Overview

The Woodlands Hospital a primary and secondary care hospital serving North Harris and Montgomery counties. Clinical services include cardiovascular services diagnostic imaging women’s services (digital mammography and bone density studies) neurosciences pediatric care (Newborn and Level II nurseries) and surgery pathology and pulmonary services and sleep disorders. Clinical affiliations include The University of Texas MD Anderson Cancer Center’s Radiation Treatment Center and Texas Children’s Hospital.  

CHI Texas Division HR Business Center: Provide leadership, direction, and prioritization for the creation and delivery of all services within the HR Business Center in accordance with the Texas Division and CHI National direction; develop service expectations and associated metrics to monitor delivery consistent with plan; document and communicate services, timelines and process consistent with expected utilization of the Center. CHI Texas Division HR Business Partner for Corporate Services: Serve as an integral business partner to the CHI Texas Division corporate services leaders            to ensure that human capital and talent management strategies are aligned with the market’s business and operational strategies; provide HR consulting, assessment, organizational development, talent management, coaching and change management partnership and services to SLHS leaders and employees to enhance leadership capabilities and superior decision making.

Responsibilities

1. Partner: Participates as part of the operational leadership team of assigned business unit or service

Functions as a trusted advisor, partner and active member on the assigned area(s) leadership team(s) by providing HR guidance to support business planning and deliver on key goals.

2. Strategic Alignment: Works collaboratively with designated partners to support and maximize operational performance with particular attention to those activities that lead to the successful accomplishment of organizational strategic priorities and goals

Partners to ensure strategic alignment of business unit/service line work with organizational goals, processes, policies, structure and overall strategy that supports the business and drives organizational

3. Business Knowledge: Understands and can articulate financial and operational terms and practices that are contextualized to the needs of the business unit/service line being served.

Drives value by knowing the business and translating business data into actionable information that is used for effective decision making; works with management to understand operational needs and plans, proactively identifying and developing plans for mitigating risks to effective and efficient operational

4. Change Management: Supports the process and use of tools/techniques to manage the people elements of change to achieve desired business outcomes.

Collaborates with key stake holders to support implementation of change management initiatives and ensures objectives are met that drive overall performance, improve business outcomes and align with strategic Being resilient in times of change.

5. Culture: Integrates culture standards consistent with the CHI Work Community Value Proposition into business unit/service line practices and processes to ensure all employees experience and engage in supporting the desired work culture.

Understands and promulgates approaches that lead to the positive, desired work culture articulated in CHI’s Work Community ValueApplies results of culture diagnostic tools, g., Performance Culture Assessment (PCA) to help craft appropriate plans for addressing culture development needs identified in the business unit/service lines served.

6. Talent Management: Partners with leaders to identify current and anticipated talent needs

Collaborates with the operational leaders and others to develop an effective, strategic talent acquisition, retention, and succession

7. Performance and Leadership Coaching: Provides appropriate advice, feedback and development to improve the effectiveness of individual leaders and their team members.

Provides guidance and advice addressing issues that pertain to engagement, performance management, employee relations, training and other areas of HumanFocuses on development, collaboration and assessments; coaches Leaders and employees at all levels on a variety of topics such as management skills, conflict resolution and

8. Centers of Expertise (CoE) Utilization: Collaborates with CoEs to support the accomplishment of business goals and objectives

Identifies business unit/service line needs to CoE partners for program and resource solutions that support effective people management and operationalAssists CoE with the implementation of programs/initiatives to increase awareness and understanding by employees andWorks with CoE partners to develop, implement, and improve processes for engagement and communication between the CoE and Business Partners that ensure the effective utilization of the CoEs on an ongoing

9. People Metrics and Analysis: Provides people data, business metrics and information to enhance effective operational performance.

Provides relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities.

10. Employment and Labor Law: Applies an understanding of legal precedents, policies and practices to protect the interest of the organization, leaders and individual employees

Provides effective direction, counsel and advice to management on the interpretation and application of: HR policy and practice, employment and labor laws (i.e. EEOC, ADA, FMLA, HIPAA), Joint Commission, unemployment, etc.

11. Leadership of HR Business Center: Provides direct leadership for the HR Business Center

Provides deep functional expertise in multiple HR process areas, ensuring operational processes and related systems are fully optimizedEffectively partners with the national HR service center and operations center uses case management and knowledgebase tools to resolve, log, track and escalate employee, manager or retireeEffectively partners with the local HR, local leaders, national HR service center and operations center to ensure complex employee, manager or business scenarios are analyzed and effective processing steps taken to ensure resolution within HR process guidelinesFrequently engages with HR colleagues (local and national), vendor contacts, IT teamsLeads HR Services ongoing process improvement initiatives, including evaluating process efficiencies and making improvement suggestions based on lean processing principles or to comply with regulatory changes, policy changes, etcActively monitors and uses HR Service metrics and trends to determine where process improvement options exist to improve the customer experience, optimize services and gain efficiencies through technology or other means incorporating these in process improvement proposalsEnsures process documentation is updated and teams receive adequate training on changes

12. Project Management: Leads and facilitates complex HR business projects involving systems and/or business processes to obtain business goals and operational objectives.

Serves as a subject matter expert on project teams and for annual programsEnsures project activities are planned and prioritized appropriately balancing project and ongoing support needs with project leaders, cross functionally as neededAs a subject matter expert influence project decisions where appropriate to improve the customer experience and/or improve efficiencyEnsure project deliverables are delivered on time, are documented, and teams are effectively trained in process and functionality changes.
Qualifications

Required Education and Experience:

Bachelor’s degree required

5 or more years of progressive HR responsibility; working in multiple HR disciplines;  and experience working within a highly complex organization.

Required Minimum Knowledge, Skills, Abillities and Training:

Demonstrated strategic thinking, negotiation, and management skills as well as an ability to work tactically in a team environment requiredProject management and organizational change management experience requiredExcellentoral,written,andpresentation communication skills requiredDemonstrated ability to collaborate, advise and influence at all levels requiredStrongcomputerliteracyrequired,includingExcelspreadsheet, Power Point, and Word processing applicationsStrong Business Acumen and Strategic planning required

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