Vice President, Human Resources

THE MEDICAL HEART OF MARYLAND
Treating over 330,000 patients every year, the University of Maryland Medical Center is at the vital core of Maryland’s health care system and community. We’re known for our prestigious expertise in innovative research and education, along with the talented staff and advanced centers that make it all possible. The R Adams Cowley Shock Trauma Center, the world’s first center dedicated to trauma, treats more than 7,500 critically injured patients a year with an incredible 97 percent survival rate. We also have one of the nation’s largest kidney and pancreas transplant programs at The Joseph and Corinne Schwartz Division of Transplantation, home to Maryland’s first steroid-free protocol and pancreas/kidney transplant. From our National Cancer Institute-designated UM Marlene and Stewart Greenebaum Cancer Center to The University of Maryland’s Children’s Hospital, one of the largest pediatric centers in the state, we are dedicated to saving and transforming lives.

Under limited supervision, responsible for serving as a strategic partner and internal consultant to executive and line management, providing strategic leadership and specialized expertise to assist the hospital(s) in achieving their strategic and operational objectives.  Responsible for day-to-day human resources leadership of and focus on the assigned specific hospital(s) within the context of a shared human resources model (with combined revenue in excess of  $3.2B and employee base of more than 23,000). This is accomplished through the establishment and maintenance of an efficient human resources organizational infrastructure, a culture of excellence, a customer service focus, alignment of structure and incentives, the provision of an energizing work environment, and efficient utilization of resources. This executive provides leadership for all aspects of human resources programs, operations, and activities to provide the organization(s) with the best talent available, to position the organizations as employers of choice in their market areas, and to support organizational culture transformation and change efforts.

Principal Responsibilities and Tasks

The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification.  They are not to be construed as an exhaustive list of all job duties performed by personnel so classified.

• Participate as a leader in the phases of the HR integration of their assigned hospital(s).
• Serve as a member of the executive management teams of their assigned hospital(s) and participate in the strategic planning and business development of the organization(s), and UMMS as applicable.
• Participate in and promote the ongoing refinement of a human resources strategic plan, and promote the understanding of the impact of human resources strategies and their capacity to drive and support the business objectives their assigned hospital(s) and UMMS.  Proactively bring human resources issues, implications, and ideas to the three facilities’ senior management teams, and serve as a key strategic business partner to the CEOs and other senior management.
• Represent their assigned hospital(s) and work closely with UMMS leadership to continue to strike the appropriate balance between a coherent System framework for human resources policy and highly responsive, local human resources practices.
• Provide input to the CEOs and senior management of their assigned hospital(s) regarding the evolving management structures and decision-making processes at these facilities, and at UMMS as applicable.
• Lead assigned hospital(s) efforts in the improvement of HR service delivery and quality performance.  
• Participate in efforts and support commitment toward ongoing improvements in the efficiency and affordability of HR Shared Services.
• Lead in the development of an efficient infrastructure to support process improvement and other efficiency improvement strategies in Human Resources for assigned hospital(s).   Through a variety of strategies, support line managers, directors, and senior management by ensuring that human resources are available to meet the business needs of  the organization.
• Work with executive management to establish a sound plan of management succession that aligns with organizational and UMMS strategy and objectives. 
• Through proper selection, placement, evaluation, and training of employees, ensure that their organization benefits from the key competencies and specific abilities needed in an ever-changing, increasingly technical healthcare environment.
• Participate in the development and implementation of talent acquisition (recruitment) strategies, programs, and processes, and ensure that the Shared Services model provides sufficient on-going support for their assigned hospital(s).
• Participate in the development and implementation of compensation and benefit plans that are competitive in the market and cost effective, as well as in compliance with applicable federal, state, and local laws.  Ensure that the Shared Services model provides sufficient on-going support for assigned hospital(s).
• Coordinate assigned hospital(s) executive compensation and benefits strategies and programs that are progressive, effective, internally equitable, and competitive enough to attract and retain the talent needed to achieve organizational goals.
• Develop and maintain performance management systems that best reinforce strategies and work culture.
• Ensure an intelligent, effective, and coordinated labor relations strategy and response to labor relations actions at assigned hospital(s).  Provide leadership with overall employee and labor relations strategies and objectives, and promote organizational practices that foster recognition of the value of individual and collective staff contributions.
• Coordinate with the local and UMMS communications departments, line and staff executives, and others in maintaining proactive communications initiatives necessary to keep management, staff, faculty, and volunteers properly informed of current and pending news and events, as applicable.
• Proactively help the local facilities adapt to new models of care delivery and patient/family services that will be part of healthcare reform, accountable care organizations, and other changes that lie ahead.
• Ensure that the comprehensive Human Resource Information System provides sufficient on-going support to protect employee records and  provide reports and planning tools necessary for critical analyses of the human resources function and the human capital resources of the System.
• Represent assigned hospital(s) as HR executive on Board committee(s), as applicable.
• Proactively model and promote a culture of trust and communication within the human resources departments that is service-oriented and ensures high levels of satisfaction with the quality and amount of support provided. Monitor customer satisfaction, and respond appropriately to outcomes and feedback.
• Maintain professional development and growth, keeping abreast of trends in human resources and healthcare. Demonstrate the competencies necessary to influence others' behaviors toward a common dedication to the mission, values, goals, and objectives of the organization.

Education & Experience

• A Master’s degree with a concentration in Business, Human Resources, Organizational Psychology or Healthcare Administration.
• A minimum of seven (7) years of Human Resources or related management experience.   Experience in an academically affiliated hospital, or service-oriented environment is preferred.

Knowledge, Skills and Abilities

• A successful track record of increasingly accountable experience in the human resources field. Experience in a complex academic medical center or health system with contemporary HR best practices is highly preferred.
• Experience in a multi-site business platform, operating in a number of diverse markets. A track record of success and change leadership, including demonstrable contributions to organizational restructuring, productivity improvements, and cultural transformation at both the system-wide and front-line levels.
• Strong functional expertise in all areas of human resources management, including talent acquisition, employee relations, organizational development and compensation and benefits system design and support.
• Ideally, an understanding of the clinical and quality issues facing the organization and a knowledge of the University of Maryland Medical System, its academic and patient-experience focus, the market realities and competitive environment, and the key financial and information system issues facing prominent academic medical centers.

All your information will be kept confidential according to EEO guidelines.