Director of Human Resources - SR HRBP
Job Description
Full Job Description
Date Posted:
2024-10-17
Country:
United States of America
Location:
Florida - Remote
WHY JOIN FCS
At Florida Cancer Specialists & Research Institute, we believe our people are our strength and we invest in them. In addition to having a positive impact on the people and communities we serve, associates benefit from significant professional opportunities, career advancement, training and competitive wages.
Offering competitive salaries and comprehensive benefits packages to include tuition reimbursement, 401-K match, pet and legal insurance.
A LITTLE BIT ABOUT FCS
Since 1984, Florida Cancer Specialists & Research Institute & Research Institute (FCS) has built a national reputation for excellence. With over 250 physicians, 220 nurse practitioners and physician assistants and nearly 100 locations in our network. Utilizing innovative clinical research, cutting-edge technologies, and advanced treatments, we are committed to providing world-class cancer care. We are recognized by the American Society of Clinical Oncology (ASCO) with a national Clinical Trials Participation Award, FCS offers patients access to more clinical trials than any private oncology practice in Florida. Our patients have access to ground-breaking therapies, in a community setting, and may participate in national clinical research studies of drugs and treatment protocols. In the past five years, the majority of new cancer drugs approved for use in the U.S. were studied in clinical trials with FCS participation prior to approval.
Through our partnership with Sarah Cannon, we are one of the largest clinical research organizations in the United States. Often, FCS leads the nation in initiating research studies and offering ground-breaking new therapies to patients.
Come join us today!
SUMMARY:
This position is a Hybrid role. Reporting to the Senior Director HR Field Operations, the HR Director serves as a strategic business partner and primary HR point of contact for functional and business unit leadership within assigned regions. Collaborates with senior management and business unit leaders to provide leadership and strategic perspective in driving the company’s ongoing growth, by leveraging the execution of strategic human capital programs and talent initiatives. Partners with leaders to provide a range of HR services to support business units in meeting their objectives and initiatives, while advancing key organizational goals by influencing strategy and maximizing workforce capabilities. The HR Director guides and manages the overall provision of HR services, policies, and programs for their assigned business unit(s). This entails ultimate responsibility for the effective coordination and delivery of core HR central services functions such as recruiting, compensation, benefits, talent management, retention, employee relations, engagement, HR metrics and HR compliance to the organization and assigned markets.
The incumbent is a thought leader and works in collaboration with HR CoE’s, building upon current human capital programs to enhance organizational decision-making and drive talent strategy to secure continued growth on a regional scale, with a deliberate focus on performance, talent management programs, engagement, and retention. This position must demonstrate a significant understanding of organizational design and development, utilizing analytics, project management, change management models, and highly effective communication skills to translate business strategy into effective HR talent solutions to increase overall organizational capabilities, organizational culture, talent, and operational efficiencies. The HR Director is a role model for the company’s PACT values and service standards; safeguards absolute integrity, consistency in practice and effective implementation of regulatory, company and HR policies, practices, and programs. Performs other duties and projects as assigned and ensures all duties are performed in accordance with regulatory requirements and organizational policies and procedures.
PRIMARY TASKS AND RESPONSIBILITIES:
- Diagnoses organization issues and determines root causes to develop evidence-based HR recommendations, business cases, solutions, or action plans to address specific business requirements and positively impact operational performance.
- Creates and implements an integrated HR and operating plan that aligns people strategies with current and emerging business strategies.
- Ensures effective implementation of HR programs that foster a “best place to work environment” and maximizes employee engagement and the achievement of business goals.
- Participates in regular assessments of the organization's strengths and risks, regulatory and industry trends, and labor market dynamics related to operational, financial, and clinical drivers.
- Collaborates with senior leadership to define and execute change initiatives, through the application of change management models, that advance the mission, promote values integration, increase organization effectiveness, and improve results.
- Maintains accountability for the company-wide standardization, development, communication and management of HR policies, procedures, and programs.
- Represents the market business unit's perspective, needs and current practices in the development of HR programs and initiatives.
- Creates and executes plans to integrate national initiatives with local initiatives to optimize organization capability and effectiveness.
- Collaborates with transition team to ensure a smooth go live. Facilitates and supports transition activities and planning as assigned.
- Develops appropriate communications, training, and support to engage team members and leaders.
- Advises leaders on HR matters including employee and physician relations, training, performance management, leadership development, compensation & benefits administration, talent acquisition.
- Coaches and develops leaders and managers to deliver people management capabilities; facilitates discussions as required.
- Conducts New Hire Orientation and employee training on HR policies and programs.
- Establishes and maintains collaborative, credible, and trusting partnerships with individuals across a broad range of people and groups, both internal and external.
- Draws upon other HR partners (risk, IT, compliance) and HR teams (CoEs, HR Operations etc.) to deliver required expertise, resources, and services to achieve desired outcomes.
- Ensures HR programs support the direction and goals of the region while maintaining corporate alignment. Partners with Corporate HR to implement system-wide initiatives and programs.
- Directs and manages the performance and development of assigned HR team members.
- Prepares, analyzes, and presents relevant HR metrics, reports, presentations, and insights to leadership to drive the focus and execution of HR and business strategy.
- Supports organizational development and succession planning, by influencing leaders to address complex organizational design issues and building talent management plans.
- Performs other duties and projects as assigned.
EDUCATION/CERTIFICATIONS & LICENSES:
- Bachelor’s degree required in HR Management, Business Administration, or a related discipline
- Master’s degree preferred HR Management, Business Administration, or Health Administration
- Certified HR practitioner, SHRM-CP, PHR, SHRM-SCP or SPHR Preferred.
- Valid state Driver’s License for travel to satellite offices and offsite meetings. Compliance with the company Driver Safety Operations and Motor Vehicle Records Check Policy is required.
EXPERIENCE:
- Minimum 10 years’ progressive experience in Human Resources Management with demonstrated knowledge and experience as an HRBP, HR generalist, employee/management advisor or consultant required HR experience in a healthcare setting preferred.
- 5 Years’ experience in an HR leadership and management role in a multi-site environment is required.
- 2 Years’ experience leading HR function for merger & acquisition required.
- Strong HR generalist foundation with a breadth and depth of HR knowledge, data analytics, best practices, legal and regulatory requirements, union avoidance and change management required.
- Prior experience in Organizational Development, Training & Development, Total Rewards, and Leave Administration and deployment of HCM system preferred.
- Ability to understand and effectively help facilitate change management process related to employment, HR strategies and organizational objectives. Demonstrate knowledge of HR practices, retention, engagement, change management, employee relations and culture development.
SCREENINGS – Background, drug, and nicotine screens
Safeguarding our patients and each other is an important part of how we deliver the best care possible to the communities we serve. All offers of employment at Florida Cancer Specialists & Research Institute are contingent upon clear results of a thorough background screening. Additionally, as a condition of employment, FCS requires all new hires to receive various vaccinations, including the influenza vaccine, barring an approved exemption. In addition, FCS is a drug-free workplace, and all new hires will be subject to drug/ nicotine testing.
EEOC
Florida Cancer Specialists & Research Institute (FCS) is committed to helping individuals with disabilities to participate in the workforce and ensure equal opportunity to compete for jobs. If you require an accommodation to submit a resume for positions at FCS, please email FCS Recruitment (
Recruiter@FLCancer.com
) for further assistance. Please note this email address is intended to request an accommodation as part of the application process. Any other correspondence will not receive a response.FCS is an EEO/Affirmative Action Employer and does not discriminate on the basis of age, race, color, religion, gender, sexual orientation, gender identity, gender expression, national origin, protected veteran status, disability or any other legally protected status.
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