaboration & Partnership
Manages/leads/collaborates on specific projects and processes as determined in the annual HR strategic plan, and participates in functional and cross-functional initiatives.
Collaborates with HR Centers of Excellence (recruitment, compensation, benefits, employee experience, and more) to ensure effective partnership and strategy execution.
Partners closely with the Sr Director of Labor Relations to ensure that investigations are managed timely, effectively, and consistently to ensure alignment on process, policies, and procedures.
Creates well-written, thorough investigation-related templates, documents, playbooks, and talking points.
Builds and maintains supportive partnership with the Legal and Office Institutional Equity Teams, providing information and documentation as needed.
Builds and oversees training and education plans to support leaders and/or individual contributors on current practices and updates to employment law and RUSH key initiatives, programs, policies, and procedures.
Serves as the strategic leadership partner to the respective RUSH Senior Leadership members and associated departments as needed.
Partners with assigned RUSH client groups to help build and execute a strategy relative to their identified HR and People Priorities.
Partners with other Talent Management and HR leadership on special projects or proactive programs requiring Employee Relations input, guidance, and expertise.
Data & Analytics
Conducts ongoing analysis of data to identify trends and develop insights to be shared with HR teams, clients, and other COEs.
Leverages data to inform targeted, proactive efforts to reduce the number of employee relations, performance, or behavioral management issues.
Provides regular and ad hoc reporting for review and evaluation of current Employee Relations matters, and to support future strategy.
Guides the development of the team’s strategic position within the organization by implementing programs and processes that directly impact the relationship between the clients and the business partners.
Utilizes data to analyze key trends and execute a “tell the story” approach.
Analyzes Employee Relations data to identify systemic problems relating to complaints, determine themes, trends, and root causes to provide appropriate responses, insight, training, policy updates, increased monitoring, educational and prevention efforts for targeted populations, and other recommendations.
Evaluates and selects software and/or tools to support the management, tracking, and reporting of Employee Relations efforts.
Ensures team members are providing accurate and timely reporting of data, and responding appropriately to requests from within HR and from client groups and business leaders.
Required Job Qualifications:
Bachelor's degree
12+ years of experience in Human Resources, Employee Relations and/or a related field
Ten plus years of experience in leading teams of five or more people
Working knowledge of all HR functional areas, business practices, corporate policies, regulations, and federal, state, county, and local employment laws and statutes
Excellent communication skills across all levels of the organization, with an ability to persuade and influence, and the ability to build enthusiasm and commitment
Passion and prior demonstration of success in leading, developing, and managing successful teams
Excellent presentation and facilitation skills
Strong management presence with a track record of successfully leading different HR initiatives
Strong relationship building and managing through influence skills
Results-oriented and focused on inspiring the organization to focus on continuous improvements that positively impact the organization
Process-oriented problem solver with solid quantitative and analytical skills, and the ability to keep on point.
Demonstrated ability to influence, lead, and manage projects in a heavily matrixed environment
Ability to prioritize workload, manage projects, and handle multiple responsibilities while meeting strict deadlines
Ability to successfully execute at a strategic as well as tactical/hands-on level
Ability to travel to other Rush locations as needed
Honest and a highly ethical team player
Preferred Job Qualifications:
Master’s Degree Preferred or Juris Doctorate (“JD”)
PHR/SPHR Preferred
Multiple industry experience preferred
Prior Healthcare experience preferred
Prior experience working in one or more HR “Centers of Excellence” internally or externally
Project Management Skills and/or certification
Prior experience working in a union and non-union environment
Physical Demands:
Walking, standing, sitting.
General lifting less than 10 lbs.
Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
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Hospital: Rush University Medical Center
Department: HR Partners
Work Type: Full Time (Total FTE between 0.9 and 1.0)
Shift: Shift 1
Work Schedule: 8 Hr (8:00:00 AM - 6:00:00 PM)
Rush offers exceptional rewards and benefits. Learn more at our Rush benefits page.
Summary:
This position under the Talent Management structure will establish, maintain, and be responsible for day-to-day oversight of the Employee Relations functions and HR Partner team members. Reporting directly to the Associate Vice President, Talent Management, this role will create and support strategies and programs that foster a cohesive team model and positive employee populations, overseeing the various client areas within Rush University Medical Center (RUMC) and Rush Oak Park Hospital (ROPH). The position will work closely with the department leader to ensure overall operational efficiency of the area including strategy, projects, programs, and processes.
The Senior Director, HR Business Partners & Employee Relations, will have direct responsibility for helping to build and maintain a positive employee relations work culture for the organization through various programmatic vehicles, initiatives, and solutions. This role will be responsible for the development of a comprehensive Employee Relations approach, including processes and tools to track and measure efficacy. This role will help ensure the organization is up to date in best-in-class practices to support the HR Partner team and organization leaders in their Employee Relations needs.
Exemplifies the Rush mission, vision, and values and acts in accordance with Rush policies and procedures.
Job Responsibilities:
Leadership
Supports AVP of Talent Management on strategy and execution of department goals, projects, and initiatives.
Member of the Talent Management Leadership Team.
Manages, leads, coaches, develops, and supports the professional development of the HR Partner Team and Employee Relations Managers, providing direction, guidance, and support as needed.
Successfully impacts, influences, and drives action and accountability in others.
Serves as a trusted resource for all levels of the organization and shares best practices with the team.
Conducts all activities with the highest standards of professionalism and confidentiality. Successfully navigates within ambiguity, multiple priorities, and a constantly changing environment.
Exemplifies and creates an environment representative of our ICARE Values.
Management & Expertise
Works closely and successfully partners with HR Partner Team to support in the addressing and seamless resolution of employee relations issues, providing expert advice and coaching to all leaders and team members.
Provides expert guidance to Managers and team in the execution of, and help conduct, the investigation of complaints and concerns that could result in legal ramifications or organizational exposure; helps conduct investigations as needed.
Sets team standards, expectations, and goals, and provides support and guidance as needed to help the team achieve them.
Delegates work appropriately and holds team members accountable in a fair and equitable manner.
Evaluates and helps to manage the team's workload relative to identifying priorities.
Fosters a team environment that constantly collaborates, creates efficiencies, continuously analyzes, and champions continuous improvement.
Reviews and adjusts team client coverage and structure as needed, ensuring client coverage focus areas, and appropriate process/program leadership.
Guides team members through complex or sensitive situations as needed.
Supports the team's professional development, including working with team members to set development goals and action plans to help achieve them and providing guidance and coaching as appropriate.
Provides subject matter expertise on a broad range of employee relations issues, including assessing effectiveness of current processes, recommending and developing improvements, and creation of action plans to support plans update and formalize elements of that performance management, investigations, high risk disciplinary actions and terminations, re-organizations, complex leaves of absence and disability accommodations issues, and HR policies and practices, among others.
Uses project and change management skills to respond to short- and long-term business priorities.
Consistently exercises sound judgment and earns the trust and confidence of key internal clients and stakeholders when advising HR and business leaders on employee engagement, performance, retention, and employee relations matters.
Manages the investigative process from beginning to end, inclusive of issue identification, planning the approach, compliant intakes, subject and witness interviews, documentation and evidence, review/analysis, conclusion, and summary of relevant information.
Conducts complex, sensitive, impartial, and confidential reviews, inquiries, and investigations that are equitably, timely, and effectively completed.
Develops and implements fair and equitable employee-centric strategies, resources, and tools that proactively address RUSH and departmental needs.
Consultation & Communication
Consults as needed with the appropriate subject matter expert on promotions, pay decisions, and job evaluations with a focus on designing and creating solutions that move the business forward.
Coaches, counsels, and provides advice and direction to managers and employees ensuring compliance with organization policies and procedures.
Assists HR Partner team in coaching and providing guidance to leaders/employees with respect to conflict resolution.
Identifies and drives communication and sharing of best talent, team, and culture practices across functions to support our continuous improvement.
Helps create and communicate key information relative to HR or organizational strategies, programs, projects, or initiatives.
Collaboration & Partnership
Manages/leads/collaborates on specific projects and processes as determined in the annual HR strategic plan, and participates in functional and cross-functional initiatives.
Collaborates with HR Centers of Excellence (recruitment, compensation, benefits, employee experience, and more) to ensure effective partnership and strategy execution.
Partners closely with the Sr Director of Labor Relations to ensure that investigations are managed timely, effectively, and consistently to ensure alignment on process, policies, and procedures.
Creates well-written, thorough investigation-related templates, documents, playbooks, and talking points.
Builds and maintains supportive partnership with the Legal and Office Institutional Equity Teams, providing information and documentation as needed.
Builds and oversees training and education plans to support leaders and/or individual contributors on current practices and updates to employment law and RUSH key initiatives, programs, policies, and procedures.
Serves as the strategic leadership partner to the respective RUSH Senior Leadership members and associated departments as needed.
Partners with assigned RUSH client groups to help build and execute a strategy relative to their identified HR and People Priorities.
Partners with other Talent Management and HR leadership on special projects or proactive programs requiring Employee Relations input, guidance, and expertise.
Data & Analytics
Conducts ongoing analysis of data to identify trends and develop insights to be shared with HR teams, clients, and other COEs.
Leverages data to inform targeted, proactive efforts to reduce the number of employee relations, performance, or behavioral management issues.
Provides regular and ad hoc reporting for review and evaluation of current Employee Relations matters, and to support future strategy.
Guides the development of the team’s strategic position within the organization by implementing programs and processes that directly impact the relationship between the clients and the business partners.
Utilizes data to analyze key trends and execute a “tell the story” approach.
Analyzes Employee Relations data to identify systemic problems relating to complaints, determine themes, trends, and root causes to provide appropriate responses, insight, training, policy updates, increased monitoring, educational and prevention efforts for targeted populations, and other recommendations.
Evaluates and selects software and/or tools to support the management, tracking, and reporting of Employee Relations efforts.
Ensures team members are providing accurate and timely reporting of data, and responding appropriately to requests from within HR and from client groups and business leaders.
Required Job Qualifications:
Bachelor's degree
12+ years of experience in Human Resources, Employee Relations and/or a related field
Ten plus years of experience in leading teams of five or more people
Working knowledge of all HR functional areas, business practices, corporate policies, regulations, and federal, state, county, and local employment laws and statutes
Excellent communication skills across all levels of the organization, with an ability to persuade and influence, and the ability to build enthusiasm and commitment
Passion and prior demonstration of success in leading, developing, and managing successful teams
Excellent presentation and facilitation skills
Strong management presence with a track record of successfully leading different HR initiatives
Strong relationship building and managing through influence skills
Results-oriented and focused on inspiring the organization to focus on continuous improvements that positively impact the organization
Process-oriented problem solver with solid quantitative and analytical skills, and the ability to keep on point.
Demonstrated ability to influence, lead, and manage projects in a heavily matrixed environment
Ability to prioritize workload, manage projects, and handle multiple responsibilities while meeting strict deadlines
Ability to successfully execute at a strategic as well as tactical/hands-on level
Ability to travel to other Rush locations as needed
Honest and a highly ethical team player
Preferred Job Qualifications:
Master’s Degree Preferred or Juris Doctorate (“JD”)
PHR/SPHR Preferred
Multiple industry experience preferred
Prior Healthcare experience preferred
Prior experience working in one or more HR “Centers of Excellence” internally or externally
Project Management Skills and/or certification
Prior experience working in a union and non-union environment
Physical Demands:
Walking, standing, sitting.
General lifting less than 10 lbs.
Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
#J-18808-Ljbffr