Director,Human Resources Job Augusta area,Georgia USA,HR/Recruitment

Director, Human Resources

The Director, Human Resources is a credible leader and an engaged partner with leadership teams of Wellstar Health System. In partnership with AVP/VP, responsible for developing and maintaining a high-quality, comprehensive human resources program that supports the institution's mission, values and strategic plan. This is a high visibility, hands-on leadership role with opportunity for significant organizational impact.

Deliverables include:

Assisting AVP / VP with execution of both the Entity and System HR Strategic Plan
Creating a more effective human resource organization
Achieving HR Service Delivery & Operational Excellence
Building Organizational Capability and Talent Bench Strength
Workforce Planning & Management
Driving an "Employer of Choice" initiative
Guiding Leaders on the Trust Journey to ensure a culture of high engagement and Trust as part of the HR leadership team, is accountable for oversight and implementation of successful programs locally in partnership with Centers of Expertise to meet local business priorities. Brings expertise in all HR functional areas such as analytics, employee relations, change management, performance management, talent management, engagement strategies, and process improvement strategies.

Responsible for strategic and tactical balance, and achievement in driving HR service delivery and operational excellence.
Leads Human Resources function at operational level for areas of responsibility. Implements, educates and communicates HR Policies, Procedures and Programs. Contributes to the achievement of results through outstanding HR leadership, effective relationships and creative problem solving. Builds and sustains through example, a supportive, open and empowered culture that supports the assigned client groups' success and alignment to Well Star's strategic priorities.

Core

Responsibilities and

Essential Functions:

1. Strategic Planning and comprehensive leadership of key HR Functions

a. Accountability for human capital, financial, programmatic, and quality performance,
regulatory oversight, standardization related to human resources
b. Sets prioritization of operations to achieve system objectives while assuring continuous
quality improvement and outcome excellence for the Human Resource Function
c. Monitors to insure variance analysis and resolution
d. Identifies high risk areas for regulatory compliance; trains staff, monitors and ensures
compliance
e. Monitors HR performance outcomes via benchmark analysis and facilitates accountability
via defined expectations and goals
f. Develops departmental/Division strategic plans and works with leadership to facilitate goal
achievement

2. Organization Development/Culture

a. Identify and facilitate proactive problem resolution of Employee Relations hot beds and
day-to-day issues
b. Lead, create and sustain, through partnership with the operating units leadership, a
culture that supports Well Star's Strategic Plan (i.e., its mission, values alignment, and
organizational effectiveness) and by building and sustaining performance management rigor
(i.e., assuring that the right people are hired, trained, developed, supported for career and
performance growth)
c. Integrate organization development and culture development to support the Employer of
Choice strategy for Well Star Health System
d. Create and reassure the effectiveness of a communications infrastructure within Well Star
which would effectively achieve employee & management communication objectives

3. HR Consulting

a. Lead and align the training and development of Wellstar's supervisors, managers,
directors, and senior leadership
b. Proactively analyze the root causes of issues (before they become major or spread). Build
open and strong relationships with line management, performing on-going assessment plus
organization diagnosis; and implement strategies, tactics appropriate to OD interventions to
address and measure the effectiveness of HR work. Through careful analysis of trends, treat
problem (not symptoms) and resolve issues before they negatively impact business
operations (i.e., recruitment, staffing, retention, conflict resolution, labor cost escalation and
pro…