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Chief Human Resources Officer
1 month ago
Imagine serving as the Chief Human Resources Officer in an organization that authentically focuses on the employee experience as the most important strategic priority. Imagine leading an organization’s people strategy where the concept of “belonging” is core to the culture – where it’s all about fulfilling our mission together that makes belonging matter. Being part of the team at Andwell Health Partners is more than just fitting in, it is a sense of belonging to a community with people and purpose that makes us all feel connected. As we grow our Andwell family, we are looking for a human resources executive who desires this cultural imperative and will work with our team to ensure that respect and value are the cornerstones of our employee experience – always.
Individually we are unique, with our own histories, beliefs, cultures and aspirations. Collectively we are a strong, talented, and an extraordinary group of professionals with a common purpose: to grow and thrive as individuals while working together to improve the quality of life for those in our service. We strive to be the very best version of ourselves and rely on our colleagues to do the same. We support one another. We celebrate achievements. We focus on our mission in the communities we serve. If you believe your energy and talents are right for this environment, we would appreciate the opportunity to speak with you.
Ensuring that our people strategy aligns with the mission, vision and goals of the organization: The Chief Human Resources Officer (CHRO) is the brand officer for our people and our culture by aligning human resource programs and processes to the organizational values of integrity, compassion, excellence, innovation and community.
The CHRO will be responsible for developing and executing our people strategy, ensuring that we have the right talent, culture, and systems in place to support growth objectives and an employer-of-choice reputation. Such strategies must adapt to our evolving needs and expansion opportunities. The people strategy must showcase clear and tangible outcomes and results to support the business objectives of the organization.
The CHRO will have oversight of key human resource personnel responsible for development and implementation of policies, programs, and practices that support the organization’s mission, vision and values by attracting, developing, and retaining a high-performing workforce. Ensure corporate compliance with all HR-related labor, employee relations, fair employment practices, and wage & hour laws. Provide consultative Human Resources Management counsel and support to all employees in a trusted manner.
Employee Experience and Culture: Enhancing quality of life for the people we serve is our “why”, and creating a remarkable experience for the people on our team is our “how”. The CHRO will foster an environment where being part of team is more than just fitting in, rather a culture of belonging to a community with people and purpose that makes us all feel connected in meaningful ways.
Employee Relations: The CHRO will serve as a trusted advisor to employees and leaders, providing guidance and support regarding employee relations matters. Promotion of a positive and collaborative environment to navigate and address employee concerns in an efficient, effective, and service oriented manner.
Talent Management: Individually, we are unique, with our own histories, beliefs, cultures and aspirations. Collectively, we are a strong, talented, and extraordinary group of professionals with a common purpose. The CHRO will implement best practices for recruitment and retention of individuals whose personal values align with those of the organization, including performance management systems; professional development and succession planning strategies, and state-of-the-art practices and platforms for sourcing, securing and retaining desired talent.
People Operations and Compliance: Working with a team of talented human resources professionals, the CHRO will ensure effective operations of HR systems, policies, procedures, while assuring compliance with relevant laws and regulations throughout the organization.
Organizational Development: Partner with senior leaders to identify organizational development needs, and design strategies to address them. As a member of the executive team, lead change management initiatives to support the organization’s growth and transformation. The CHRO will oversee a team of educators focused on preparing our clinical and administrative personnel to meet our organization’s goals.
Compensation and Benefits: Design and oversee implementation of competitive and equitable compensation and benefits programs to ensure that our team and their families are well cared for, while ensuring compliance with applicable laws and regulations associated with this work. Benefits extend beyond the usual and customary, to those that are designed to support employees both in and out of work. Benefits provide our entire team with the peace of mind necessary to give the best of themselves for our mission.
Employee Recognition: The CHRO, collaborating with leaders from across the organization, will lead efforts to maintain both informal and formal employee recognition initiatives that allow all employees to participate in elevating the employee experience while at the same time creating uniquely personal opportunities for recognition that leaves no doubt about the value we place on our people and their contributions.
Employee Health and Wellness: The CHRO will have oversight of occupational health operations and initiatives for the organization. These efforts include maximizing wellness initiatives and leveraging employee sponsored health plans and other HR business partners to collaborate and contribute to the overall resilience, health and wellbeing of our workforce.
Volunteer Resources: Volunteers are an important human resource in our organization. The CHRO will have oversight of key personnel responsible for all volunteer programming, including policies, programs, recruitment/retention, training, and compliance relevant to agency volunteers who contribute to our mission in clinical programs and development activities, including retail operations.
JOB LOCATION: Work is performed in an office setting with travel to regional offices when needed.
EDUCATION: A Master’s Degree in a health-related field, business administration, or personnel management. PHR, SPHR or equivalent certification preferred.
EXPERIENCE: Minimum of 5 years of senior leadership experience with oversight of multiple administrative functions; 7 - 10 years of proven HR experience at the management level in a health care setting. Experience in health care at home is a real plus.
KNOWLEDGE AND SKILLS:
- At least 10 years of broad-based HR experience at the management level with progressive leadership responsibilities.
- Experience in developing and implementing successful strategic human resources management plans.
- Experience as a HR practitioner or manager in each of the functional HR areas: recruiting, compensation, benefits, training and development, occupational health, and payroll.
- Effective interpersonal skills, with demonstrated success in building relationships, negotiating, and in influencing organizational change.
- A strategic planner with sound technical skills, business skills, and analytical ability.
- Understanding of leadership, a proven achievement record, and effective communication skills.
- Knowledge of current theories of human resources management.
- Knowledge of business and labor laws.
- Knowledge of facilities management practices and methods.
- Knowledge of volunteer resource management and operations.
