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Organization:

MMC-Memorial Medical Center

Position Overview:

Sutter Memorial Medical Center strives to provide high quality, compassionate care to each patient, while exercising prudent fiscal responsibility.

Sutter Memorial Medical Center is a community based and not-for-profit organization that exists to maintain and improve the health status of the citizens of greater Stanislaus County. We extend selected services to other communities whenever this will meet the critical needs and when it will enhance the productivity of local resources.

We pursue our mission by providing and promoting effective health care services and by fostering an integrated system of care in partnership with physicians, other health care providers, and payers. We provide access to a full continuum of care, built upon a core of sophisticated hospital-based services.

Serves as a member of multiple senior leadership or service line teams. Provides expert knowledge and support to these leaders and the rest of management on human resources (HR) related issues. Acts as an employee and management champion and change agent. Assesses and anticipates HR-related needs and communicates needs proactively with senior HR and operations leadership to meet business objectives.

Formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. Actively participates in the local community and may serve on a local board to ensure that the Sutter Health (SH) entities are known in the community it serves and to represent SH positively in that role. Partners on key program development and implementation, representing HR operations. Serves as a resource to others under their scope.

Supports a minimum of 3000 employees/providers or a minimum of 2000 employees and two or more entities serving on multiple senior leadership teams.

Job Description :

EDUCATION:

• Equivalent experience will be accepted in lieu of the required degree or diploma.

• Bachelor's degree: in Human Resources, Business Administration, Organizational Development, Industrial Relations or related field

CERTIFICATION & LICENSURE:

• DL-Valid Driver's License Class C

TYPICAL EXPERIENCE:

• 6 years recent relevant experience.

JOB ACCOUNTABILITIES:

Participates as a member of the entity(s) leadership or service line team in charting the future and assuring continuous improvement in overall effectiveness, efficiency, and integration.

Serves as HR executive providing strategic HR partnership and support.

Serves as sounding board and advisor to the senior leadership of the organization as pertains to the employee relations “pulse” of the organization.

Understands the business and culture of their entity(s) or service line 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 entity(s) or service line’s senior leadership 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 across the enterprise 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 HR 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 entity(s) or service lines on system-wide projects and initiatives impacting the entity(s) or service line.

Providing Strategic Support to Leadership:

Participates as a member of the leadership teams in charting the future and assuring continuous improvement in overall effectiveness, efficiency, and integration.

Serves as HR executive providing strategic HR partnership and support; serves as a sounding board and advisor to the senior leadership of the organization.

Understands the business and culture of their entity(s) or service line and translates that to partners.

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 leadership concerning the development and application of HR policies, programs, and procedures.

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.

Assures effective communications between the HR Function and operations.

Strives to achieve leading practice and best consensus decision- making.

Serves as thought leader and subject matter expert for the HR Function:

Collaborate in the establishment of organizational goal and manage results with entity(s) or service lines senior leaders.

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 system HR processes/programs.

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 entity(s) or service line human capital management strategy (management of employee life cycle from recruitment, training, career path to retirement) in alignment with entity(s) or service line plan.

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) to implement at local level.

Serve as key “trouble shooter” 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 entity(s) or service line for education, knowledge, determination of needs, growth, decline, etc.

Engages 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.

Participates in and/or leads system-wide projects and initiatives.

Leads planning and execution of HR priorities:

Monitor/drive employee survey and retention strategy; plan and achieve target through survey results and action planning.

Perform an execution role in workforce restructuring, expansion, and 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.

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 collaborates with HR partners to ensure that HR solutions are delivered and/or created to meet organization 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.

Assures that planning effectively integrates priorities and initiatives.

Develops annual objectives and budget and may review and comment on such plans.

Plan elements involving significant economic or time commitments are submitted to senior leader teams 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 partners:

Provide executive leadership to operating unit HR business partners/managers/directors.

Effectively manage operational and capital budget for the HR department within budgetary guidelines

Oversees and ensures entity(s) or service line compliance with all applicable HR laws, regulations, and entity(s) accreditation standards.

Collaborate with senior HR leadership to develop labor management and negotiations strategy in alignment with system strategy and implement.

Ensures equitable application of employee relations policies and practices.

Prepares for and participate in contract negotiations.

Leads the deployment of the HR solutions in their entity(s) or service lines and/or facilities.

Continuously seeks economies of scale, scope, and expertise while simultaneously assuring that servicing is achieved.

Makes and participates in employment decision (hire, terminations, and conditions of employment) related to HR, in accordance with HR policies and practices.

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.

Will review entity(s) or service lines -specific plans regarding non-exempt (non-supervisory) employee’s wages, and conditions of employment.

Conducts rounding activities to gather informal feedback from the staff including items that need attention, recognition, what is going well, etc.

Provides performance management and employee engagement support to leadership teams:

Takes the lead in supporting administrative team in performance management including helping to assess staff and create appropriate development plans.

Takes the lead in supporting administrative team to effectively coach high performers, and re-recruiting middle performers, and engage in crucial conversations and corrective action for low performers.

Identifies tools and resources from Sutter Health that will assist administrative team in creating engaged and enabled workforce and strengthen employee-manager relationship, and influences clients appropriately in the usage of these tools and resources.

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 and collaborator.

• 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 to 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 passionate human resources advocate and can articulate the human resources vision within the company will have the best results.

Job Shift :

Days

Schedule :

Full Time

Shift Hours:

8

Days of the Week:

Monday - Friday

Weekend Requirements:

None

Benefits:

Yes

Unions:

No

This position is work from home eligible.

Position Status:

Exempt

Weekly Hours:

40

Employee Status:

Regular

Number of Openings:

0

Sutter Health is an equal opportunity employer EOE/M/F/Disability/Veterans.

Pay Range is $73.25 to $117.20 / hour

The salary range for this role may vary above or below the posted range as determined by location. This range has not been adjusted for any specific geographic differential applicable by area where the position may be filled. Compensation takes into account several factors including but not limited to a candidate’s experience, education, skills, licensure and certifications, department equity, training and organizational needs. Base pay is just one piece of the total rewards program offered by Sutter Health. Eligible roles also qualify for a comprehensive benefits package.

All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, marital status, sexual orientation, registered domestic partner status, sex, gender, gender identity or expression, ancestry, national origin (including possession of a driver's license issued to individuals who did not present proof of authorized presence in the U.S.), age, medical condition, physical or mental disability, military or protected veteran status, political affiliation, pregnancy or perceived pregnancy, childbirth, breastfeeding or related medical condition, genetic information or any other characteristic made unlawful by local, state, or federal law, ordinance or regulation. External hires must pass a background check/drug screening. Qualified applicants with arrest and/or conviction records will be considered for employment in a manner consistent with Federal, state, and local laws, including but not limited to the San Francisco Fair Chance Ordinance.