Assoc Dir, HR - MN Physician Medical Groups

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Job Description

Job Summary & Primary Duties

The Associate Director, Human Resources is responsible for driving the business priorities in the assigned line of business (LOB) and provides tools, communications, and a clear path for execution of strategic functional initiatives. The role supports business objectives through talent management, organization development, change management, leader effectiveness, succession planning, and employee engagement. It collaborates with HR Centers of Expertise (COE) to ensure HR deliverables are addressed in a timely manner.

The Associate Director works with leaders to understand the client’s organization and business practices, builds trusted relationships, and supports organization design, staffing, talent development, career planning, and talent movement. The role also drives attraction and retention with a focus on diversity & inclusion in talent attraction, development, and retention.

Primary Duties & Responsibilities

• Manages and leads a team of HR staff by providing leadership and guidance to address complex questions and issues, and ensures HR services meet customer needs consistent with Cedars-Sinai mission and strategy. May oversee other HR leaders.
• Partners with HR leadership to prioritize and implement HR LOB goals, initiatives, and strategies.
• Plans, organizes, manages, and controls the daily operations of the HR Line of Business. Motivates and mentors a team of HR professionals and promotes development, engagement, and productivity.
• Serves as strategic partner to senior leadership, managers, and other personnel.
• Maintains a broad and deep understanding of operational, financial, environmental, regulatory and other business issues affecting the LOB, HR, and the organization.
• Evaluates HR service delivery relative to organizational strategy to identify opportunities for improvement.
• Collaborates with management and HR on design and implementation of integrated, flexible business solutions and improvement initiatives.
• Develops relationships with internal and external stakeholders to influence and facilitate change and gain buy-in.
• Develops and interprets HR policies and processes; provides consultation on policy application and best practices; recommends changes to support business needs.
• Identifies employee relations issues and manages complex cases through investigations, mediation, and navigation of organizational dynamics.
• Provides strategic consultation on compensation to ensure equity and adherence to laws and organizational philosophy.
• Delivers education, training, and development guidance to management and employees; analyzes engagement surveys and coaches leadership on performance and development, learning, and succession planning.
• Collaborates with HR teams on cross-functional process improvements and integration.

Department-Specific Duties & Responsibilities

The HR Associate Director will lead HR functions across multiple Medical Groups & Surgery Centers, with responsibilities that include:

• Leadership and Governance: Serve as the strategic HR Leader for physician groups, including staffing, performance management, engagement, retention, compensation, and organizational development.
• Influence: Collaborate with Boards of Directors, Medical Directors, and Medical Group Presidents to align HR initiatives with organizational goals; partner with physician leadership at affiliates to translate business goals into HR strategies.
• Complex Physician Investigations: Lead investigations in collaboration with senior executives; ensure consistent handling across medical groups and manage stakeholder expectations.
• Policy Development & Compliance: Develop and implement HR policies in line with state/local laws and Cedars-Sinai policies; support physician contracting, onboarding, credentialing, privileging, and alignment to employment agreements; ensure compliance with laws, accreditation, and bylaws.
• Acquisitions & Start-Ups: Support HR initiatives for acquisitions and new medical groups to ensure smooth transitions.
• Cultural Integration: Promote the Medical Network Culture within Medical Groups.
• Data-Driven Decision Making: Establish metrics and reporting for HR effectiveness and physician HR metrics (turnover, retention, satisfaction, compensation variance, benchmarking).
• Stakeholder Engagement: Build relationships with internal/external stakeholders; participate in physician committees and external benchmarking.
• Training & Development: Lead physician and staff development programs; coach leaders on performance, development, and succession planning.
• Change Management: Provide strategic HR leadership during organizational changes and coordinate integration projects when assigned.
• If assigned, serve as HR leader on affiliate projects and support integration plans with leadership.

Teamwork & Leadership Responsibilities

• Collaborate to solve problems and make decisions; cultivate customer relationships and…