Facilitates the planning and delivery of medium to large-scale, system-wide retention initiatives. Works closely with HR Directors, HR Generalists and HRIS team to execute on the implementation of such initiatives. Partners with stakeholders to develop strategic workforce plans that support the organization's current and future workforce needs. Proactively engages leaders and develops actionable plans to address employee turnover, resource deployment, agency labor utilization, overtime, productivity and job design. Prepares and analyzes data related to the workforce in order to support staffing decisions. Applies workforce planning methodologies, reports and tools to make workforce-related decisions. Leads efforts to increase workforce flexibility by leveraging labor data, industry best practices and workforce management technology. Embodies the Memorial Health Values of Safety, Integrity, Quality, and Stewardship that support our mission and vision.
QualificationsEducation:
· Bachelor’s degree, preferably in business, human resources, data science or related field
· Master’s degree in human resource management, business or related field preferred.
Licensure/Certification/Registry:
Professional in Human Resources (PHR) preferred
Experience:
· Two or more years of experience with human resource management, reporting/analytic tool sets, and data reporting (or the equivalent in related work experience).
· Prior experience with human resources/payroll applications, specifically Lawson and API is strongly preferred.
· Prior experience addressing workforce challenges in the healthcare industry is preferred
Other Knowledge/Skills/Abilities:
· Intermediate-level of knowledge of quantitative research methods, DMAIC improvement cycle and cost-benefit analyses.
· Intermediate-level of knowledge and abilities related to Microsoft Office computer applications for use in email, reports, documents, presentations, charts, spreadsheets, and correspondence (including the use of PivotTables, VLOOKUP and statistical analysis charts).
· Strong problem solving and troubleshooting skills with the ability to exercise mature judgment
· Basic knowledge of Human Resources/Payroll processes
· Outstanding verbal and written communication and problem solving skills with the ability to communicate effectively with internal and external contacts.
· Demonstrated ability to execute projects from start to finish including the development, measurement and reporting of key performance indicators. Ability to handle multiple projects simultaneously.
· Demonstrated ability to evaluate and measure the quantitative and qualitative impact of program and process implementations.
Responsibilities Facilitates action planning with customers to address primary issues associated with employee retention/turnover (i.e. staff scheduling, compensation, onboarding, training, etc.). Proactively leverages data to strategically engage customers to address workforce issues (i.e. turnover, overtime utilization, staffing/skill mix, contingency labor, productivity, etc.)Administers and audits incentive programs to ensure adherence to the pre-determined guidelines and criteria. Work closely with HRIS and Payroll teams to ensure seamless transition of accurate information amongst all parties.
Facilitates the planning and delivery of medium to large-scale, system-wide retention initiatives. Works closely with HR Directors and Generalists to execute on the implementation of such initiatives.
Prepares and analyzes data related to the workforce in order to support staffing decisions. Applies workforce planning methodologies, reports and tools to make workforce-related decisions.
Participates in data collection, needs assessments, staff modeling, labor cost analyses and process improvement efforts to provide business intelligence that produces actionable insights. Partners closely with HRIS team to obtain workforce-related data necessary to analyze workforce needs and determine if existing initiatives/programs are obtaining desired outcomes.
Analyzes workforce data to determine areas of opportunity to increase workforce flexibility, employee retention and organizational preparedness.
Researches industry best practices pertaining to retaining, developing and attracting workforce. Develops proposals on innovative strategies to meet the current and future organizational needs.
Researches performance metrics, interprets data, and reports insights to HR leaders and customers.
Maintains strict confidentiality concerning all correspondence and job related activities.
Analyzes, designs, develops, implements and evaluates educational activities to meet identified needs, utilizing adult learning principles.
Serves as resource person on committees, task forces, meetings and activities to assist the hospital and system in achieving strategic objectives.
Maintains professional growth and development through continuing education, seminars, workshops and professional affiliations.
Performs other related work as required or requested.
The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbents of this job. Incumbents may be requested to perform tasks other than those specifically presented in this description.
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