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Partner with departmental leadership to develop, drive and execute HR best practice policies, programs and training in the areas of change management, talent assessment, career development, employee retention, succession planning, workforce planning and employee engagement.

MINIMUM QUALIFICATIONS :

EDUCATION, CERTIFICATION, EXPERIENCE, AND/OR LICENSURE:

1. Master’s degree in Human Resources, Business Administration, Industrial Relations or related field and three years of professional Human Resources experience required.

2. O R Bachelor’s degree in Human Resources, Business Administration, Industrial Relations or related field and six years of professional Human Resources experience required.

PREFERRED QUALIFICATIONS :

EDUCATION, CERTIFICATION, AND/OR LICENSURE:

1. Professional Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification and/or SHRM-CP and SHRM-SCP certification preferred.

EXPERIENCE:

1. Experience with an emphasis in workforce and succession planning, change management and/or retention programs.

2. Demonstrated success in consulting effectively with senior level management and influencing business unit leaders.

3. Recent work experience in a healthcare setting preferred.

CORE DUTIES AND RESPONSIBILITIES: The statements described here are intended to describe the general nature of work being performed by people assigned to this position. They are not intended to be constructed as an all-inclusive list of all responsibilities and duties. Other duties may be assigned.

1. Formulate partnerships across assigned departments to deliver value added service to management and employees that reflects the business objectives of the organization.

• Attend department meetings to better understand the activities occurring in the business.
• Serve as an advisor to the leadership team by providing insight, coaching and HR related solutions to functional and business leaders in the effective management and development of their employees.
• Serve as a change agent to assist in successful change management of each business/service line.

2. Drive talent growth initiatives throughout the organization through talent assessment model and career development.

3.

• Lead workforce planning initiatives through the facilitation of talent planning.
• Manages, communicates, and supports framework.
• Provides data and reporting for current state analysis.
• Reviews gap analysis and determines action plans to close the gaps.
• Implements and monitors action plans.
• Assists with executive sponsorship.

4. Partner with leaders to deliver succession and replacement planning programs.

• Maintains up to date knowledge on latest human resource replacement and succession planning issues and best practices.
• Develops, recommends, reviews, and updates replacement and succession planning relates policies and procedures.
• Provides leadership training on replacement and succession planning tools, best practices, and processes.
• Researches and implements replacement and succession planning for critical and key positions.
• Defines criteria to identify critical and key positions for initial development of replacement and succession plans.
• Facilitates talent reviews and replacement and succession planning discussions with leadership.
• Facilitates replacement and succession plan development.
• Assists in designing, implementing and managing talent development programs in collaboration with the Center for Education and Organizational Development (CEOD) team.
• Creates and coordinates reports to monitor replacement and succession plans and overall effectiveness.
• Monitors and verifies the integrity of replacement and succession plan data in the Human Resources Information System (HRIS).
• Reviews and recommends enhancements to the replacement and succession planning processes and set-up in the HRIS.

5. Research, develop and partner with leadership to implement employee retention strategies and programs.

• Conduct exit interviews and report trends.
• Conduct employee and management focus groups and analyze trends to assist in meaningful development of dept. improvements.

6. Facilitate ideas and strategies to promote a health employee engagement.

• Assist management in reviewing and understanding employee engagement survey results.

• Partner with management to foster a positive culture that creates an inspiring employee engagement environment.

7. Assists in the administration of local audits.

8. Develops, coordinates, and maintains policies, programs and training regarding all Human Resources functions with an emphasis in the area of employee relations. Assists and advises hospital and management staff on employee relations issues.

9. Develops and recommends employee relations practices necessary to maintain positive employer/employee working relationships and promote positive employee morale in accordance with the mission and values and sound administrative practices.

• Assists in the preparation and review legal inquiries.

• Interprets, communicates, trains, and educates hospital staff & management related to policy, values, and State and Federal Laws to assure that CCMC and CCPC maintain legal, nondiscriminatory practices.

10. Investigates employee issues/problems utilizing sound judgment consistent with organization policies including: harassment, working conditions, and disciplinary actions. According to circumstances, provides appropriate guidance to hospital management and individuals.

• Advises and assists management staff in counseling, disciplining or terminating employees as a result of performance, behavior, and attendance actions.

• Ensures required written corrective action forms are reviewed in Human Resources.

PHYSICAL REQUIREMENTS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Extended periods of sitting.

2. Extended periods of computer usage.

3. Required to walk to various areas throughout the departments or medical complex. This may require the use of elevators and/or stairs.

4. See attached Physical Demands

WORKING ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Standard, high volume office environment.

2. Cognizant of environmental factors, infection control issues and maintains a safe environment.

SKILLS AND ABILITIES:

1. Must have and maintain a working knowledge of federal and state labor laws related to all aspects of human resources.

2. Must have an ability to organize and prioritize multiple projects.

3. Must have and demonstrate an ability to communicate both orally and in writing in a clear and concise manner.

4. Must have strong analytical and problem solving skills.

5. Must have ability to maintain high level of confidentiality.

6. Must have the ability to interface with management and employees at all levels of the organization.

Scheduled Weekly Hours:

40

Shift:

Days (United States of America)

Exempt/Non-Exempt:

United States of America (Exempt)

Company:

CCMC Camden Clark Medical Center

Cost Center:

560 CCMC HR

Address:

800 Garfield Ave

Parkersburg

West Virginia