Director, HR Strategy

Director, HR Strategy

Rochester, NY

SUMMARY:

The role is responsible for understanding, developing, and implementing HR strategies to deliver value-added service to leadership and team members that reflect the business objectives. The position will lead the implementation, governance and application of HR processes, systems, policies, and programs. The role is expected to maintain an effective level of business literacy about the business operational imperatives, culture, and competition.

This role will require the full use of HR, financial, business acumen and competencies to utilize data analytics and insights to anticipate human capital needs of the business unit. This role will partner and organize to develop workforce solutions that drive results and goal achievement. Must have the ability to communicate effectively with all levels of the organization and establish partnerships with the HR Centers of Expertise to drive engagement, attraction, and retention activities. The Director may include international human resource responsibilities. The position will have responsibilities across operational and corporate shared services and support prioritization of work in alignment to strategic pillars.

RESPONSIBILITIES:

Operational Business Leadership:

• Provide strategic and tactical direction to assigned client group on complex HR and business-related issues that optimize business performance in multiple business areas and corporate shared services environments.

• Fully understand the business, internal challenges, and external challenges, system strategy and pillar goals to prioritize and develop appropriate and outcome focused HR strategies that support the business.

• Partner with business leaders and utilizes organizational data (engagement surveys, exit interview, 90-day surveys, turnover reports), and other data sources to proactively identify and respond to talent, engagement, and retention challenges in the business.

• Monitors and measures outcomes of implemented strategies, and designs opportunities for improvement.

• Provide strategy advice and guidance to business leaders in the planning and leading of change processes to support business needs such as operational or business unit restructures, workforce planning and succession planning.

• Utilizes data and insights to analyze and visualize trends and metrics to develop solutions, programs, and policies to drive decision making and proactively solve for trends. Utilizes data and trends to present future strategies for system measurements.

• Aligned to operational Senior Leadership Team environments.

Leadership Support:

• Advise leadership on performance management and development goals for team members.

• Coach and work with business leaders to identify gaps and build skills and capabilities of their team to support a culture of engagement.

• Work closely with leaders and team members to improve team member engagement, build morale, and increase productivity and retention.

• Provide guidance and interpretation of all HR policies to leader and team members.

• Provide proactive coaching to leaders to increase organizational effectiveness.

• Identifies training needs for business units and individual executive coaching needs.

• Identifies training needs for business units and individual executive coaching needs.

• Leads and plans change management in business support operations.

Center of Excellence Leadership:

• Partner with the COE’s to prioritize long-term strategic goals and short-term business needs to co-create solutions that address identified business unit human resource needs critical to accomplishing goals.

• Responsible for connecting and leading in partnership with COE leadership, the implementation and execution of system level HR initiatives in the assigned business (engagement surveys, annual performance process, compensation adjustments, HRIS).

• Assesses talent needs of the business and develops strategies to attract, recruit and develop future leaders, partners with COE’s and Talent Acquisition Consultants in designing talent strategies that will result in building a diverse leadership.

• Design, evaluate and monitor training/development programs. Follows-up to ensure training/development objectives are aligned to strategy.

• Supports leaders and team members by connecting them to the appropriate resources in the COEs to resolve/address questions.

• Advocates for the enterprise and role models organizational values and behaviors.

• Maintain awareness of emerging trends and best practices to ensure alignment of HR strategy for the business.

Talent Leadership:

• Effectively recruits and retains talent for continuous support of the aligned business area.

• Fosters a team-based environment that collaborates across multiple disciplines to focus on continuous improvement and engagement.

• Monitors and recognizes performance of team members and supports people in professional development.

• Engages with team members to answer day to day operational questions and guidance.

REQUIRED QUALIFICATIONS:

• Bachelor’s degree required. Bachelor’s degree in management, finance or Human Resources preferred.

• 4 years of appropriate business experience or a position demonstrating the knowledge and experience of key responsibilities required.

PREFERRED QUALIFICATIONS:

• Master’s degree preferred.

• Ability to manipulate and visualize large scale data.

• Ability to translate strategy into action, and connect strategic objectives to tactical execution.

• Advanced Excel and PowerPoint skills for data visualization and storytelling.

• Above average relationship building skills and crucial conversation abilities.

• Ability to lead large scale initiatives.

• Ability to lead others.

• Ability to influence through change.

• Ability to lead others.

• Strong trust and relationships building acumen and abilities.

• Strong ability to prioritize and execute.

• Strong abilities in collaboration.

• Crucial conversation training preferred.

EDUCATION:

LICENSES / CERTIFICATIONS: 

PHYSICAL REQUIREMENTS:

For disease specific care programs refer to the program specific requirements of the department for further specifications on experience and educational expectations, including continuing education requirements.

Any physical requirements reported by a prospective employee and/or employee’s physician or delegate will be considered for accommodations.

PAY RANGE:

CITY:

POSTAL CODE:

The posted pay range is a good faith representation of potential base pay for this position. It may be modified in the future and eligible for additional pay components. Individual annual salaries/hourly rates could vary based on position details and FTE. Pay is determined by considering factors including, but not limited to, experience, relevant qualifications, specialty, internal equity, locations, and contracts.

Rochester Regional Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability, predisposing genetic characteristics, marital or familial status, military or veteran status, citizenship or immigration status, or any other characteristic protected by federal, state, or local law.