Director, People

The Director, People & Performance Business Partner, will serve as a strategic partner to the organization's leadership, providing guidance and support in all areas related to human resources. This role will lead a team of HR business partners and collaborate closely with department heads to align HR initiatives with business objectives. The Director is responsible for operational and consultative HR functions aligning business objectives with management and employees across the FoC and will lead and oversee day to day People Operations with a concentrated focus on the development and oversight of the People & Performance Business Partner (PBP) program. The PBP program provides comprehensive human resources consultation and tactical support to management and employees. P&P's Business Partners are assigned to designated company entities and deliver a broad range of HR support in employee relations, talent management, compensation, retention, change management and engagement. Additionally, the Director will serve as a consultant and partner to FoC leadership and collaborate with other People & Performance leaders and managers to drive culture change and support employee growth and development in service to the FoC mission and values.

Core Responsibilities & Essential Job Functions

• Drive an effective people-first PBP team that instills company-wide trust and value for P&P functions, services and advisement.
• Implement and execute initiatives to foster a positive and inclusive work environment, promoting diversity and equity across the organization.
• Develop and implement HR strategies that support the FoC's goals and objectives.
• Serve as a trusted business partner and coach to senior leaders thoroughout the organization on all matters related to HR.
• Act as a strategic partner in the development and transformation of the organization's plans and programs and translates them into solutions that are practical, efficient, and reflective of the organizations misson and values.
• A tactical thinker with the ability to think critically and anticipate issues before they arise, and proactively suggest long-term solutions.
• Posses a level of executive presence and influencing skills to work with senior leadership and executives in a coaching capacity.
• Support senior leadership to navigate challenging forces in the FoC's healthcare and technology space and be comfortable in a fast-paced environment with significant change. Employ change management strategies and the necessary P&P processes to enable the organization to innovate and grow.
• Monitor HR metrics and analytics to assess the effectiveness of HR programs and initiatives and make recommendations for improvement.
• Proactively identify opportunities to partner with senior leadership to develop and implement innovative and lasting talent management solutions.
• Be a true hands on leader with the ability to successfully monitor the pulse of employees to ensure a high level of employee engagement and satisfaction.
• Establish successful relationships while managing stakeholders at all levels of the organization, including collaboration across cross functional teams.
• Build credibility and trust by resolving employee concerns through reliable and prompt resolution, clear documentation and follow-through.

• Directly or indirectly manage all FoC People Business Partners, at all levels: set performance expectations, provide feedback, coaching and guidance, take corrective action as needed. Serve as a role model and thought leader on people and performance issues and coach PBPs in their professional development. Ensure job responsibilities and expectations are clearly defined and communicated, work is assigned and distributed appropriately, staff is appropriately trained, and performance issues are addressed in a timely manner.
• Apply a data-driven mindset to assess organizational metrics and provide insights to the business. Analyze trends and metrics in partnership with the P&P team to develop solutions, programs, and policies.
• Ensure that P&P strategy, services and initiatives align as appropriate across the FoC, developing and adopting agile frameworks in support of business operating plans and priorities.

• Develop and execute the business operating system for employee relations issues and cases, aligning processes/procedures according to the Employee Handbook, company policies and sound administrative practices.
• Oversee reasonable accommodation administration, providing consultation for complex cases, leading interactive processes, and ensuring related processes and procedures are compliant and well-documented.
• Oversee company investigations providing guidance and recommendations for resolution of complaints and issues, such as: working conditions, disciplinary actions, and employee and applicant appeals and grievances.
• Partner with the Office of Risk Management (ORM) on issues and incidents involving clients, quality of care, and corporate compliance.
• Drive employee behavior to align with organizational goals and objectives. Advise and guide supervisors/managers to ensure employee job responsibilities and expectations are clearly defined and communicated, work is assigned and distributed appropriately, staff is appropriately trained, and performance issues are addressed in a timely manner.
• Respond to inquiries regarding policies, procedures, and programs. Ensure proper documentation of all HR processes is up-to-date, accurate, and comprehensive. Provide HR Policy guidance and interpretation.
• Maintain in-depth knowledge of legal and regulatory requirements related to day-to-day management of employees.
• Monitor and lead other coaches in the ongoing support and development of staff utilizing performance tools. Assist in the cultivation of performance metrics, reporting and improvement targets for all departments.
• Actively promote the organization, including representing the company in appropriate industry conferences and organizations.

• Partner with P&P leadership on strategic review of key functions within the FoC to assure compliance with HR policies and governmental laws/regulations.

• Attend staff meetings, trainings, and other meetings as requested.
• Complete additional job duties as assigned by Supervisor.

Qualifications

Minimum Education, Experience & Training Equivalent to:

• B.A. or B.S. Degree in Human Resources, Business Administration, Psychology or related field, preferred.
• 10+ years' experience in human resources management with at least 5 years' in a responsible employee relations position.
• 5+ years' supervisory experience; or an equivalent combination of related training and experience.
• Proven track record of exceeding goals, driving organizational change and managing complex HR initiatives.
• Strategic thinker with the ability to translate business goals into HR strategies and initiatives.

Knowledge & Skills:

• Sensitivity to working with an ethnically, linguistically, culturally, and economically diverse population.
• A commitment to the values of the organization while demonstrating good judgment, flexibility, patience
  and discretion when dealing with confidential and sensitive matters.
• Proficient in Microsoft Office (Outlook, Word, Excel, etc.), especially Excel and related computer software.
• Consistently demonstrate good judgment and decision-making skills while maintaining the highest level of confidentiality.
• Work in an exciting, fast paced high energy environment while effectively multitasking and managing day-to-day responsibilities without supervision.
• Personable; able to work comfortably with individuals at all levels within the organization.
• Comfortable in ambiguity and can pull relevant components from complex sitiations to connect the dots and make sound decisions; knowing when to escalate appropriately.
• Strong change leadership skills; versed and experience in classic organizational change models and methods.
• Excellent verbal and writing communication skills; frequent proofreading and checking documents for accuracy.
• Must be highly detail oriented.
• Strong interpersonal skills.

Physical Requirements:

• Must be able to communicate effectively within the work environment, read and write using the primary language within the workplace.
• Visual and auditory ability to work with clients, staff and others in the workplace continuously.
• Frequent speaking and listening (25-75%) to clients, staff, and others in the workplace.
• Utilize computer and cell phone for effective communication.

Conditions of Employment

• Ability to obtain and maintain criminal record clearance through the Department of Justice (DOJ). The People & Performance Department must analyze DOJ/FBI live scan reports in accordance with applicable Federal, State, and Local laws, as well as fitness for the position.
• Ability to obtain and maintain clearance through the Office of Inspector General.
• Must attend any required training.

Company: Catalight

#Catalight

Time Type:
Full time

Compensation:
$160k - $210k

The statements contained in this job description reflect general details as necessary to describe the principal functions of this job. It should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas as deemed fit for the organization.

Catalight is an equal opportunity employer.

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